Purpose of the Position
Under the supervision and guidance of the Operations Manager, the Human Resources Assistant acts a business partner to his/her CO clients. To do this, the HR Assistant applies a client-oriented approach to implement business solutions in key HR areas (i.e. benefits and entitlements, HR administration, recruitment, learning and development, etc.), in line with HR best practice and in compliance with UNICEF HR rules and regulations.
The Human Resources Assistant (G-6 level), works as part of the Operations section at UNICEF Belarus Country Office (CO) level, and reports to the Operations Manager, who is at Level 3.
Given the small to medium size office typology across the Europe and Central Asia (ECA) region where the HR function is primarily performed at the GS level, the HR Assistant is expected to perform with a high level of autonomy and to proactively engage with all CO staff to deliver quality HR services, in the context of the global HR reform and in partnership with the ECA Regional Office HR.
Key Expected Results
Summary of key functions/accountabilities:
- Interprets and provides advice to Country Office (CO) staff on key HR policies, in liaison with UNICEF Europe and Central Asia Region (ECARO) HR and the GSSC, where applicable.
- Facilitates the effective recruitment and placement of staff and other UNICEF employees (i.e. consultants, interns, etc.) at CO level.
- Coordinates learning and development activities at CO level.4. Liaises with ECARO HR and DHR on CO job classification and prepares documentation on CO staffing structure related processes.
- Liaises with ECARO HR and DHR on CO job classification and prepares documentation on CO staffing structure related processes.
- Supports CO staff on Performance Management related matters in coordination with the supervisor and ECARO HR.
Interprets and provides advice to CO staff on key HR policies, in liaison with ECARO HR and the GSSC, where applicable.
- Keeps abreast of ongoing corporate HR policies, systems and best practice as part of the global HR reform and its impact at CO level.
- Analyzes, verifies, and provides informed advice to staff on relevant HR policy and guidance on areas such as: benefits, entitlements, leave, pension, medical insurance, recruitment, performance management, etc.
- Liaises with GSSC on implementation and processing of all issues related to HR administration (onboarding, maintenance and off-boarding) of CO staff.
Facilitates the effective recruitment and placement of staff and other UNICEF employees (i.e. consultants, interns, etc.) at CO level
- Coordinates the recruitment and placement of staff by interacting with hiring managers and ECARO HR, to support with talent outreach and sourcing, and candidate assessment.
- Ensures correct and efficient monitoring of all recruitment requisitions, through timely review and compliance with corporate KPIs on completion of staff recruitment. .
- Uses UNICEF systems to generate HR data analytics to inform the office management on CO performance in key areas such as gender, geographical balance, compliance with performance planning and assessment, and any other indicators contributing to the CO performance.
- Coordinates the recruitment of other UNICEF employees (individual contractors, consultants, interns, UNVs, etc.) Advises hiring managers on corporate procedures related to performance evaluation of individual contractors and consultants. Provides quality assurance on the design of Terms and Reference and issuance of individual contracts to ensure competitive hiring and consistency across the office.
Coordinates the learning and development activities at CO level
- Engages with CO management and supervisors to facilitate and coordinate identification and establishment of learning and development CO needs.
- Proactively consults with CO management, LTC, ECARO HR and Department of Human Resources (DHR) to identify and compile available regional and global learning and development in support of the CO’s efforts towards development of staff capabilities and expertise.
- Liaises and supports CO teams in organizing workshops and learning and development events, ensuring that event facilitation and logistics are in place. Obtains post workshop/events evaluations with the view to share the consolidated statistics and results in support to capacity development goals.
Liaises with ECARO HR and DHR on CO job classification and prepares documentation on CO staffing structure related processes.
- Engages and consults with respective supervisors/managers and supports them in drafting/reviewing/updating and finalizing job profiles and specific job descriptions (JDs). Where applicable, submits the required documentation for classification of revised job profile.
- Flags to supervisor possible discrepancies/ tasks in job profiles in line with CO discussions on best staffing structure against expected results.
- Follows up and liaises with HQ and RO on the status of job profile classification submissions.
Supports CO staff on Performance Management (PM) related matters in coordination with the supervisor and ECARO HR.
- Provides advice and briefings to CO staff on PM system, processes and people related matters, and consults or derives queries to supervisor or ECARO HR as appropriate.
Qualifications of Successful Candidate
- Completion of secondary education, preferably supplemented by technical or university courses in the area of human resource management.
- A minimum of 6 years of progressively responsible human resources work experience required.
- Fluency in English is required. Fluency in the local language is highly desirable.
- Working knowledge of another UN language would be an asset.
- Prior work experience in theUN System/UNICEF or another international development organization is an asset.
- Prior experience and hands-on knowledge ofan Enterprise Resource System (i.e. SAP) is an asset.
- Prior experience and knowledge of UN System/UNICEF policies, procedures and guidelines is an asset.
- Working knowledge in the Microsoft Suite of Products (including MS Word, MS Excel & MS PowerPoint) is highly desirable.
- UNICEF is a non-smoking organization.
Competencies of Successful Candidate
- Diversity and Inclusion
- Communication (II)
- Working with people (II)
- Drive for results (II)
- Analyzing (II)
- Applying technical expertise (II)
- Planning and organizing (II)
- Following Instructions and Procedures (II)
To view our competency framework, please click here.
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 organization.
Applicants should be nationals of Belarus and should submit their applications in English (a cover letter, CV and P11 form) by closing date26November 2017 to be eligible for consideration.
Applications received after the closing date will not be considered. Only short-listed candidates will be contacted.