Human Resources Officer

Position number 459722

OBJECTIVES OF THE PROGRAMME

To ensure the establishment of an effective WHO country presence aligned with Member States’ health and development agenda while enhancing organizational efficiency through the implementation of robust HR management practices, including optimizing talent acquisition processes, and fostering improved staff relations. Under the direct supervision of the Senior Operations Officer and the overall guidance of the Head of the WHO Country Office (WCO) in Sudan, the incumbent will play a pivotal role in planning and delivering services in various Human Resources (HR) areas, including recruitment, staff and non-staff administration, and performance management. This involves close consultation and collaboration with relevant HR and administrative structures at the regional office level. The incumbent will manage ongoing contacts with a wide array of WHO officials and staff members to provide advice, support, and promote best practices in HR management. Additionally, engage with counterparts in Regional and Sub-Offices/Hubs to ensure mutual understanding and alignment in HR-related matters.

DESCRIPTION OF DUTIES

Generic Duties

1.Support the WHO Head of Country Office in respect to human resources and work force planning for the Office and organizes, manages and supervises the HR unit ensuring that the HR team functions transparently, efficiently and effectively.

2.Provide advice on interpretation and application of HR policies, regulations and rules; advise on benefits and entitlements for staff on the basis of contractual status; advise and counsel staff in regard to responsibilities, code of conduct as well as rights.

3.Oversee and conduct recruitment and outreach for local staff.

4.Serve as focal point for the implementation and monitoring of the WHO ‘s ERP/GSM system with respect to its HR- components.

5. Provide guidance and ensure compliance across the office in the implementation of the performance appraisal system.

6.Conducts training and orientation programmes on HR operations issues at country level.

7.Counsel staff members about talent development opportunities.

8.Provide HR inputs in the programme and budget development process of the Office.

9.Act as a focal point for the continuous dialogue between the management and staff representatives.

10.Attend meetings and participate in salary surveys, DSA/cost of living surveys and provide feedback to counterparts at the regional office and headquarters.

11. Organize and lead capacity building initiatives related to implementation of related international standards and norms in the assigned area(s).

12. Preform all other related duties as assigned.

Specific duties

• Manages vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts; this would include recruitment of local staff and international staff up to P5 level as per DOA-WR.
• Administers selection procedures for fixed-term and temporary staff, advising staff members at all levels of relevant rules and regulations, procedures and practices.
• Serves as an HR Representative on selection panels and ensures there is an adherence to confidentiality and emphasis on a transparent, consistent process and on promoting organizational diversity and mobility policies as an organizational priority.

REQUIRED QUALIFICATIONS

Education

Essential: University degree in human resources management, business or public administration, Law, social science, or related field.
Desirable:

Experience

Essential: At least five years of progressively responsible professional experience in human resources management and administration. Demonstrated experience in the operational application of human resources management policies and practices, selection and recruitment, and the administration of benefits and entitlements is essential.

Desirable:

Skills

• Knowledge of human resources management policies, practices and procedures and ability to apply them in the country office setting.
• Ability to identify issues, formulate opinions, make conclusions and recommendations.
• Experience in related HR subject matters.
• Good drafting and communication skills.
• Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of work.
• Team spirit and time management skills.

WHO Competencies

WHO global Competencies model at http://www.who.int/employment/WHO_competencies_EN.pdf?ua=1

• Teamwork
• Respecting and promoting individual and cultural differences
• Communication
• Moving forward in a changing environment
• Creating an empowering and motivating environment

Use of Language Skills

Essential: Expert knowledge of English.
Desirable: Intermediate knowledge of Arabic.

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 64,121 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 2827 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test and/or an asynchronous video assessment may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• Staff members in other duty stations are encouraged to apply.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.

• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to [email protected]

• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• Please note that WHO’s contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [email protected].

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO’s operations please visit: http://www.who.int.

• For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

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