WHO: Human Ressources Assistant – Brazzaville

1. Background and Justification

* Purpose of the Position
Within a centralized team offering one-stop-shop HR business services to focused client teams, the HR Assistant will provide administrative and HR support to the Human Resources sub-team, in accordance to WHO Staff Rules and Regulations, WHO Manual provisions and policies. The HR Assistant will provide support in all areas of HR, such as recruitment and selection, appointment and termination, contract administrations and staff entitlements, policy advice and staff development liaising with the supervisor for guidance and specialized HR experts within the team. The HR Assistant, will therefore be responsible for delivery of support services for the Health Systems Strengthening (HSS) Cluster and the Non-Communicable Disease (NCD) Cluster or the Family and Reproductive Health (FRH) Cluster and the Office of the Director and Director, Programme Management (ORD-DPM) Clusters.

2. Job Description

* Objective of the Programme and the immediate Strategic Objectives
The General Management and Coordination (GMC) Cluster plays a central role in ensuring that WHO’s regional and country operations are supported through coherent administrative, logistical, and operational frameworks. GMC has the overall responsibility for leading and coordinating the work of various Teams within its Cluster: the Regional Support Unit (RSU), the Regional Office Support Unit (ROSU), Budget and Management Systems (BMS), Compliance & Risk Management (CRMA), and Health and Medical Services (HMS). The RSU is based in Pretoria and extends GMC’s operational reach by offering proximity administrative and operational services to the 47 country offices in WHO’s Africa Region, promoting agile, context-sensitive service delivery aligned with WHO’s priorities in the Region. The ROSU is based in Brazzaville and provides proximity support to the Regional Office for Africa, promoting agile, context-sensitive service delivery aligned with WHO’s operational priorities in the Region. It also supports the Pretoria-based Regional Support Unit in providing effective and efficient operational services to the 47 countries of the region.

The objective of the Human Resources Unit is to deliver the new HR service model in an efficient and timely manner. This means responsibility for all human resources activities for the WHO Regional Office for Africa and 47 countries in the African region, such as position classification, recruitment, contract administration, employment conditions and entitlements, policy formulation and staff development. As the first point of contact for HR issues, the team will provide advice on personnel matters to senior management and approximately 2700 fixed and short term staff members in the region in a close partnership with the client base.

* Organizational context (Describe the individual role of the incumbent within the team, the guidance and supervision received and training or briefing provided to others)
Under the supervision of the HR Officer, the incumbent provides support for HR functions at all levels. The incumbent will liaise with colleagues from the Global Service Centre, Country Office Support HR Colleagues and staff for the African Region on all aspects for HR issues for an optimal delivery of HR services.

* Summary of Assigned duties (Describe what the incumbent has to do to achieve main objectives)

The incumbent will perform the following duties:
1. Provide relevant HR information and initiate transactions in the Global Management System (GSM) in the following areas; Initiate position actions (Position classification and reclassification actions); Initiate Hiring and staffing actions, including hiring of consultants; Contract Management (appointments, extension of appointments, separation actions) changes in status actions; Advise on possible reasons of HRAP rejections; Provide support to Staff in initiating TRs for statutory travels (Processing of staff entitlements);Provide support to Staff in the use of the staff self-service module (GSM end-users).
2.Monitor and Report on HR Actions: Through regular reporting, he/she will monitor transactions initiated, appointments coming to an end and that need to be extended, separation actions for a timely action on the part of managers and staff.
3. He/she will liaise with specialized HR Officers in the larger HR team and HR team in the Global Human Resources services in Kuala Lumpur (GHR) to ensure a proper follow up on actions. Track transactions and follow up with overdue ones;
4. Performs some actions related to recruitment and selection processes in Stellis recruitment and onboarding system for fixed and short-term staff in the professional and general services categories such as requisition initiation, publishing of the vacancy notice, prescreening candidates and communicating the longlist with hiring managers, organizing testing and interviews, generating selection reports and initiating the pre-onboarding and onboarding processes;
5. Hire freelance translators for jobs requested by Units as directed by the Chief, Translation and Interpretation;
6. The incumbent will serve as back up to the team members in similar positions covering their portfolio of clusters.
7. Perform any other related duties/responsibilities as required.

3. Recruitment Profile

Competencies:

Describe the core, management competencies required – See WHO competency model – list in order of priority, commencing with the most important ones.
• Teamwork
• Respecting and promoting individual and cultural differences
• Communication
• Producing results

Functional Knowledge and Skills

* Describe the essential knowledge and the skills specific to the position

Work requires maintaining up to date knowledge on any changes to Staff Regulations and Rules as well as standard operating procedures. The incumbent is also expected to maintain computer skills including skills expertise in the Global Management System, to the standard of the Organization by self-study or in-house training. Knowledge of WHO rules, regulations, policies and practices would be an asset.

Education Qualifications

* Essential

Completion of secondary school or equivalent, and training in personnel/human resources management.

Experience

* Essential

At least 5 years of experience in administrative positions, preferably in WHO in functions encompassing personnel matters. Experience in interpreting personnel rules and procedures as well as administration of staff entitlements.

Desirable

An in depth knowledge of WHO Rules and Regulations, WHO Manual, and experience or knowledge of staff entitlements highly desirable.

Use of Language Skills

Essential: Expert knowledge of French.

Desirable: Intermediate knowledge of English

Other Skills (e.g., IT)

Proficient in Computer utilization.

REMUNERATION

WHO offers staff in the General Services category an attractive remuneration package, which for the above position includes an annual net base salary starting at XAF 11,933,000 (subject to mandatory deductions for pension contributions and health insurance, as applicable) and 30 days of annual leave.

ADDITIONAL INFORMATION

• Staff members who have been separated as a result of the 2025 Prioritization and Realignment Process will be given special consideration.
• Special selection procedures may apply.
• 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.
• The Director-General retains the discretion to not make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description, including shortening the duration of the appointment.
• WHO is committed to creating a diverse and inclusive environment of mutual respect. 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.
• 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 may request reasonable accommodations (modifications or adjustments to the application or recruitment process) to support their participation in the application and recruitment process. Please send an email to reasonableaccommodation@who.int with your full name, the vacancy number you are applying for, and specific details of the accommodation needed in your request.
• 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.
• 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.
• 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 shws@who.int.
• This post is subject to local recruitment and will be filled by persons recruited in the local commuting area of the duty station.
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