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.
• Manages 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.
• Review job openings in consultation with hiring managers, ensuring
  that the evaluation criteria and responsibilities are in line with the
  approved or classified documents.
• Conducts primary review, prepares and submit recruitment cases to
  approving officials/entities.
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client
  offices.
• 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 HRSD/DOS (Human Resources Services Division,
  Department of Operations Support), 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.

• Advises 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.
• 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.
• 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.
• Monitors and evaluate the effectiveness of related guidelines, HR
  Rules, regulations, practices and procedures, and recommends revision to
  UNHQ, where necessary.

• Participate in the mission planning process throughout the mission
  life cycle 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 UNHQ 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.
• Advises 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.
• Assists in reviewing and processing requests for classification,
  providing advice and answering queries on classification procedures.

• Supports 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 HRSD/DOS (Human Resources
  Services Division, Department of Operations Support) 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.
• 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.
• 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.
• Assists with 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 other duties as required.

• The ideal candidate for the United Nations Regional Service Centre
  at Entebbe (RSCE) 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. Experience in the human resources management of an international
  organization is desirable. Experience in the use of UMOJA as an HR Partner
  is desirable.
• At least five years of progressively responsible experience in human
  resources management, administration or related area is required. A
  minimum of 2 years work experience with a United Nations peacekeeping
  mission, agency, fund or programme in a conflict or post-conflict setting
  desirable.
• Experience with the use of HR systems such as an ERP (UMOJA), FSS,
  and/or INSPIRA, is desirable. Experience in a shared service centre or
  operation is desirable.
• Languages: fluency
  in oral and written English is required. Knowledge of French 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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