Human Resources Officer At International Organization for Migration

Position Title: Human Resources Officer

Duty Station: Niamey, Niger

Classification: Professional Staff, Grade P3

Type of Appointment: Fixed term, one year with possibility of extension

Estimated Start Date: As soon as possible

Closing Date: 23 November 2022

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. Candidates from the following non-represented member states:

Antigua and Barbuda; Aruba (Netherlands); Botswana; Cabo Verde; Comoros; Congo (the); Cook Islands; Cuba; Curaçao; Fiji; Grenada; Guinea-Bissau; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People’s Democratic Republic (the); Latvia; Madagascar; Marshall Islands; Micronesia (Federated States of); Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states.

Context:

Under the direct supervision Senior Resources Management Officer (SRMO) and overall supervision of the Chief of Mission (CoM) in IOM Niger Country Office (CO), the Human Resources Officer will be responsible and accountable for managing the human resources functions of Niger CO and its Sub-Offices.

Core Functions / Responsibilities:

Unit Management

1. In coordination with the SRMO, oversee the Human Resources Management function in the CO including its Sub-Offices in accordance with the Organization’s policies, procedures and practices. Advise the SRMO and the CoM on interpreting and applying IOM’s Human Resources policies, rules and regulations, as well as standards and techniques taking into account the CO’s activities.
2. Supervise and monitor the work of the Human Resources staff in carrying out all human resources administrative transactions, including preparation of personnel actions, updating PRISM HR, and processing of contracts. Conduct the SES appraisals of directly reporting staff.
3. Liaise with external IOM partners on HR related policies. Act as a Focal Point for the external HR Companies in terms of recruitment and deployment of staff for working in emergency areas. Review and process all the HR related documentation received from the HR Companies.

PRISM HR Administration

1. Maintain the CO’s PRISM HR module and keep its information up to date. In coordination with PAC – Human Resources Advisory Services (HRAS), MHRO – Personnel Admin Support Team and the Regional Office, coordinate and implement new salary scales. Monitor and ensure effective administration of the PRISM HR Organizational Management module.
2. Monitor and supervise the maintenance of the personnel files and attendance records of the CO correctly and in line with organizational standards.
3. Supervise the preparation of the monthly payroll for national staff and related administrative actions.
4. Train HR staff in the CO and field offices on PRISM HR modules for easy administration.

HR Policy and Advisory

1. Assist the SRMO with roll-out and implementation of new policies, instructions and procedures within the CO.
2. In coordination with SRMO, implement personnel polices and procedures for the national staff. Ensure that the CO’s HR processes and actions (including, inter alia, selection, recruitment, retention, professional development and training activities, separation and end of contract duties) remain consistent with the relevant IOM policies and procedures. Advise and support staff and managers on HR matters.
3. Oversee the contractual situation and the administration of entitlements of international and national staff (including, inter alia, health insurance and Compensation Plan (CP) inclusion, step increases, family allowances, etc.), as well as requests for promotions, recruitment, separation, etc.
4. Liaise with Manila Human Resources Operations (MHRO) and the Finance Section on delivery of benefits/privileges to international staff in the field such as, Danger Pay, Health Insurance/ Medical Service Plan (HI/MSP), educational grant, home leave, rental subsidy, etc., and the administration of rest and recuperation travel.
5. In coordination with SRMO, liaise with the relevant offices in Headquarters and PAC-HRASas required, support in managing administrative actions and in addressing grievances and resolving disciplinary matters.

Talent Management

1. Advise on staffing issues and oversee the elaboration of project staffing tables, including vacancies and use of temporary assistance to meet exceptional work requirements. In consultation with line managers, monitor and assess staffing needs and ensure effective workforce planning.
2. Advise and support line managers in the recruitment processes for locally recruited personnel. As required, support recruitments of international personnel.
3. Monitor compliance with the Staff Evaluation System (SES) within the CO, and advocate for timely completion of the performance management process in line with organizational deadlines. Provide support to all staff on business-related issues. As required, facilitate performance management discussions between staff and supervisors.
4. Coordinate the planning and organizing of the staff development and training for the CO in close collaboration with Human Resources Management/ Staff Development and Learning (HRM/SDL). Collaborate with line managers in establishing staff development and training priorities and plans. Deliver induction and other forms of trainings to staff.

Monitoring and Reporting

1. Assist the SRMO in the preparation of administrative reports that may be required in coordination with the Heads of Units/Programmes as required. Oversee the preparation of reports pertaining to personnel administration of international and national staff of Niger CO, as required.
2. Review audit recommendations on HR matters and, in coordination with the SRMO, implement them within the HR function.
3. Prepare special reports and participate in and/or lead special HR projects in coordination with MAC, PAC and/or HRM HQ.
4. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree in Human Resources, Public Administration, Social Sciences or Business Administration or a related field from an accredited academic institution with five years of relevant professional experience; or
• University degree in the above fields with seven years of relevant professional experience.

Experience

• Working experience in management and administration in all facets of HR, talent acquisition, talent management, administration of staff contracts and entitlements, interpretation and implementation of staff rules and regulations and development of HR guidelines in a complex humanitarian environment;
• Previous working experience in an international organization is an advantage;
• Previous working experience in Africa and/or developing countries is an advantage;
• Familiarity with the UN common system or similar systems is an advantage; and,
• A high degree of computer literacy is required; good knowledge of MS Office suite and PRISMis essential.

Skills

• Ability to prepare clear and concise reports;
• Excellent communication and writing skills with the ability to analyse complex problems and identify and convey clear, rapid solutions; • Strong general analytical skills; and,
• Strong organizational skills.

Languages

IOM’s official languages are English, French, and Spanish.

External applicants for all positions in the Professional category are required to be proficient in English and have at least a working knowledge of one additional UN Language (Arabic, Chinese, French, Russian, or Spanish).

For all applicants, fluency in English and working knowledge in French is required (oral and written).

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Notes

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values – all IOM staff members must abide by and demonstrate these three values:

• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 2

• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
• Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 2

• Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.
• Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.
• Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.pdf

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates endorsed by the Appointments and Postings Board will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. Subject to certain exemptions, vaccination against COVID-19 will in principle be required for individuals hired on or after 15 November 2021. This will be verified as part of the medical clearance process.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

How to apply

To apply, interested applicants are invited to submit their applications HERE via the IOM e-Recruitment system by 23 November 2022.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period:

From 10.11.2022 to 23.11.2022

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: VN 2022 391 Human Resources Officer (P3) Niamey, Niger (57832393) Released

Posting: Posting NC57832394 (57832394) Released