Only candidates who are not nationals of the country of assignment are eligible to apply to this position

Hardship Level

E (most hardship)

Family Type

Non Family with Residential LocationDanger Pay

Residential location (if applicable)

Tunis, Tunisia

Grade

PR3

Staff Member / Affiliate Type

Professional* Staff members will not normally serve in International Professional positions in the country of their nationality. In addition, in case of a first appointment upon recruitment, the assignment must be outside the staff member’s country of nationality.In practical terms this means that you are not eligible to apply for International Professional vacancies advertised in the country where you are national of.

Reason

Regular > Regular Assignment

Remote work accepted

No

Target Start Date

2024-01-24

Job Posting End Date

February 14, 2024

Standard Job Description

Human Resources Officer
Organizational Setting and Work Relationships
The Human Resources Officer supports the UNHCR's People Strategy and contributes to the implementation of the 2018 independent Human Resources review, which resulted in the establishment of HR strategic priorities and the reconfiguration and transformation of the Division of Human Resources (DHR) from a largely transactional model into a strategic business partner for field operations and senior management. Having the right people in the right place at the right time is at the core of enabling UNHCR to protect and respond to persons of concern. By attracting, retaining and developing a talented, diverse and agile workforce while nurturing a culture of excellence, respect and wellbeing for all, UNHCR's Human Resources acts as a strategic partner to the organization enabling a people-centric culture.
The Human Resources Officer contributes to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance. By translating operational needs into workforce action and individual development needs, the Human Resources Officer plays a critical role. The main areas of work of the Human Resources Officer include the implementation of HR policies, staff administration, workforce planning, recruitment, and talent development with inclusion, diversity and gender as a cross-cutting issue. S/he will also support the implementation of the staff health and counselling plans and in fostering an inclusive and respectful working environment. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resource information confidential.
The Human Resources Officer is usually supervised by Head of Office, or Senior HR Officer in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he supervises HR Professional and General Service staff.
The incumbent maintains a direct working relationship with a number of functions across the Division of Human Resources (DHR). For positions in Bureaux or Country Operations, the incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and Senior Staff counsellor for his/her region.
He/she also maintains contact and close cooperation with other UN agencies in the region or country and represent UNHCR in the working groups/task forces within country/regional UN inter-agency mechanisms.
All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR's core values of professionalism, integrity and respect for diversity.
Duties
- Strategic workforce advice and operational support:
- Engage with management to understand priorities, and provide advice and solutions on all aspects of HR in line with delegated HR authorities.
- Support HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity.
- Plan and implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
Assignments and Talent Acquisition:
- Manage the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, ensuring compliance with UNHCR rules and procedures, and providing advice to managers where required.
- Set up and run (Regional) Assignments Committee.
- Conduct outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without discrimination.
- Analyse, track and report on recruitment and assignments trends for management, including efforts to reach gender parity.
- Take a proactive approach to risk management in the areas of recruitment, ensuring the issues are identified, addressed and reported and, where appropriate, escalated.
Advice to managers and staff, and contribution to an inclusive work environment:
- Build dialog and outreach with staff to provide support with their queries; and also promote dialog between staff and management to help find solutions to HR-related issues.
- Be proactive in identifying issues, themes and patterns affecting the workforce's health and welfare, including sexual harassment and abuse of authority.
- Ensure that on-boarding, induction, re-integration into the workplace and off-boarding support, is provided to colleagues; Induction programmes should include information on Protection from Sexual Exploitation and Abuse (PSEA) and Sexual Harassment, Code of Conduct as well as workforce's rights and obligations.
HR policies and inter-agency:
- Enforce compliance with UNHCR's Human Resources policies and procedures and the UN staff rules, regulations and UNHCR administrative instructions.
- Participate in a network among HR staff members in the region in order to harmonize implementation of HR policies and initiatives, collect field insights to inform the development of DHR policies and activities; identify and share HR best practices, also through contacts with other UN agencies.
Duty of Care:
- Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior
- Medical Officer.
- Support the development and implementation of a Duty of Care strategy. Identify and assess issues related to duty of care including physical, mental health and safety of UNHCR's workforce. Promote work/life balance and flexible working arrangements with managers and staff.
For positions in Regional Bureaux only:
- In the absence of a Senior Talent Development Officer in the Bureau:
- Implement a talent development and sourcing strategy for UNHCR workforce in the region, in line with UNHCR's needs and staff members' career planning.
- Equip HR teams and Managers in the region with skills on people management and tools related to talent development, career guidance and performance management.

- Support the identification and management of risks and seek to seize opportunities impacting objectives in the area of responsibility. Ensure decision making in risk based in the functional area of work. Raise risks, issues and concerns to a supervisor or to relevant functional colleague(s).
- Perform other related duties as required.
Minimum Qualifications
Education & Professional Work Experience
Years of Experience / Degree Level
For P3/NOC - 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree
Field(s) of Education
Human Resources Management; Human Resource Development;
Personnel Administration; Business Administration; or other relevant field.
Certificates and/or Licenses
Not specified

Relevant Job Experience
Essential
Experience working in Human Resources. Sound knowledge of general HR policies, processes and systems.
Desirable
Proven ability to identify and implement successful business related HR interventions. Experience in some of the following areas: HR administration, workforce planning, recruitment, HR policy or talent development. Experience in HR information technology systems and tools. Experience in field humanitarian operations and/or emergency settings. Experience working with the United Nations. Experience working in a multi-cultural setting.
Functional Skills
HR-Local mass recruitment
HR-Talent Development and Nurturing
HR-Coordination and Oversight of Workforce Mobility
HR-HR data and people analytics
HR-Employee Relationship Management
SO-Critical Thinking and problem solving
SO-Situational Judgement
SO-Learning Agility
HR-HR Business Partnering
HR-Inclusion, Diversity and Gender strategy design and implementation
RM-Risk Management
(Functional Skills marked with an asterisk* are essential)
Language Requirements
For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English.
For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language.
For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.
All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power.
As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise.
This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

Desired Candidate Profile

The Libya operation is looking for an open-minded HR Officer with a solid understanding of UN/UNHCR staff rules and regulations. The candidate should possess the ability to provide guidance to senior managers and staff in a clear and human-centric manner. A comprehensive knowledge of staffing revisions, vacancy management, resource allocation, budget monitoring, personnel administration, staff well-being, staff reduction, realignment to operational needs, expansion, and emergency response, as well as career development and remote management, are essential for the HR Officer.
The HRO should also have expertise in managing both affiliates and regular staff (internationals and nationals). Establishing strong relationships with other UN Agencies, participating in HR working groups within OMT and LSSC, and engaging with external stakeholders is a must. Vital networking within UNHCR, including Internal Units, RB, PAS, TPMU, GLDC, and DHR, is essential. Understanding and experience in dealing with Medical Insurance Plan matters, such as claims, bills, hardships, aged bills, as well as Medevac and Other Medical Travel etc., are essential. Experience in the MENA region, including awareness of sensitivity in the region as well as Arabic language, and HR Certification programs are desirable.
Proficiency in UNHCR systems, including COMPASS, Workday, OHI, and Cloud ERP, along with expertise in Microsoft Office applications, is required.

Required languages (expected Overall ability is at least B2 level):

,

,

Desired languages

Arabic

,

,

Operational context

Occupational Safety and Health Considerations:Nature of Position:

Libya remains both a destination and transit country for large mixed movement flows involving asylum-seekers, refugees, and migrants due to its geographical position and porous land borders in the south. UNHCR-registered asylum-seekers and refugees increased from over 44,000 in 2022 to over 49,000 as of September 2023. Large numbers of individuals attempted to cross the Mediterranean, of whom more than 24,000 were rescued or intercepted at sea in 2022.

Despite the de-escalation in conflict and improved humanitarian situation in 2021, in 2022, the political situation remained uncertain. While the October 2020 ceasefire continues to hold, a UN-led roadmap, aimed at withdrawing foreign mercenaries and holding national presidential elections, is yet to be fully and effectively implemented.

Since the ceasefire, thousands of internally displaced Libyans returned to their areas of origin. As of September 2023, the overall residual number of IDPs with remaining humanitarian needs stands at 50,000 people, with the storm Daniel severely affecting coastal cities in eastern Libya and additional 42,000 people are as a consequence displaced. The number of IDPs, pre-storm Daniel, is expected to steadily decline between 2023 and 2025 as most of them are likely to achieve a durable solution either through voluntary return or local integration. UNHCR is a member of the United Nations Country and Humanitarian Country Teams in Libya and is part of the UN Sustainable Development Cooperation Framework (UNSDCF). During the development process of the UNSDCF, UNHCR provided substantive data analysis to support the Country Common Analysis, which formed the basis of the framework and ensured that the “Leave No One Behind” principle is accounted for across the different population groups. UNHCR was also involved in the development of the Collective Outcome 1 (CO1) on Durable Solutions for IDPs, and Collective Outcome 2 (CO2) on Migration. UNHCR initially co-led CO1 together with International Organization for Migration (IOM). In May 2023, UNDP took the leading role given their expertise in the development field, and UNHCR and IOM continued co-leading. In addition, UNHCR co-leads CO2 together with IOM.

By 2023, UNHCR Libya remained constrained by the absence of a Host Country Agreement with the Libyan Government. Though, UNHCR has been operational in Libya since 1991, it is the only UN agency without a formal Framework Agreement, resulting in multiple operational challenges.

In February 2018, the evacuation status for Tripoli was lifted, allowing international staff to return there. UNHCR is currently moving more international staff to be based in Tripoli, while keeping a back-office in Tunis that hosts Tunis based international staff who will take part in regular missions to Libya as per visa approvals, operational needs and security situation. The incumbent will be under the direct supervision of the Assistant Chief of Mission (Admin) at UNHCR Libya.

Libya is a highly sensitive and complex emergency with ongoing changes that affect the operational and protection context for the persons UNHCR serves as well as the office’s programs and response strategies.
 

Living and Working Conditions:

In Libya, UNHCR is currently working with a very small number of international staff, travelling to Libya on rotational basis for a continuous period of about one and a half months, while it is maintaining a back-office in Tunis, Tunisia where some functional Units are located. UNHCR national staff is based and operates in Libya. In view of the volatile security situation, UNHCR international staff in Tripoli currently work in the office which is outside of accommodation facilities. All movements for international staff in Libya, including from the accommodation compound to the office are restricted and permitted only through the use of armoured vehicles.  In Tripoli, international staff are accommodated in designated compound sharing an apartment with one or two colleagues and moving the personal items during the period of RnR due to staff rotation and limited space available. The incumbent is also expected to demonstrate flexibility with regard to the lengthy and unpredictable visa process for Libya which may require the ability to remotely manage the team in Libya from Tunis. In this regard, it is important to note that despite this position is based in Tripoli, Libya, the incumbent may stay and operate from Libya back-office in Tunis when there is no visa to Libya and operation is in the process of obtaining it, during this period, the incumbent will cover all HR matters from back-office in Tunis, Tunisia. Upon receipt of the visa to Libya the incumbent is expected to travel to Libya on short notice. Therefore, the incumbent need to consider this situation and plan both personal and professional commitments accordingly.

The incumbent should be prepared to work under very challenging conditions and be able to manage stressful situations and cope well in an unpredictable and pressurized environment.

Additional Qualifications

Skills

Education

Bachelor of Arts (BA): Business Administration, Bachelor of Arts (BA): Human Resource Development, Bachelor of Arts (BA): Human Resources Management, Bachelor of Arts (BA): Personnel Administration

Certifications

Work Experience