Summary
Date Posted: Friday, June 14 2024, Base Salary: Not Disclosed

JOB DETAILS:
Organizational Setting and Reporting
The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services, and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions. The Regional Service Centre in Entebbe, Uganda (RSCE), was established in July 2010, following the adoption of General Assembly resolution 64/269. The Centre provides efficient, client-oriented, and scalable services with the goal of moving transactional, non-location dependent administrative functions to the Centre from its client entities. This includes transactional elements of human resources, finance, multimodal movement and control, personnel and cargo transport and information and communications technology (ICT) support. In addition to these services, the Office of the Director RSCE and support offices through the Deputy Director RSCE provides overall guidance on the operations of the RSCE including strategic planning, communication, budgeting, human resources management, property management, quality assurance and business intelligence, conference services, record keeping and archive management, and audit response and risk management. For more information, please visit https://rsce.unmissions.org. The Human Resources and Talent Management Unit is located in the Deputy Director RSCE Pillar of the United Nations Regional Service Centre, Entebbe (UN RSCE). The incumbent reports to the Chief Human Resources Officer in the Human Resources and Talent Management Unit.

Responsibilities
Within delegated authority, the Human Resources Officer will be responsible for the following duties: Staff and career development
• Develops a framework for continuous assessment of the skills, expertise and knowledge of staff members, ensuring participation of staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters, including in the use of the Organization's systems and ERP (Umoja, Inspira, etc.)
• Develops a structured talent management framework and approach and advises managers and staff on the relevant initiatives and programmes for staff and career development.
• Identifies staff development needs in relation to the Centre's mandate and key operations.
• Advises staff on training opportunities in all areas giving particular attention to developing and implementing career development paths for staff members.
• Conducts regular research and benchmark exercises in the UN system and globally to identify best practices in the area of staff and career development relevant to RSCE staff.
• Acts as a facilitator for career-oriented discussions between Managers and Supervisors and their staff members, for cross fertilization around career development needs and opportunities for staff members.
• Provides regular information on global vacancies and opportunities for staff members and works with the relevant stakeholders at all levels as a conduit for Organization-wide initiatives and as the initiator of individual career advice and counselling. Talent Management/Recruitment and Staff Selection
• Helps determine appropriate feedback frameworks and systems for effective talent management programs and initiatives, using the relevant methods and tools.
• Designs, assesses, and develops appropriate key talent management indicators relevant to the operations of the Center, including for specific positions and Units.
• Assists in the implementation of programs and initiatives aim at attracting, measuring, developing, and managing a RSCE's talent pool, and helps RSCE's management evaluate the effectiveness of its talent strategies.
• Monitors vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts.
• Contributes to the recruitment process and support the development of recruitment strategies and plans, coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
• Supports in aligning talent management to training or development programs to ensure organizational goals are met.
• Ensures all relevant talent management indicators and actions are set up effectively implemented, liaise with Managers and Supervisors to ensure such plans, strategies and indicators are reviewed and regularly updated Performance Management ePl0dBE u3CSs
• Supports the Center in the implementation of the performance appraisal system and monitors its compliance with the performance management system, providing guidance and substantive support throughout the performance cycle.
• Coordinates training/orientation programmes in performance management and supervisory skills, including preparing work plans, conducting mid-term reviews and end-of-cycle assessments.
• Advises and supports staff and Managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
• Conducts the analysis and interpretation of performance management information to actively drive improvements and embed a performance management culture throughout all levels of the RSCE.
• Provides periodic reports and dashboards on Performance Management in relation to the relevant KPIs to Senior Management and the governance bodies of the RSCE, and to support performance and talent discussions.
• Identifies bottle necks to effective performance management, both functional and geographical, and proposed solutions that consider best practice experience from the private sector. Training
• Develop the RSCE annual training plan based on the strategic priorities set by the Centre.
• Develops tools and methodologies to gather staff training needs from Managers and Supervisors, feeding in the talent management action plan.
• Monitors the execution of the training plan by ensuring that all stakeholders comply with the training targets set for the year by the stakeholders.
• Ensures that resources are budgeted and allocated to the proper execution of the training plan.
• Develops relevant training KPIs to measure the output, outcomes, and impact of the yearly training plan.
• Partner with the Managers and Supervisors to provide support to and respond to questions from staff regarding learning opportunities.
• Conduct focus groups discussions and interviews with various levels of stakeholders to gather input for talent management programs design and enhancements.
• Performs other duties as required.

Competencies
• Professionalism: Knowledge of talent management and career development policies, practices, procedures, and tools and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations pertaining to talent management and career development. Strong analytical skills, ability to analyze data, draw conclusions and provide data-driven recommendations and reports. Understanding of the key issues and challenges associated to talent management and career development and proposing workable solutions to address such issues. 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 & 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.
Teamwork: Works collaboratively with colleagues to achieve organizational goals; Solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; Places team agenda before personal agenda; Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; Shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
Leadership: Serves as a role model that other people want to follow empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

Education
• 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 two additional years of qualifying experience may be accepted in lieu of the advanced university degree.


Job Experience: No Requirements

Work Hours: 8

Experience in Months:

Level of Education: Postgraduate Degree

Job application procedure

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