Human Resources Assistant

Details

Mission and objectives

UNICEF is the only organization mandated by the United Nations General Assembly to safeguard the rights of all children everywhere. That mandate is rooted in the 1989 Convention on the Rights of the Child (CRC), which sets out universal and indivisible rights.
UNICEF has been working in Cambodia since 1952 to protect the rights of children
UNICEF promotes the rights and well-being of every child in everything it does. Together with our partners, we work to translate this commitment into practical action, with a dedicated effort to reach the most vulnerable and excluded girls and boys in urban and rural poor areas of Cambodia. We focus on equity, so our achievements benefit all children.

Context

The Human Resources (HR) function in UNICEF worldwide is a key the enabler of the UNICEF Strategic Plan 2022–2025, which identifies that fostering a dynamic and inclusive people and culture is key to achieving the organizational performance that we need. The HR work globally and locally is structured in four main strategic areas:
1. People centric HR professionals, appropriately skilled, with the ability to leverage the best-in-class re-sources to provide client-focused, strategic, and operational guidance to enable all UNICEF offices to de-liver results for children.
2. the Global HR Delivery Model is adequately redesigned and resourced to deliver on the Strategic Plan 2022-2025, the 2030 Agenda and beyond.
3. The OneHR Community partners with stakeholders to build a culture where the working environment is psychologically safe, diverse and inclusive.
4. The OneHR Community partners across UNICEF to enable and empower high performing teams that are capable and innovative.
The above strategic result areas are duly reflected in the Cambodia Country Office workplan and priorities, which include, along regular HR responsibilities, two new/revamped components:
a) Organizational culture. The HR function will adopt a more prominent role in organizational culture across UNICEF following the realignment of its dimensions under the People and Culture umbrella. With a clearer mandate and accountability on organizational culture, the HR function will play an even more active role in office culture initiatives worldwide, including in Cambodia, through the review and deep dive analyses of staff surveys and the contribution to the design, implementation, monitoring, and reporting of action plans to address survey findings.
b) Review of current work processes and workflows, including automation and digitization, for increased efficiency and effectiveness.
c) Skills Gap Analysis. A fit-for-purpose exercise was conducted as part of the development of the 2024-2028 Country Programme, resulting on a revised staffing structure, which will be followed by a skills gap analysis aimed at informing a meaningful and nimble learning plan to optimize staff learning, development, and growth to deliver the expected results. This skills gap analysis will be conducted in phases according to categories and functional are-as, starting in late 2024 and targeting completion in mid-2025. The resulting learning plan will also see incremental components over time. The UNV will support both the skills gap exercise and the design and implementation of the learning plan, working alongside the HR Manager and members of the Human Resources Team in Cambodia.
Further, while transactional HR is progressively centralized in UNICEF headquarters locations, at country level, and especially in Cambodia, much emphasis is placed in on-the-job capacity building of HR practitioners’ knowledge and skills in strategic and advisory support, while delivering in the areas of talent acquisition, man-aging performance, learning and development, and overall support to staff career development. The UNV will therefore join a dynamic team with a growth mindset, constantly striving to learn and develop to better serve staff in Cambodia. The UNV will also benefit and learn from his/her interactions with the regional and sub regional HR networks.

Task description

Under the direct supervision of the Human Resources Manager for close guidance, training and supervision, the UN Volunteer will provide support to the supervisor and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.
As part of the HR team, the UNV will:
1. Support to business partnering
▪ Support the business partners in developing initiatives to encourage employee well-being and employee recognition schemes
▪ Support the management of change processes by advising clientele on changes to HR processes under the guidance of HR Business Partner
▪ Support the business partners in assisting clientele in using HR systems such as talent management, agora and achieve.
2. Support in processing of entitlement and benefits
▪ In consultation with supervisor, analyze, research, verify, and compile data and information on cases that do not conform to UN or UNICEF’s HR Rules & Regulations, to support consistent and equitable application of decisions and implementation of agreed upon action.
▪ In consultation with supervisor, analyze, research and verify information for the purpose of responding to staff queries on areas related to benefits and entitlements
▪ Initiates the processing of a wide range of personnel actions in accordance with UNICEF rules and regulations, by ensuring all relevant forms and actions are completed by staff and forwarded to the GSSC.
▪ Maintains and prepares all personnel-related records and files, ensuring all information on each staff member is up-to-date and accurate.
3.Support in recruitment and placement
▪Prepares and circulates internal and external advertisements.
▪Liaises with candidates in the various stages of the recruitment process.
▪Prepares formal acknowledgement, offer and regret letters.
▪Initiates and follows up on reference checks and academic verifications, and ensuring the completion of other background checks.
▪Monitors life-cycle of recruitment process to update supervisor as necessary.
4. Support in organization design and job classification
▪Participates in the review of GS positions specific JDs, ensuring effective application of ICSC methodology.
▪ Drafts and edits job descriptions to be submitted for classification for review by supervisor.
▪Follows up and liaises with HQ and RO over status of requests to ensure timely completion.
▪ Prepares documents to be submitted for classification to RO and NYHQ, ensuring completeness of documentation.
▪ Monitors life cycle of all job classification requests to facilitate recruitment and organization planning.
▪ Compiles and analyses information and statistics related to posts and staff for
reports on staffing trends.
▪ Analyze, research, verify, and compile data which facilitates preparation of workforce planning reports for supervisor to review against benchmarks i.e. Gender and geographical balance and other recruitment related key performance indicators.
▪ In consultation with supervisor, researches and analyses data and information to help identify training needs within his/her office for the development of learning plans and other targeted training interventions.
▪ In consultation with supervisor, researches, analyzes, verifies, and compiles information on external train-ng courses available and educational institutions to help supervisor decide on learning programmes that address learning gaps in his/her country office.
▪ Assists team in organizing and conducting courses, workshops, and events by participating in exercises which aim to build capacity of stakeholders.
▪ Develops and processes contracts for institutions providing training and courses, ensuring compliance with UNICEF rules and regulations.
▪ Assists team in organizing and conducting courses, workshops, and events by preparing and organizing distribution of materials for participants, ensuring availability of training venues and required equipment and supplies, while providing logistical and secretarial support at workshops and events as necessary.
▪ Tracks the performance management cycle processes, ensuring the timely distribution and enhancing the timely completion and return of appraisals.
6. General Office Support as assigned by the supervisor
Furthermore, UN Volunteers are required to:
▪ Strengthen their knowledge and understanding of the concept of volunteerism by reading relevant UNV and external publications and take an active part in UNV activities (for instance in events that mark Inter-national Volunteer Day);
▪ Be acquainted with and build on traditional and/or local forms of volunteerism in the host country;
▪ Reflect on the type and quality of voluntary action that they are undertaking, including participation in on-going reflection activities;
▪ Contribute articles/write-ups on field experiences and submit them for UNV publications/websites, newsletters, press releases, etc.;
▪ Assist with the UNV Buddy Programme for newly-arrived UN Volunteers;
▪ Promote or advise local groups in the use of online volunteering or encourage relevant local individuals and organizations to use the UNV Online Volunteering service whenever technically possible.
Results/Expected Output:
Through research, analysis and interpretation of policy, carried out under very close supervision, the incumbent strengthens the supervisor’s capacity in effectively and efficiently executing all human resource services and tasks. The impact is thus centered on providing through and accurate analysis of individual cases and processes.