Purpose of the Position
Under the supervision of the Chief of Operations/HR Manager, manage all human resource activities including the supervision of human resource staff in the Nigeria country office in accordance with the HR work plan, consistent with the Country Programme Management Plan.
The position will support Nigeria office in planning, monitoring and reporting on Human Resources Performance indicators relating to workforce planning, staff learning and development activities, performance management and coaching.
This will include providing office analytics on the respective indicators and determine projections following foreseeable staff changes eg. retirements; consult with managers on bottlenecks to achievement of set indicators and develop context relevant tools and systems for office-wide reporting in line with the regional office guidelines and requirements.
Key Expected Results
Promote equity, transparency and consistency in the interpretation, determination, implementation and administration of HR policy, procedures and guidelines on all HR related matters applicable to the staff in the office.
Support, implement and administer the effective and timely recruitment processes in the hiring and retaining the best talents available to support the strategic human recourses needs of the office.
Ensure timely, equitable, transparent and systematic administration of all HR benefits, entitlements, contracts renewal and termination, performance management, promotions and other HR activities.
Implement and administer the equitable, transparent and efficient GS job classification system in compliance with the established classification policy, guidelines, procedures and related requirements.
Conduct timely and effective training programmes and briefing on career management to all staff in the office in order to support the capacity building and career development of all staff.
Monitor staff/management issues and support/advise management and staff as appropriate to improve and resolve the issues. Provide administrative support to the staff-management bodies in the capacity of HR focal point in the office.
Provides technical analysis and support to the management and planning process in the office as it relates to budget planning, staffing, organization design and other HR planning and development deliberations.
Key Accountabilities and Duties & Tasks
Promote equity, transparency and consistency in the interpretation, determination and administration of international and local conditions of service, terms of employment, benefits and allowances in accordance with UNIUNICEF regulations and rules. Advise management and staff on correct interpretation and application of HR policies and procedures and provide counselling as required. Coordinate with relevant Government ministries and other appropriate local institutions to ensure the processing of international staff conditions of service, entitlements and privileges in country.
Support the office’s administrative and technical needs for professional officers, general service and temporary staff by implementing and administering effective and speedy recruitment procedures. Ensure organizational targets (geographic distribution, gender, etc.) are met while not compromising on the recruitment and retention of national staff of the highest caliber. Team with supervisors in the recruitment process to ensure integrity and merit in all selection procedures while supporting the needs of managers and goals of diversity. Promote equity, transparency and consistency in the selection and placement of staff.
Ensure appropriate and timely actions for renewals of contracts, promotions, within-grade increments, and performance evaluations. Develop and implement plans, including timetables, for contract reviews, renewals and terminations; ensures timely notice to staff.
Implement and administer the fair, equitable and systematic GS classification in compliance with the established standards and procedures as well as the classification principle of equal pay for work of equal value by ensuring all job descriptions are current and duly classified. Make recommendations on the organizational structure of the office and effective utilization of human resources (HR).
Enhance staff’s job performance by supporting the identification of training needs, preparation of training proposals and arranging for implementation and evaluation of training. Provide HR training and support as required in country, including at sub-office locations.
Provide orientation briefing to newly arrived staff Promote a rational and attainable career management system to meet the office’s current and future needs.
Monitor potential staff – management issues; provide advice to managers/supervisors on appropriate approach to be used in sound performance management and in counselling staff. Serve as technical resource and provide administrative support to staff- management bodies such as SAP, APC, JCP, and JCC.
Contribute to the budget preparation and review process through an analysis of staffing pattern and needs of the office. Participate in management meetings affecting HR planning and management.
Qualifications of Successful Candidate
University degree in social sciences or other relevant disciplines (human resources, business administration, international relations, psychology, etc). Additional human resources professional training an advantage.
Two years of relevant professional work experience in human resources experience.
Background/familiarity with emergency.
Fluency of the local language of the duty station as well as proficiency in English.
Data Management experience will be an advantage.
Competencies of Successful Candidate Core Values
Commitment
Diversity and Inclusion
Integrity
Core competencies:
Communication
Drive for Result
Working with People
Functional Competencies:
Analyzing
Applying Technical Expertise
Following Instructions and Procedures
Planning and Organizing
Relating and Networking
Technical Knowledge: Specific Technical Knowledge Required
Job Classification Guidelines
Local Salary Survey Methodology
Common Technical Knowledge Required:
UN Staff Regulations and Rules and Personnel Directives
UNICEF HR Policy & Procedures Manual (PAM) and rules and regulations, Administrative Instructions and Circulars
UNICEF Financial rules and regulations, Budget policies, procedures, guidelines and instructions
UNICEF training guidelines and procedures
Field Security Manual
Use of corporate office computer system applications and software, including LAN, email, word processing, spreadsheet, database, telecommunications
Gender equality and diversity awareness
Technical Knowledge to be Acquired/Enhanced (for the Job):
UN mission and system; International Code of Conduct
UN policies and strategy to address international humanitarian issues and the responses
UN Security practices and guidelines
UN guideline on sexual exploitation and abuse by UN staff and partners
Emergency programme policies, goals, strategies and approaches
Emergency operations practices and guidelines
UNICEF Mission and UNICEF Guiding Principles
UNICEF programmatic goals, visions, positions, policies and strategies
Rights-based and Results-based approach and programming
Global human rights issues, specifically relating to children and women, and the current UNICEF position and approaches
UN common system approach and harmonization in HR
UNICEF’s HR vision, goals, strategies and policies
UNICEF HR Policy & Procedures Manual (PAM) and rules and regulations, Administrative Instructions and Circulars
Case histories and precedents in HR areas
Staff welfare and rights of staff members
Organization design, HR planning, Staffing Strategy
Recruitment/Selection/Placement
Job Classification Guidelines
Compensation Rules
Benefits Administration (MIP, Van Breda, UNJSPF)
Organizational change management (Fast change, Culture Management, Strategic organizational initiator)
Career and Staff development
Learning/Training
Performance Management
Staff Relations
HR technology and systems
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