|Salary:||Ksh. Not mentioned|
Within the delegated authority and under the given organizational set-up, the incumbent may be assigned the primarily, shared, or contributory accountabilities for all or part of the following areas of major duties and key end-results.
1. Strategic HR Planning and Management
Provide ongoing strategy guidance, interpretation and technical support to management of the regional and country offices in the all area of HR management. Provide accurate and sound technical analysis, and effectively support HR management and planning process in the Region as it relates to budget planning, staffing, organization design, change management and other HR strategy planning and development deliberations. Assisting in identifying, addressing and monitoring gender disparities and gender inequities in Human Resources across all UNICEF country offices of the region is a key duty of the post.
Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and local implementation; advise on the applicability of new strategy and guidelines to country office HR plans and activities. Provide feedback and make recommendations from a field perspective on the establishment and improvement of systems and internal controls, planning and change management and resolution of HR issues and problems.
Participate in or support Programme Strategy Reviews and Regional Management Team Meetings to identify new trends, priorities and requirements. Participate in global workshops and meetings for the strategic planning of Operations/Human Resources/Information Technology/Supply.
2. Recruitment, Selection and Placement
Advise on effective and timely recruitment processes in the hiring, developing and retaining the best talents available to support the strategic human recourses needs of the office, the region and the organization.
Support the human resources needs for national professional officers, general service, and temporary employees by implementing proper and expedient recruitment procedures. Ensure organizational human capital targets are met through the recruitment and retention of a diverse body of staff of the highest calibre. Promote equity, transparency, and consistency in the selection and placement of staff.
Ensure to establish a targeted approach to recruit specialized talent, with particular focus on MTSP areas, to fill posts requiring specialized expertise, at the global, regional, or local level.
Support to establish and implement results-oriented action plans and sound budgets to coordinate specialized recruitment efforts with identified need at UNICEF in the short-term, intermediate-term, and long-term.
Advise on and promote to implement systematic approach to monitor and evaluate the measurable results of targeted recruiting efforts and its impact on UNICEF human resources with emphasis on all aspects required to achieve UNICEF’s objectives for gender parity, diversity, and a supportive work environment.
3. Policy Implementation and HR Administration
Promote equity, transparency and consistency in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff.
Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
Identify opportunities for the Region to support UNICEF’s global HR priorities, campaigns and partnerships, and lead, advise or recommend new initiatives to adopt in the Region.
In close coordination with the Country Offices and DHR, oversee to implement and administer the equitable, transparent and efficient GS job classification system throughout the region in compliance with the established job classification policy, guidelines, procedures and related requirements.
4. Capacity Building and HR Development
As a technical adviser to RMT, provide advice and guidance on human capital development, especially to meet UNICEF’s goals of gender equality, equity and diversity. Enhance HR management capacity in the Region and strengthen staff competencies to meet the organization’s present and future requirements.
Support the Regional HR Development Committee in establishing staff learning and development priorities for the region. In close coordination with the relevant partners in the Regional Office, Country offices and DHR, conduct training needs analyses and review Country Office training/Learning plans and budgetary allocation. Support regional training programmes, and monitor and evaluate Country Office and Regional training and learning acclivities.
Determines training and learning needs in consultation with organizational units at HQ and in the field in order to identify organizational competency gaps and gender imbalances. Plans and arranges regional operations workshops/learning programmes for organizational competency building. Advises on staff learning/development, career development, coaching and counselling in operations area that is gender sensitive.
5. Management Excellence
Promote management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized.
Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on corrective measures to be taken and establish relevant internal controls.
6. Staff and Management Relationship Management
Monitor staff/management issues and support/advise management and staff as appropriate to improve the relations and resolve the HR issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.
7. Inter-agency Cooperation, Networking and Partnerships
Ensure active coordination of HR initiatives with other agencies. Maintain effective and steady communication or working relations with UN agencies to seek harmonization as well as new ways to enhance effective HR management and development in UNICEF. Support common strategies and approaches for enhancement of the HR reform within the Common system.
Co-ordinate HR activities with UNICEF offices in the region and other UN agencies and cooperate with partners in the locality, including Government and NGOs .Identify and explore the “best practices” in HR area. Participate in the inter-agency coordination, conferences and other forums to improve HR planning, implementation, staff learning and development, recruitment, etc.
8. Emergency and Staff Security
In coordination with management and the staff, plan and ensure effective emergency preparedness and rapid responses in case of emergency.
Properly and promptly investigate and respond to emergencies affecting staff, including immediate actions, and if necessary, coordination with UN agencies and other parties concerned, in accordance with the UN and UNICEF emergency and security policy and guidelines.
9. Emergency Preparedness and Response
Assists in monitoring and assessing the emergency preparedness plan including its validity for the current crisis, i.e., the security situation and immediate actions needed, the ability of the office to function, the funds that have been reallocated from existing sources, etc. Advises on adapting the emergency preparedness and response plan as necessary, with particular attention to gender issues that may be expected to intensify during emergencies.
For more information, visit; https://www.unicef.org/about/employ/?job=511392