Human Resources Officer

UNICEF was established in 1946 to supply emergency relief to millions of children suffering in the aftermath of World War II. The organization still functions to ease the suffering of millions of children in emergency situations across the world. UNICEF also focuses on the protection and promotion of child rights, working for the survival, protection, education and healthy development of every child.

UNICEF has worked in Jordan since 1952 to promote and protect the rights of children. In the following decades, significant progress has been achieved for children. Since the beginning of the Syrian crisis in 2013, UNICEF has significantly increased its operation to respond to the challenges faced by both refugee children and those in the communities where they live.

Building on the lessons learned from this emergency response, UNICEF Jordan moved to a vulnerability approach in 2018 - supporting interventions that target the most vulnerable children in the country, regardless of their nationality.

This UNV assignment is part of [UNICEF’s Regional Office People and Culture Section] and will report to two HR Specialists. This role is considered as a supportive role to higher level HR professionals that are centered on providing research, analysis and recommendations on a broad range of HR functions. Therefore, the incumbent will contribute substantively to organization-wide HR strategies, they should also be considered as opportunities for incumbents to acquire professional expertise, organizational knowledge and exposure for further career advancement.

The HR Officer reports to the two HR Specialists for close guidance, training and supervision. The Officer provides support to the supervisors and colleagues in the unit by executing HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.

Eligibility:
* This assignment is reserved for a UNICEF National staff (NO & GS) from East and Southern Africa (Regional Office and all Country Offices) and Middle East and North Africa (Regional Office and Yemen Country Office)
**National staff holding a Fixed-Term (at least 1 year on the role), Continuing or Permanent Appointment.
*** Staff must provide confirmation of Head of Office that SLWOP will be granted.

Under the direct supervision of two HR Specialists, the UN Volunteer will:

1. Function as a Business Partner

• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.

• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.

• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.

• Promote the organizational goals and targets for gender equity and cultural diversity.

2. Contribute to Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
• Keep abreast, research, benchmark, and implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.

• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.


4. Provide HR Data Analytics

• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.

• Support the development and implementation of data collection systems to optimize data quality.

• Coordinate with country offices and partners to provide assistance in their HR information management.