ECA’s mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 Agenda and Agenda 2063.

The mission will be guided by ECA’s five new strategic directions which are:

Advancing ECA’s position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent’s problems and take local solution to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa’s position at the global level and developing regional responses as a contribution to global governance issues.

This position is in the Talent Management Unit (TMU) Human Resources Management Section (HRMS), Division of Administration (DoA), United Nations Economic Commission for Africa (UNECA). The Human Resources Officer works under the direct supervision of the Chief Human Resources Officer and under the overall guidance of the Director of Administration.

Responsibilities

The Human Resources Officer serves as Head of the Talent Management Unit. He/ She plans, organizes, manages and supervises the work of TMU’s two sub-units: the Recruitment Sub-Unit (RSU), which handles recruitment, selection, and outreach, and the Staff Support and Benefits Sub-Unit (SSBSU), which handles administration of benefits, administration of justice, and staff and management relations.

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:

GENERAL:

• Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.

• Monitors and ensures the implementation of human resources policies, practices and procedures.

• Keeps abreast of developments in various areas of human resources.

• Prepares reports and participates and/or leads special human resources projects.

• May plan, organize, manage and supervise the work of the Unit/Section assigned.

• Interacts regularly with clients – Divisions and staff members – to understand existing and emerging HR requirements to pro-actively deliver the same. Works to provide senior managers advice on HR-related matters pertaining to recruitment and benefits administration.

• Coordinates internal and external audits of HR processes. Works towards ensuring zero audit observations.

RECRUITMENT:

• Projects and monitors vacant posts of assigned level/group, Secretariat or mission-wide and ensures adherence to policies and procedures in filling these posts.

• Recommends guidelines on promotion and placement of staff.

• Oversees preparation of vacancy announcements, reviews applications and provides short- lists to substantive offices.

• Arranges and conducts interviews for selection of candidates.

• Reviews recommendation on the selection of candidate by client offices.

• Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.

• Prepares job offers for successful candidates.

• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.

• Coordinates and administers the National Competitive Examinations, G to P Examinations, Language professionals’ examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.

• Ensures that the recruitment and selection process is completed within the prescribed staffing timelines and in accordance with regulations.

• Coordinates recruitment and on-boarding of Fellow under the ECA Fellowship Programme and works with team to coordinate the Fellowship programme.

ADMINISTRATION OF ENTITLEMENTS:

• Advises the Chief Human Resources Officer/ HR Business Partners on the development, modification and implementation of United Nations policies and practices on entitlements.

• Reviews and recommends level of remuneration for consultants.

• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.

• Represents the office in joint bodies and working groups relating to salaries and other conditions of service.

• Coordinates the work of the Client Support Desk for effective liaison with shared services delivery centres.

ADMINISTRATION OF JUSTICE:

• Addresses and mitigates staff grievances with the purpose of resolving them at the lowest possible level, which include, preventive activities such as trainings and sharing best practices and recent jurisprudence related to human resources management.

• In coordination with OES/Legal Unit and OHR, assist the Chief Human Resources Officer and the Director of Administration in coordinating the Commission’s responses to formal and informal requests coming from different entities under the Administration of Justice system by preparing draft replies for MEU and other cases, and coordinates the implementation of decisions applicable to the Commission;

• In partnership with the Staff representatives, monitors staff welfare and supports/proposes appropriate programmes and remedial actions to advance staff welfare and work life balance.;

• Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.

OTHER DUTIES

• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.

• Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.

• Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.

• Represents the management in classification appeal cases.

• Focal point to coordinate ICSC related surveys such as salary survey, housing (place-to- place) survey, cost of living survey, hardship classification survey, etc.

• Coordinates duty station classification and subsistence allowance surveys.

• Prepares classification analysis of jobs in Professional and General Service and related categories.

• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.

• Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.

• Acts as a back-up for other functions within HRMS when the need arises.

• Performs any other duties as assigned by the Chief HR Officer and/or Director of Administration.

Competencies

• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

• PLANNING AND ORGANIZING: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

• CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

• MANAGING PERFORMANCE: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, is required.
Proficient experience in Enterprise Resource Planning (ERP) is required.
Experience utilizing electronic data to establish dashboards is required.
Demonstrated experience in human resources management in international organizations with a large and diverse workforce is highly desirable.

Languages

For the position advertised, fluency in oral and written English is required; knowledge of French is desirable. Knowledge of another United Nations official language is an advantage.

Assessment

Evaluation of qualified candidates may include assessment exercises which may be followed by competency-based interview.

Special Notice

•Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

•The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

• An impeccable record for integrity and professional ethical standards is essential.

•For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 29 February 2020, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Comoros, Cuba, Democratic People’s Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Japan, Kiribati, Kuwait, Lao People’s Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.

United Nations Considerations

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. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.