Human Resources Officer, P2, Niamey, Niger #123383 (Temporary 364 days) - Tenders Global

Human Resources Officer, P2, Niamey, Niger #123383 (Temporary 364 days)

  • Contract
  • Niger
  • Posted 1 month ago

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UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, hope.

Niger is a landlocked Sahelian country of 19.2 million people, over half of whom are under the age of 15. Nearly half of the population is poor, despite reductions in the poverty rate over the past decade, and the country ranked last on the 2014 Human Development Index. Indicators are particularly alarming for women and children. Through its 2019-21 Country Progamm, UNICEF works toward the full realization of the rights of children and a reduction of disparities, with the aim of achieving equity. UNICEF operates from the capital city, Niamey, as well as from 4 zonal offices, Agadez, Maradi, Diffa and Tahoua.

How can you make a difference?

UNICEF Niger is looking for a dedicated, self-driven professional with strong technical knowledge, people management skills and ability to coordinate within a dynamic and multi-cultural team environment. The HR Officer is responsible for providing strategic support to the sections in the management of talents and research, and implementation of solutions to improve Duty of care. She/he reports to the HR Manager for guidance, training and supervision. As a Business Partner, the incumbent provides 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. He/She works closely in partnerships with colleagues and stakeholders in the delivery of HR programmes, activities and initiatives.

Key functions, accountabilities and related duties/tasks

Business Partnering

  • Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
  • Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
  • Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.
  • Promote the organizational goals and targets for gender equity and cultural diversity.

Strategic Human Resources

  • Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
  • Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

Support to Implementation of assigned Human Resources Services

  • Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
  • When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

Learning and Capacity Development

  • In collaboration with business owners, support the design and delivery of learning plans for staff.
  • Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
  • Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
  • Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
  • Provide orientation briefing to new staff.

HR Data Analytics

  • Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
  • Support the development and implementation of data collection systems to optimize data quality.
  • Coordinate with country offices and partners to provide assistance in their HR information management

To qualify as an advocate for every child you will have…

  • A University Degree in human resource management, business management, international relations, organizational behavior, psychology or another related field is required.
  • At least two years of professional experience in human resource management in an international organization and/or large corporation is required.
  • Advanced knowledge of the principles and concepts of human resources management.
  • Excellent knowledge of information technology systems and tools.
  • Fluency in French with a working knowledge of English is required. 

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

UNICEF competencies required for this post are… 

  • Demonstrates Self Awareness and Ethical Awareness (1)
  • Works Collaboratively with others (1)
  • Builds and Maintains Partnerships (1)
  • Innovates and Embraces Change (1)
  • Thinks and Acts Strategically (1)
  • Drives to achieve impactful results (1)
  • Manages ambiguity and complexity (1)

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.
We offer a
wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks:

UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female candidates are encouraged to apply.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

Advertised: 06 Jan 2023 W. Central Africa Standard Time
Deadline: 15 Jan 2023 W. Central Africa Standard Time

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