« Offre d’emploi : Spécialiste des ressources humaines recherché par l’UNICEF à Maputo, Mozambique »

L’UNICEF recrute un Spécialiste des ressources humaines, Maputo, Mozambique

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, a future

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programmes, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

Cyclone Freddy’s second landfall on 12 March brought strong winds and heavy rains to Zambezia, Sofala, Manica, Tete and Niassa provinces. Some of these provinces received as much rain in 24 hours as they would have usually experienced in one month. While assessments are ongoing, preliminary findings indicate that at least 600,000 people have been affected, including 80,000 people displaced, as of 19 March. Mozambique CO projects that the total number of affected people can reach 1 million in the coming days, as assessments conclude.

The cyclone’s second landfall in Mozambique comes on the back of a complex humanitarian situation, with 2 million people affected by conflict in the north, 200,000 already affected by the cyclone’s first landfall in late February 2023, and seven provinces affected by an ongoing cholera outbreak. The combination of these needs is overwhelming the response capacities. As of 16 March 2023, nearly 9,000 cholera cases have been reported in 38 districts from seven provinces, a doubling of reported cases since early February. Cholera is also spreading geographically, and rising floodwaters derived from Freddy’s double landfall, along with the limited coverage of health and WASH services and high levels of food insecurity, are contributing to further spreading.

To support the humanitarian response, Operations and Human Resources scale-up is required to provide dedicated technical support and oversight, in addition to providing quality assurance, and support to the Programmatic scale-up to respond to the rapidly multiplying humanitarian needs.

How can you make a difference?

Under the direct supervision of the Human Resources Manager (P4), this role of Human Resources Specialist (P3) will perform a critical role in managing the HR scale-up of the response and the establishment of medium-to-long term operations, including coordination of emergency staffing, country office surge and rapid response roster deployments and capacity in line with identified programmatic and humanitarian needs dedicated guidance. In addition to supporting the emergency response in Cabo Delgado, this position will also support the other ongoing emergency responses in Mozambique (L2 cholera emergency; recent cyclone Freddy emergency response).

The incumbent will be expected to coordinate and consult with a range of stakeholders, and senior management as well as key partners, on key functions/accountabilities, which are:

•  Fast-Track Recruitment, Selection, and Placement
•  Business Partnering
•  Implementation of assigned human resources functions
•  HR Data Analytics

Fast-Track Recruitment, Selection, and Placement

Support the emergency HR functions by leading emergency recruitment campaigns.

• Lead specific aspects of recruitment for the L-2 emergency, including, but not limited to, sourcing, headhunting, assessment, and background verification to assure rapid deployment of personnel to emergency locations as related to the Scale-up response.
• Act as focal point between the Regional Office, Country Office and Headquarters on sourcing and contacting candidates for surge capacity for emergency response in collaboration with Regional Technical Advisors, while continuing to map and plan periods of regional capacity response.
• Support the review of existing country office staffing and facilitate immediate deployments in the affected areas, while identifying most suitable sourcing modalities, as well as gaps including cluster staffing requirements to implement humanitarian response.
• Support identification of staffing gaps, including HR capacity, and coordinate with the relevant stakeholders to address immediate needs and develop medium and longer-term plans.
• Collaborate with Emergency Operations (EMOPS) to engage ‘standby partners’ to enable UNICEF to provide adequate, effective and efficient deployment of human resources to enhance frontline service delivery capacity.
• Liaise with the Emergency Unit, Division of Human Resources and other Regional HR Officers regarding status of surge capacity requests, candidate availability, and staff mobilization across UNICEF.
• Ensure that orientation is conducted for each newly hired national/ expatriate staff and International Consultants.

Business Partnering

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle.
• 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.

 Implementation of assigned Human Resources Services

• Liaise with the headquarters 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.
• 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.

Learning and Capacity Development

• In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
• Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefings to new staff.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions).

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Develop data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.

To qualify as an advocate for every child you will have…

• An Advanced University Degree in human resource management, business management, international relations, psychology, or another related field is required.
• A minimum of five (5) years of progressively responsible experience in Human Resources Management is required.
• Prior hands-on experience in facilitating recruitment and selection processes, preferably under emergency HR response, is a strong asset.
• Experience in a client-orientation and key coordination role with strong analytical, interpersonal and communication skills is required.
• Relevant experience of leading HR response in an emergency operation is highly desirable.
• Experience coordinating surge rosters or rapid response rosters is desired.
• Experience and familiarity with UN/UNICEF emergency HR policies, procedures and fast-track simplified measures is a strong asset.
• Experience working in countries under emergency crisis for UNICEF/UN or NGO organizations is a significant advantage.
• Ability to work independently and in constant communication with the emergency and Hiring Managers in the office is required.
• Ability to plan, organize, prioritize, and deliver under pressure is a requisite.
• Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style, and format to match audience.
• Ability and willingness to travel to the field offices for emergency deployment and support with recruitments if necessary.
• Proficiency in English, written and verbal, is required. Working knowledge of Portuguese or a Latin Language is a strong asset.

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, Accountability (CRITA) and core competencies in the following:

• Builds and Maintains Partnerships
• Demonstrates self-awareness and ethical awareness
• Drive to achieve results for impact
• Innovates and embraces change
• Manages ambiguity and complexity
• Thinks and acts strategically
• Works collaboratively with others
• Nurtures, leads and manages people

View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

UNICEF is committed to promote the protection and safeguarding of all children.

Remarks:

UNICEF does not charge a fee at any stage of the recruitment process.

UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable male candidates from programme countries are encouraged to apply.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (COVID). Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.