The Ugandan Jobline

• Projects and monitors vacant posts of
  assigned level/group, Secretariat or mission wide and ensures adherence to
  policies and procedures in filling these posts.
• The incumbent oversees the recruitment
  process including development of recruitment strategies and plans,
  coordinating with client offices in forecasting and identifying vacancies,
  preparing job openings, reviewing and screening of candidates.
• Keenly review job openings in
  consultation with hiring managers, ensuring that the evaluation criteria
  and responsibilities are in line with the approved or classified
  documents. 
• Carries out primary review, prepares
  and submit recruitment cases to approving officials/entities.
• The jobholder arranges and conducts
  interviews for selection of candidates.
• Regularly reviews recommendation on
  the selection of candidate by client offices.
• Actively participates in task forces
  and working groups identifying issues/problems, formulating policies and
  guidelines, and establishing new procedures on recruitment and staff
  selection.
• Represents the organization with full
  delegation of authority in discussions with senior government officials on
  recruitment and other human resources matters.
• Under the direction of OHRM,
  coordinate and administers language proficiency examination and other
  programmes and tests related to the recruitment of professional, general
  service and other categories of staff.
• Manages the recruitment and selection
  of national staff ensuring the development of job descriptions for
  approved posts, liaising with the UNHQ on the classification of such
  posts, advertising and guiding managers on the selection process in line
  with UN rules and regulations.

• Guides the Head of Unit or Senior Human
  Resources Officers on the development, modification and implementation of
  United Nations policies and practices on entitlements.
• Provides advice and guidance to managers and
  staff on human resources related matters.
• Represents the office in Joint bodies and
  working groups relating to salaries and other conditions of service.
• Regularly 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.
• Supervises the process of knowledge/awareness
  building amongst programme managers, senior management and staff members
  with regard to the staff rules and regulations, and related guidelines in
  the administration of entitlements and their strict application by HR
  Section, including consistent implementation of delegated authority.
• Keenly monitors and evaluate the
  effectiveness of related guidelines, HR Rules, regulations, practices and
  procedures, and recommends revision to FPD, where necessary.

• Actively participate in the mission planning
  process throughout the mission lifecycle for determining the staffing
  requirements and organizational structure; also conducts analysis and
  provides inputs on emerging capacity gaps in accordance with the mission’s
  mandate.
• Contributes to the budget development process
  by reviewing the drafts and providing input on the human resources
  requirements and organizational structure of all sections based on the FPD
  guidelines on budget review.
• Reflects recommendations of the staffing
  table reviews into the staffing stable requirements for purpose of budget
  preparation;
• Constantly reviews and monitors staffing
  related costs and expenditures in UMOJA in line with funds allotment,
  ensuring that funds for staffing costs are available, and where necessary
  alerts Human Resources Officer to follow up with Finance and Budget Office
  to deploy funds to meet any shortfall;
• Ensure that expenditures related to staffing
  are within the budgeted staffing costs, coordinating with Finance and
  Budget Units at both the mission and Headquarter levels to ensure
  availability of funds.
• Guides the hiring managers on loaning of posts
  between sections and movement of posts and staff between locations based
  on the SOP on staffing table and Post Management, ensuring the integrity
  of the staffing table as approved in the budget without discrepancy in
  sections and locations.
• Renders support in reviewing and processing
  requests for classification, providing advice and answering queries on
  classification procedures.

• Offers supports to the mission in the
  implementation of the performance appraisal system and monitors its
  compliance with the proper implementation of the performance management
  system, providing guidance and substantive support to mission components
  on standards for the development of service, section, unit and individual
  work plans.
• Coordinate with the integrated Mission Center
  to organise training/orientation programmes in performance management and
  supervisory skills as well as work plans.
• Ensures full-compliance of e-performance and
  provides input to the establishment of Management Review Committee and
  Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator
  and ex-officio member.
• Counsel staff and Managers in cases of
  underperformance and facilitates the implementation of a Performance
  Improvement Plan (PIP) or other remedial measures, when required.

• Provides regular information on global
  vacancies and opportunities for the generic rostering system and works
  with PFD as a conduit for headquarters initiatives and as the initiator of
  individual career advice and counselling.
• Advises staff on training opportunities for
  HR as well as in general giving particular attention to developing and
  implementing career development paths for national staff members;
• Continuously assesses the skills, expertise
  and knowledge of the HROs and HRAs, ensuring participation of human
  resources staff in relevant training programmes and designing individual
  on-the-job and group training programmes on specific subject matters in
  the area of human resources management, including in the use of HR IT
  systems (IMIS, Nucleus, ERP, etc.)

• Researches and compiles the mission’s
  responses to formal and informal requests coming from different entities
  under the Administration of Justice (AoJ) system.
• Provides inputs to efforts and measures aimed
  at addressing and mitigating staff grievances with the purposes of
  resolving them at the lowest practical level.
• Actively contributes to the development of
  preventive activities such as training and sharing best practices and recent
  jurisprudence related to human resources management.

• Supports dialogue between the management and
  international and national staff unions (Field Staff Union and National
  Staff Committee respectively) to discuss HR matters and related staff
  issues.
• Participates in meetings with staff
  representatives to address issues affecting the staff and coordinate the
  quarterly meetings with the Head of the Mission and Director/Chief of
  Mission Support.
• Organizes, as necessary, general or specific
  meetings for the staff on issues such as mandate implementation, status of
  HR reforms and other organizational change initiatives etc.

• Under the supervision of the CHRO, the HRO
  contributes to the monitoring and evaluation of the implementation of
  delegated authorities, through inter-alia, the human Resources Management
  Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the
  senior Manager’s compact.
• Actively participate in the development of a
  set of actionable and targeted change management plans, including coaching
  and training in order to implement these responsibilities and report on
  possible gaps and risks and recommends corrective action.
• Renders support in the development of a
  communication strategy with the dedicated intranet page on HR issues and
  regular formal and informal meetings.
• Conducts research on precedents, policy
  rulings and procedures.
• Maintain human resources information systems,
  including constant update and generation of information and reports for
  use by management
• Performs any other duties as required.

• The ideal candidate for the United Nations Human
  Resources Officer job placement should hold an advanced university degree
  (Master’s degree or equivalent) in human resources management, business or
  public administration, social sciences, education or related area. A
  first-level university degree in combination with qualifying experience
  may be accepted in lieu of the advanced university degree.
• At least five years of progressively
  responsible experience in human resources management, administration or
  related area.
• Previous experience in the use of UMOJA as an
  HR Partner is desirable.
• Previous experience in the human resources
  management of an international organization is desirable.
• Languages: English and French are the working
  languages of the United Nations Secretariat. For this position, fluency in
  oral and written English is required. Knowledge of a second official
  United Nations language is an advantage

• 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.

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