Vacancy No: E-VN-2014-000287
Duty Station: Maputo
Country: Mozambique
Region: ESARO
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Job Level: P-3
Position#: 00088093
Application Close: 04-Mar-14
Contract Type: Long-term Staff (FT)
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Purpose of the Position
Under
the supervision of Chief of Operations, manage human resource
activities including the supervision of human resources staff in a
medium size country office in accordance with the HR strategy and work
plan, aligned with the Country Programme Management Plan as well as the
goals and strategic needs of the organization and Delivering as One
Initiative. Provides guidance in human resources that promote a
gender-balanced multidisciplinary team of professionals.
Key Expected Results
1. Recruitment, Selection and Placement
- A diverse body of staff of the highest calibre are recruited and retained, including staff with specialized talent aligned with the priorities included in MTSP.
- Equity, transparency, efficiency and consistency are established in the placement and selection of staff, and the measurable results and impacts of recruiting efforts on the organization are fully evaluated.
- HR resource management and strategy planning incorporate a continuous analysis of gender disparities to identify strategies and actions to promote gender equality, diversity and a gender sensitive work environment.
2. Policy Implementation and HR Administration
- Equity, transparency and consistency are clearly demonstrated in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters.
- HR benefits, entitlements, job classification, performance management, promotions and contracts renewal and termination are administered in a timely, equitable, systematic and transparent manner.
3. Capacity Building and Career Development
- Capacity building and career development among all staff are strengthened.
- Capacity development and support opportunities are identified and provided for HR staff, other colleagues, and relevant partners as necessary.
4. Strategic HR Planning and Management
- HR management and strategy planning are effectively supported by sound technical analysis, and office management and planning processes. Strategy guidance and technical support for HR planning and management is always available to management.
- Local implementation of /regional /country level HR strategy is effectively undertaken in coordination with the Regional Office and HQ Divisions.
- New trends, priorities, requirements, and strategic HR plans are identified and incorporated through participation in Country Programme Strategy Review, Regional Management Team Meetings, and Global workshops, as appropriate.
5. Management Excellence in the Office
- Management excellence and integrity, gender equality and gender equity are promoted and enhanced through measurable accountability and demonstrated leadership in HR management of the office.
6. Staff and Management Relations
- Communication between management and staff are clear, and sound relations between management and staff are effectively established and maintained.
7. Inter-agency cooperation, Networking and Partnerships
- HR initiatives are well-coordinated with other UN as part of the Delivering as One Initiative and Government agencies, to the betterment of HR planning, cooperation and implementation.
8. Emergency and Staff Security
- Emergency preparedness and emergency rapid responses are established and ensured. Emergencies affecting staff are promptly and properly investigated and appropriate coordinated actions are swiftly undertaken.
- A diverse body of staff of the highest calibre are recruited and retained, including staff with specialized talent aligned with the priorities included in MTSP.
- Equity, transparency, efficiency and consistency are established in the placement and selection of staff, and the measurable results and impacts of recruiting efforts on the organization are fully evaluated.
- HR resource management and strategy planning incorporate a continuous analysis of gender disparities to identify strategies and actions to promote gender equality, diversity and a gender sensitive work environment.
2. Policy Implementation and HR Administration
- Equity, transparency and consistency are clearly demonstrated in the interpretation, determination, implementation, and administration of HR policy, procedures and guidelines on all HR related matters.
- HR benefits, entitlements, job classification, performance management, promotions and contracts renewal and termination are administered in a timely, equitable, systematic and transparent manner.
3. Capacity Building and Career Development
- Capacity building and career development among all staff are strengthened.
- Capacity development and support opportunities are identified and provided for HR staff, other colleagues, and relevant partners as necessary.
4. Strategic HR Planning and Management
- HR management and strategy planning are effectively supported by sound technical analysis, and office management and planning processes. Strategy guidance and technical support for HR planning and management is always available to management.
- Local implementation of /regional /country level HR strategy is effectively undertaken in coordination with the Regional Office and HQ Divisions.
- New trends, priorities, requirements, and strategic HR plans are identified and incorporated through participation in Country Programme Strategy Review, Regional Management Team Meetings, and Global workshops, as appropriate.
5. Management Excellence in the Office
- Management excellence and integrity, gender equality and gender equity are promoted and enhanced through measurable accountability and demonstrated leadership in HR management of the office.
6. Staff and Management Relations
- Communication between management and staff are clear, and sound relations between management and staff are effectively established and maintained.
7. Inter-agency cooperation, Networking and Partnerships
- HR initiatives are well-coordinated with other UN as part of the Delivering as One Initiative and Government agencies, to the betterment of HR planning, cooperation and implementation.
8. Emergency and Staff Security
- Emergency preparedness and emergency rapid responses are established and ensured. Emergencies affecting staff are promptly and properly investigated and appropriate coordinated actions are swiftly undertaken.
Qualifications of Successful Candidate
-
An Advanced university degree (Master's) in Human Resources, Business
Administration, International Relations, Social Sciences, Psychology or
directly related technical field(s) is required.
- A minimum of five (5) years of relevant experience, at the national and international levels, in HR Management and Staff Development is required.
- Previous work experience in a developing country and/or an emergency duty station is considered an asset.
- Fluency in English (written & verbal) is required. Knowledge of Portuguese is considered an asset. Fluency in an additional UN Language (Arabic, Chinese, French, Russian, Spanish) is considered an asset.
- A minimum of five (5) years of relevant experience, at the national and international levels, in HR Management and Staff Development is required.
- Previous work experience in a developing country and/or an emergency duty station is considered an asset.
- Fluency in English (written & verbal) is required. Knowledge of Portuguese is considered an asset. Fluency in an additional UN Language (Arabic, Chinese, French, Russian, Spanish) is considered an asset.
Competencies of Successful Candidate
Communicates effectively to varied audiences, including during formal public speaking
Consistently achieves high-level results, managing and delivering projects on-time and on-budget
Creates and encourages a climate of team-working and collaboration in a multi-cultural environment
Analyzes and integrates potentially conflicting numerical, verbal and other data from a number of sources
Adjusts team or department's approach to embrace changing circumstances
Demonstrates, applies and shares expert technical knowledge across the organization
Creates organization-wide processes to help ensure that all adhere to procedures and policies
Translates strategic direction into plans and objectives
Has good leadership and supervisory skills; co-ordinates group activities, ensuring that roles within the team are clear
Demonstrate innovation and creativity in designing and implementation
Consistently achieves high-level results, managing and delivering projects on-time and on-budget
Creates and encourages a climate of team-working and collaboration in a multi-cultural environment
Analyzes and integrates potentially conflicting numerical, verbal and other data from a number of sources
Adjusts team or department's approach to embrace changing circumstances
Demonstrates, applies and shares expert technical knowledge across the organization
Creates organization-wide processes to help ensure that all adhere to procedures and policies
Translates strategic direction into plans and objectives
Has good leadership and supervisory skills; co-ordinates group activities, ensuring that roles within the team are clear
Demonstrate innovation and creativity in designing and implementation
UNICEF
is committed to diversity and inclusion within its workforce, and
encourages qualified female and male candidates from all national,
religious and ethnic backgrounds, including persons living with
disabilities, to apply to become a part of our organisation.
For details please contact http://www.unicef.org/about/employ/
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