UNICEF works in over 190 countries and territories to save children's lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence. At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job ? it is a calling. UNICEF is a place where careers are built, we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package. Visit our website to learn more about what we do at UNICEF. For every child, Engage UNICEF Syria was established in 1970 and has been working with partners to help empower children to fully claim and enjoy their rights under the Convention on the Rights of the Child. UNICEF works with partners across Syria to deliver supplies, services, and expertise in areas of Child Protection, Education, Health, Nutrition, Water, Hygiene and Sanitation for every child. UNICEF also provides humanitarian assistance when needed. Syria continues to face one of the most complex emergencies in the world. Unprecedented humanitarian needs are compounded by displacement inside the country and across its borders, extensive destruction of civilian and social services infrastructure, devastating impacts on the economy, and most importantly, the breakdown of the social fabric that stitched the country together for decades. Today, 90% of people in Syria live in poverty, most are unable to make ends meet or bring food to the table. Families have had their resources depleted, with limited employment opportunities, skyrocketing prices, and shortage of basic supplies. For most people, the current socio-economic challenges represent some of the harshest and most challenging circumstances they have faced since the beginning of the crisis in 2011. For information of the work of our organization, please visit our website: UNICEF Syria How can you make a difference? As the HR Manager for UNICEF in Syria, you will play a pivotal role in navigating the unique challenges of the Syrian context, providing both technical expertise and inspirational support to a dedicated team. You will lead initiatives in talent acquisition, staff development, performance management, employee relations, policy guidance, cultural, diversity, inclusion, and staff well-being. Your strategic insights will ensure that our HR practices are closely aligned with the Global HR strategy, reflecting UNICEF's core mission and values. As a key member of the country management team, your guidance on policy direction will be integral to the decision-making process. Your passion for excellence and commitment to fostering a supportive, inclusive work culture will be essential in making a positive impact. Summary of key functions/accountabilities: - Strategic Human Resources - Business Partnering - Technical HR Leadership - Managing Human Resources Services - Learning and Capacity Development - HR Data Analytics - Staff Well-being and Culture For Detailed job description JD please click on the link. GJP-Human Resources Manager Level 4.pdf To qualify as an advocate for every child you will have? The following minimum requirements: - Education: An Advanced University Degree in human resource management, business management, international relations, psychology, or another related field is required. - Work Experience: Eight years of professional experience in human resource management in an international organization and/or large corporation is required. - Skills: - Strong technical knowledge of the principles and concepts of human resources management. - Experience and ability to help design and implement targeted and innovative human resources strategies to address clients' people-related needs. - Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same. - Ability to provide technical and administrative leadership to staff and to develop clear goals that are consistent with agreed strategies. - Demonstrated capability in leading, managing and supervising teams in a multicultural environment. - Ability to facilitate difficult conversations in a considered and tactful manner. - Ability to liaise with other departments, builds and maintains effective partnerships with clients, and partners. - Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules - Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience. - Language Requirements: Fluency in English is required. Knowledge of another official UN language or local language of the duty station is considered as an asset. - The following desirables: Developing country work experience and/or familiarity with emergency is considered an asset. For every Child, you demonstrate... UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values The UNICEF competencies required for this post are? (1) Builds and maintains partnerships (2) Demonstrates self-awareness and ethical awareness (3) Drive to achieve results for impact (4) Innovates and embraces change (5) Manages ambiguity and complexity (6) Thinks and acts strategically (7) Works collaboratively with others (8) Nurtures, leads and manages people. Familiarize yourself with our competency framework and its different levels. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. UNICEF does not hire candidates who are married to children (persons under 18). 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 is committed to promoting the protection and safeguarding of all children. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. 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 appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled. Remarks: As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. UNICEF's active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female candidates from industrial countries are encouraged to apply. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. This is required for all posts requiring a higher education degree. ?UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at Only shortlisted candidates will be notified and advance to the next stage of the selection process. The VA is open to all (internal and external candidates) Government employees who are considered for employment with UNICEF are normally required to resign from their government positions 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. UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants' bank account information. All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates. Additional information about working for UNICEF can be found here. Syria in a non-family duty station with E hardship classification. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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Purpose of Job The Principal, ER works with HR business partners and people managers across the organisation, building and maintaining strong relationships, as a trusted advisor coaching and supporting them in dealing with ER issues and ensuring their people are appropriately supported. The role contributes to the achievement of a better dynamic employee engagement across the organisation, promotes a positive employee relations culture to ensure fair employment practices and enforce corporate rules and culture. Dependent on the nature of the case or project, the Principal ER manages business relationships with internal stakeholders at all levels of the organisation as well as with external stakeholders. Accountabilities and Responsibilities - Deliver timely, consistent and tailored specialist advice and day-to-day support to the business/ stakeholders without significant need for resource, preparation or referral elsewhere on all aspects of ER, health & wellbeing and, as applicable, performance management. Explain options and risk assessments ensuring that the business is aware of potential ways to manage and aim to resolve each situation, along with the associated risks. - Advise on matters of policy and best practice to ensure thorough application of/adherence to applicable internal regulations with regards to disciplinary, grievance, voluntary severance cases, redundancy situations and performance management. To work with line managers to ensure they drive the process throughout to safeguard that a full, fair and objective process is followed with necessary documents and communication produced as necessary. - Identify and resolve potential and existing employee complaints; work with Client Management teams, line managers and employees to resolve disputes and minimise dissatisfaction; offer or facilitate additional training and development - Support the People Solutions and Advisory team in relation to the management of long term sickness cases/medical absences; referrals to occupational health and other specialist medical advisors, and collaboration with the business to interpret advice and agree support, adjustments and action plans as required. As and when relevant, in conjunction with the PS&A team, liaise with Health, Safety and Security with regards to health and wellbeing of employees - Providing ER input and analysis for the MDHROD in the matters under the internal dispute resolution processes. Produce timely and consistently high quality, written work and sign off documentation and advice from HRBPs, provide feedback, coach and develop as appropriate. - Provide stakeholders with timely and accurate information and reports pertaining to the ER activity within their areas of the business, as required. - Develop and maintain effective working relationships with external providers to support implementation of the ER strategy. Such providers include the Bank's medical advisors (for occupational health referrals), medical insurance provider (for Working Incapacity Benefit cases) and service providers for outplacement, mediation and employee assistance. Knowledge, Skills, Experience and Qualfications Demonstrated track record as an ER practitioner, HR business partner, employment lawyer/lawyer (PQE 5+) with experience of international administrative law with well-rounded HR knowledge and expertise, including managing disciplinary and grievance issues from start to conclusion, managing caseloads, providing advice and guidance to the business and HR and supporting the organisation through change initiatives. - Demonstrated experience of policy review and development. - Clear credibility to be able to build, influence and maintain trusted relationships with key stakeholders within complex, multicultural and diverse business environment. Ability to consider each scenario from all perspectives i.e. the needs of the business as a whole versus the needs of the individual and be able to empathise with both sides. - Excellent knowledge, understanding and substantial practical application of internal dispute resolution processes and relevant procedures (including conduct and disciplinary matters, respectful and harassment-free workplace, administrative reviews and appeals processes)). - Ability to quickly gain understanding of the needs of the business in order to provide commercially robust solutions within internal policies. - Strong positive team ethic, , excellent relationship building, coaching and consulting skills, with the ability and confidence and flexibility to liaise with stakeholders at all levels and deal with complex and difficult situations. - Excellent communication skills, verbal and written, tact and cultural awareness - Strong problem solver, with the ability to anticipate issues before they happen, to make decisions quickly and to recommend innovative solutions. - Well organised with ability to multi-task and proactively manage a variety of different cases to conclusion at any given time. - High standard of written documentation, and previous experience of producing professional and robust policy documents, memoranda and notes to be used in formal meetings; excellent attention to detail. - Willing to take on additional responsibility and go the extra mile, including helping other areas of HR as required. What is it like to work at the EBRD? Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in. The EBRD environment provides you with: - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; - A working culture that embraces inclusion and celebrates diversity; - An environment that places sustainability, equality and digital transformation at the heart of what we do. Diversity is one of the Bank's core values which are at the heart of everything it does. A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. As an inclusive employer, we promote flexible working and expecting our employee to attend the office 50% of their working time. Right to Work in the UK: Swiss nationals (and all other non-UK employees) can work in the UK without a Visa - working at the EBRD gives all employees "exempt status". The Bank however encourages all non-UK employees to obtain an Exempt Vignette (EV) prior to relocating to the UK, as without an EV you may face more questions at Border Control and when required to show evidence of their exempt status when renting accommodation under the Right to Rent legislation. The application process may take 3 – 4 weeks approx. outside of the UK. This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.
Context & Mission Médecins Sans Frontières is an independent, international medical and humanitarian organization that provides care to people in need, people affected by natural or man-made disasters, and victims of armed conflict, without discrimination and without regard to race, religion, creed or political affiliation (MSF Charter). Finance and Human resources field workers at MSF has long relied on legacy system based on Excel, supplemented with Visual Basic (VB) scripts and macros, to manage budgets, forecasts and allocation of staff. While this system has served its purpose over the years, it is increasingly becoming evident that it cannot keep pace with the evolving demands of modern finance and human resources operations and increased security in IT systems. The incumbent will lead a project that will transform how field operations are being managed in the finance and HR domains. The Project Manager will lead the project from its initiation stage until its closure. S/he will regularly interact with an external provider for the identified technology solution as well as liaising with its extensive list of internal stakeholders from finance, human resources and information systems domains. The PM will work with great autonomy with very few internal resources fully dedicated to the project. The project manager will be able to communicate to various audiences using adapted languages, ranging from very technical in IT domain to simplified language for non-technical colleagues. The PM will be working alongside finance operations and human resources operations teams but will maintain a reporting line to the PMO to ensure consistency in execution and approaches. Responsibilities - Ensure delivery of project objectives, within scheduled time, budget, scope and in line with defined quality standards - Coordinate and lead technical matters between external vendor, internal IT team and SMEs in finance and human resources domains. - Develop a project strategy, create and maintain project schedules, planning and budget forecasts; - In consultation with stakeholders take responsibility to define and manage project risks and issues; - Introduce good project management practices and ensure full transparency; - Manage teams and internal and external stakeholders to the desired results; - Comply with OCG project management process, documentation and other internal policies - Execute and adhere to agreed communication plan serving all interested parties. Your Profile Education - Tertiary degree in human resources, business management, accounting, finance or similar field is required. - Project Management Certification preferred; Experience - Project Management: 3+ years of active experience working as a project or program manager managing large, complex IT, Finance and/or HR projects programmes throughout the entire project life cycle; - Experience with innovative development projects, including the ability to manage the process from relatively vague requirements to a defined project; - Demonstrated experience in initiating, leading and managing projects and change processes; - Strong experience presenting to executive sponsors and demonstrated communication skills both written and oral with technical and non-technical staff, all levels of management;. Skills/ Technical competencies - Solution oriented, capable of creating project business cases within the framework of MSF policies; - Ability to adapt to change and successfully manage different stakeholder's expectations; - Able to deliver in an international and multi-cultural environment; - Adaptation and application of different Project Management tools & techniques to OCG environment; - IT savvy is required; - Virtual collaboration capabilities; - Change management knowledge is required; - Technically competent with various software programs, including but not limited to Microsoft Office (Word, Excel, PowerPoint, Visio); - Leadership & People Engagement: Strong leadership, diplomatic and motivational skills. Proven experience to earn trust and respect from project's stakeholders. Ability to influence decisions that need to be made to make the project successful; - Accountability: Proven ability to demonstrate a drive for results and accountability of business needs; - Demonstrated ability to be effective in a highly-matrixed international environment; Languages - Fluency in English is required, good written and oral communication skills. - Any additional language a plus; Personal Abilities - Strong in building bridges between different disciplines and organizational levels; - Excellent communication and negotiation skills; - Ability to prioritize and execute many tasks in parallel; - Excellent attention to detail and an ability to produce clear and concise written documents; - Ability to work independently with minimal supervision; - Patient but strong personality, able to resolve conflicts of interests; - Strong analytical skills & creative methods to solve problems; - Excellent ability to work in a multicultural environment successfully and to demonstrate commitment and support for diversity, gender-responsive, inclusive, and non-discriminatory behaviour and attitudes. Terms of Employment - Full-time position 100% (40h/week) - Fixed-term contract, 12 months - Working place: Geneva, Switzerland - Ideal start date: June 3rd, 2024 - Gross annual salary (for 100%): from CHF 101'172.- to CHF 115'332.- (salary commensurate with equivalent experience and internal salary grid) - Paid vacation: 25 days per year, prorate temporis, plus any Swiss public holidays falling within the contract period. - Pension plan: pension contribution covered 3/4 by MSF, 1/4 by staff member - Relocation package if moving from a different country to Switzerland. How to apply Candidates submit their application following the requirements: CV 2 p. max. – letter of motivation 1p. max. – in French or English. Deadline for application is May 26th, 2024. We reserve the right to close the position early if we consider the number and quality of applications received to be sufficient. [APPLY HERE](https://medecinssansfrontieressuisse.recruitee.com/o/hr-fin-project-manager) The applications will be treated confidentially. Only short-listed candidates will be contacted. Only applications submitted on our recruitment platforms will be considered. Please note that we do not wish to use the services of recruitment or placement agencies. At MSF, we are committed to an inclusive culture that encourages and supports the diverse voices of our staff members. We strive to create workplaces where teams of people with diverse backgrounds, characteristics, perspectives, ideas and experiences work together for the social mission of MSF to create better outcomes for our patients and the communities we work with. We welcome applications from individuals of all genders, ages, sexual orientations, ethnicities, background, religions, beliefs, ability status, and all other diversity characteristics. MSF does not tolerate sexual exploitation and abuse, any kind of discrimination or harassment, including sexual harassment. All selected candidates will, therefore, undergo reference checks.
Suyana Foundation is a private non-profit, politically independent, and denominationally neutral organization established in 2003 in Switzerland. Our vision is to empower people and rural communities sustainably. In Bolivia and Peru, we achieve this through implementing our own integrative local programs. In Switzerland, as well as in selected focus countries, we cooperate with partners for specific projects. To support our strategic growth ambition, we are looking for a dynamic, passionate, and proficient People and Culture Manager for our Team in Zug with 3+ years of experience in the HR field, including a deep understanding of HR leadership responsibilities. In this pivotal role, you will develop and implement HR strategies, policies, and projects aligned with our foundation's objectives, vision, and values. You will make a significant difference in further developing our team by taking ownership of all operational and strategic HR tasks across the foundation and ensuring their effective delivery. This position is based at our headquarters in the heart of Zug, Switzerland. Key Responsibilities: · Recruitment and Talent Acquisition: Design and deploy innovative strategies to attract top talent using the latest tools and trends. · Culture & Employee Engagement: Cultivate a workplace culture that reflects our mission, strengthens collaboration and team spirit, and resolves conflicts professionally. This includes effective communication of HR initiatives, organising formal and informal team building activities and fostering positive connections within the entire team. · Coaching & Talent Development: Develop a training and capacity building plan aligned with organisational needs and provide coaching for employees and management on all relevant personnel and management issues, · Administrative Oversight: Manage employee lifecycle (e.g., onboarding/offboarding, social security, interface with the company's social partners, occupational health, employee's benefits), manage employee's records maintenance, absence management, ensure compliance with regulations (e.g. labour regulations, workplace health and safety compliance as well as employee privacy), and maintain HR policies. · HR Projects: Lead HR-related projects to enhance organisational effectiveness and team development in coordination with local teams. · Performance Management: Cultivate and foster a high-performance mindset, conduct annual appraisals, and oversee salary reviews. · Financial Management: Prepare and control HR budgets in collaboration with all divisions and manage payroll. · Reporting: Analyse HR metrics and trends and create insightful reports, as well as recommendations for management and the Board · Business travel support: Ensure Suyana's travel guidelines followed and support employees to ensure travel safety and security. · Office Management: Oversee various office management tasks aimed at enhancing the overall workplace environment. Skills and Qualifications: · Alignment with Suyana values and mission. Committed to work for a social purpose organisation and strong alignment with Suyana's values. · Bachelor degree in Human Resources, Business Administration, Organisational Psychology or equivalent qualification in Human Resources · 3+ years of professional experience in a comparable HR function, in a corporate or non-profit environment · Strong and proactive communication, organisational and interpersonal skills · Highly empathic team player and driven by an entrepreneurial mindset with a high level of commitment and flexibility · Ability to handle confidential information with discretion and professionalism · Fluent written and spoken German and English. Spanish is a plus. · Proficiency with MS-Office · Swiss/EU passport or valid Swiss work permit. What Suyana offers: In our exciting expansion phase, we offer a creative space for your ideas and impact. An open atmosphere for discussions, a high level of responsibility, and attractive working conditions are essential elements of our corporate culture. You can expect a highly motivated, diverse team of experts from various fields and a position with long-term development potential. Join our mission in empowering people and communities sustainably and become part of our team! We look forward to receiving your complete application (CV, cover letter, certificates) in English by email to hr-schweiz@suyana.ch.
Background: UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. Within the framework of the UN Common System and UN Staff Regulations and Rules, the Human Resources Management Division directs and supports the delivery of responsive and quality human resource management services, ensuring integration and synergy in the development of a comprehensive human resources management framework. It leads and facilitates organizational change and development and advises the organization on strategies to attract, retain, develop and motivate human talent across the range of specialized occupations critical to the delivery of the organization's mandate through the following sub-areas: - HR Strategy and Policy Development and Execution - Organizational Design and Change Management - Recruitment and Staffing - Learning and Talent Management - Performance Management - Workforce Planning and Management Under the supervision of the Deputy Director, Human Resources and in close collaboration with the functional experts/global thematic leads in HR, the HR Business Partner will be responsible for implementing the above-mentioned activities for the designated portfolio. Lead the implementation of human resources policies, guidelines, procedures and standard operating procedures (SOPs) for designated portfolio: - Monitor and lead proper implementation of HR policies, guidelines, practices and Standard Operating Procedures and provide advice, when necessary; - Provide technical contributions on HR strategic planning/discussions on the direction of human resource services, goal setting and annual work planning; - Provide technical guidance to the designated offices in implementing policies, guidelines and procedures in relation to HR operations (contract management, recruitment and selection, benefits and entitlements); - Oversee the HR strategic planning/discussions on HR goal setting and annual work planning ; - Lead training of personnel on HR systems and conduct training and build staff capacity . - Provide technical support to the development of new policies, guidelines, procedures and standard operating procedures, as necessary. Provide guidance and support to managers and staff in the designated offices on issues related to HR, including attraction and recruitment, benefits and entitlements, and separation: - Provide current and prospective staff with timely guidance on recruitment and contract policies, general conditions of services and business orientation; - Develop, lead and monitor the implementation of the Annual HR Plan for the designated offices, including budget. Manage administration of contracts, benefits and entitlements and other staffing issues for staff and other personnel categories within the assigned portfolio: - Ensure that staff aware of their rights and obligations regarding their entitlements and the processing of their entitlements; - Provide relevant HR data to HR Headquarters, Regional, and/or Division Directors and Country Office Representatives on contractual actions; - Review and recommend levels of remuneration for external contractors; - Oversee and liaise with the UNDP to ensure proper administration of contracts, benefits and entitlements for national and international staff in accordance with existing SLA; - Approve and /or certify payment of salaries, allowances and entitlements, as required. Facilitate the Recruitment and Selection processes for the assigned portfolio: - Facilitate timely, transparent and competitive recruitment and selection processes for international professional positions and general service positions within the assigned portfolio, including review of the job descriptions, initial screening of applications, clearance of the shortlists, facilitation of the interview panels, assessment of the candidates and submission of the results of the selection process for the approval by the relevant approving authorities in accordance with the UN Women policies and procedures, in coordination with the global thematic Recruitment Lead; - Pro-actively work with the management of the designated offices to reduce the time-to-recruit KPI (target of 12 weeks from advertisement to initial notification); - Provide coordination support and guidance in the onboarding process; - Monitor and provide guidance, as necessary, on recruitment of national staff in close coordination with the respective regional and country offices within the assigned portfolio; - Act as Secretary to the Regional/Central Review Board to ensure compliance of recruitment national staff; - Provide current and prospective other personnel categories, with guidance on recruitment and contracting policies, general conditions of service and business orientation. Work closely with HQ HR teams for technical advice and implementation on issues related to workplace relations and talent and performance management: - Promote and implement UN Women workplace relations policies and initiatives in the designated offices, including work/life balance promotion and stress management activities; Facilitate mediation for disputes in the designated offices as required - Provide technical support to management of the designated offices in analyzing the workplace survey results and initiate action plan; - Facilitate the annual performance management process for the assigned portfolio to include staff and manager orientation on the performance management system; Identify poor performance cases which could impact on contractual status or career of staff; - Build strategic relationships with managers and ensure needs of the designated offices are captured and communicated to HQ; Represent the HR team on recruitment and other human resource matters where appropriate; - Ensure staff are aware of HR global training initiatives and opportunities; promote a learning environment, including orientation for new staff; - Monitor and facilitate the timely completion of all mandatory training for all staff; - Promote and implement UN Women workplace relations policies learning and development activities as relevant; - Provide career counseling support to staff and personnel. Coordinate Learning and Development initiatives at the designated offices: - Coordinate learning and development activities in the region, including on code of conduct, benefits and entitlements and performance management; - Assess training needs and coordinate closely with the HR talent management team on initiatives. Liaise closely with HR HQ and coordinate communication and outreach activities regarding HR initiatives: - Build awareness and understanding of HR policies through consultation and engagement across the organization; - Serve as HR's spokesperson internally and externally and nurture partnerships with relevant partners; - Contribute to HR's outreach platforms, including intranet, internet and HR Bulletin. Develop and implement HR systems based on HR needs, including HR reporting: - Analyze, track and periodically report on recruitment trends for management and donors; - Share data and information with Human Resources Headquarters as requested and finalize special reports as required; - Share data and information on HR issues as requested; - Analyze workforce data in the designated offices and provide briefing notes as required; - Prepare special reports as required. Supervise and monitor the work of the HR staff team assigned within portfolio. Perform any other duties as assigned by supervisor. Competencies : Core Values: - Integrity; - Professionalism; - Respect for Diversity. Core Competencies: - Awareness and Sensitivity Regarding Gender Issues; - Accountability; - Creative Problem Solving; - Effective Communication; - Inclusive Collaboration; - Stakeholder Engagement; - Leading by Example. Please visit [this link](https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About Us/Employment/UN-Women-values-and-competencies-framework-en.pdf) for more information on UN Women's Values and Competencies Framework: Functional Competencies: - Excellent general HR knowledge and expertise with a focus on recruitment and selection, knowledge of modern concepts and approaches in the field of HR Business Partnering; - Excellent interpersonal skills; - Excellent diplomatic negotiation skills; - Excellent written and spoken communication skills; - Ability to write and present ideas, concepts and policy positions; - Ability to handle confidential and sensitive information; - Ability to build and nurture relationships; - Strong problem solving and analytical skills; - Demonstrated ability to interact with personnel at all levels within the organization, demonstrated negotiating, cultural sensitivity and diplomatic skills; - Possesses a high degree of sensitivity and change management abilities to intercultural personnel and organizational dynamics; - Ability to plan, organize, and prioritize multiple and simultaneous Human Resources related projects and programs in a changing environment; - Strong understanding of UN Staff Regulations and Rules and human resources policies and procedures is an asset. Education: - Master's degree or equivalent in Human Resources, Business Administration, Psychology, Organizational Development, Public Administration or other relevant social sciences. - A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Experience: - Minimum of 7 years of progressively responsible experience in human resource management or related area; - Experience in recruitment and selection, benefits administration, and workplace relations are required; - Minimum 3 years work experience internationally; - Field experience is an asset; - Experience as a HR Business Partner is an advantage. Languages: - Fluency in English is required; - Fluency in another language is an asset. Statements : In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment. Diversity and inclusion: At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application. UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women's policies and procedures and the standards of conduct expected of UN Women personnel 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.) This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. 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IMPORTANT NOTICE: Please note that the deadline for receipt of applications indicated above reflects your personal device's system settings. OBJECTIVES OF THE PROGRAMME Within the Human Resources Management Department, the Human Resources Policy and Administration of Justice unit (HPJ) is responsible for the development of WHO's human resource management policies reflecting organizational needs and best practice. HPJ also provides advisory services to the Organization, with a view to ensuring consistent and equitable policy application. In the immediate area of work, the sub-unit provides advisory services and legal input in order to ensure the consistent and equitable application of the Organization's human resources policies, procedures and activities. DESCRIPTION OF DUTIES - Supervises members of the team that prepare the Organization's position and response to: i. requests for Administrative Review; and ii. Appeals to the Global Board of Appeal (GBA). In this area of responsibility, the incumbent:i. Considers and advises on the applicability of legal precedents from the ILOAT jurisprudence, and related case law from the GBA (and former Headquarters Board of Appeal), on the development, applicability and implementation of the Organization's policies and procedures; represents the Organization before the GBA including overseeing the analysis of the Appellant's legal arguments, consulting with staff and management to gather facts, oversees independent comprehensive legal research, deciding on the strategy and complex legal arguments necessary to best represent the Organization's interests particularly in cases which have complex and varied fact patterns. ii. Reviews complex issues to determine compliance by the Organization to its rules and procedures, mitigating the risks and benefits to the Organization in pursuing alternative mechanisms for the settlement of issues, providing guidance for the resolution of claims, representing the Organization in negotiations with staff members or their representatives with a view to resolving issues under review. - Provides guidance on legally sound courses of action with regard to the implementation and application of the Organization's Staff Regulations and Staff Rules and related human resources policies and procedures, particularly in cases which are of a complex or sensitive nature, or where often there are no precedents across the three levels of the Organization. - Supervises staff within the sub-unit to ensure the appropriate prioritization and delegation of activities to team members, in order to meet the team objectives, and may act as Manager (Administrative Law) in his/her absence. - Attends conferences and meetings related to human resources and legal issues; attends sittings of the ILO Administrative Tribunal. - Contributes to the development and revision of Staff Regulations and Staff Rules, eManual provisions and other information or regulatory tools, in order to reflect changes in the Organization's statutory and policy framework. - Works in other areas of human resources and performs all other related duties as required. REQUIRED QUALIFICATIONS Education Essential: - An advanced university degree in Law. Desirable: - University degree in human resources management. - Admittance to Bar of a Member State or an equivalent qualification to practice law in a Member State. Experience Essential: - At least seven years of experience in the application of legal principles and concepts, and in the analysis and application of rules and regulations. - Experience in grievance and appeals systems, and in an international setting and multicultural environment. Desirable: - Some experience in the management of human and financial resources and assets. Skills - Knowledge of the general principles of law, and their unique application in international organizations. - Ability to instill confidence, negotiate, and persuade both senior management and staff; analytical skills, effective communication skills to present information clearly and logically (including legal issues and impacts of policies to non-lawyers) orally and in writing. - Ability to develop innovative solutions which are fair to staff and support managerial responsibilities, interpersonal skills to work with people across the Organization, including in the regions; tact and high degree of discretion and confidentiality; ability to provide leadership and also work in team settings. - Knowledge of personnel management theories and principles of staff management an advantage. - Knowledge of WHO's internal justice system is an asset. WHO Competencies - Communication - Moving forward in a changing environment - Teamwork - Creating an empowering and motivating environment - Respecting and promoting individual and cultural differences Use of Language Skills Essential: - Expert knowledge of English. Desirable: - Intermediate knowledge of French. - Intermediate knowledge of any other official UN Languages. The above language requirements are interchangeable. REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 77,326 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3203 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children. ADDITIONAL INFORMATION - This vacancy notice may be used to fill other similar positions at the same grade level - Only candidates under serious consideration will be contacted. - A written test and/or an asynchronous video assessment may be used as a form of screening. - In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. - According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. - Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. - Staff members in other duty stations are encouraged to apply. - The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. - The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply. - Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email toreasonableaccommodation@who.int - An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the [WHO Values Charter](https://www.who.int/about/who-we-are/our-values) into practice. - WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates. - Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world. - WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. - The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered. - Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [shws@who.int](mailto: shws@who.int). - WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. - For information on WHO's operations please visit: http://www.who.int. - In case the website does not display properly, please retry by: (i) checking that you have the latest version of the browser installed (Chrome, Edge or Firefox); (ii) clearing your browser history and opening the site in a new browser (not a new tab within the same browser); or (iii) retry accessing the website using Mozilla Firefox browser or using another device. Click this link for detailed guidance on completing job applications: [Instructions for candidates](http://who.int/careers/process/instructions-for-candidates.pdf?ua=1) This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.
The Ministry of Education, Arts and Culture Namibia is a longstanding partner organization of Comundo and is committed to deliver a fair and inclusive education for all children and youth. In addition, the Ministry promotes Namibian art and culture in favor of national unity and in consideration of its diversity. Your activities / tasks The Comundo Country Programme Namibia contributes significantly to a better education for all children and youth. To achieve this goal, we collaborate with the regional Directorates of Education, for this assignment in the Kavango West Region in north-western Namibia. Your task is to capacitate the regional management on goal-oriented planning, implementation and monitoring. Further goals are to increase efficiency in business administration in the human resource and finance sections as well as to improve IT skills, project management, communication and teamwork within the organization. That is why we are looking for a professional, who is able to conduct the following tasks: - Capacity building on general business administration such as human resources, finance, project management, digitalization, internal communication and leadership - Create, improve and implement suitable processes in the public administration - Improvement of periodic reports and monitoring tools for better controlling - Plan, organize and conduct trainings where suitable Intensification of the networking between the Directorates of Education of different regions and at national level. Your profile - Degree in business administration or equivalent - Work experience in human resources or financial administration and management - Experience in training of trainers, workshop facilitation, monitoring and evaluation Excellent computer literacy - Good interpersonal and communication skillsVery good knowledge of written and oral English We offer - An exciting working environment with an ample space for initiative, participation, and intercultural contacts - An adequate preparation - Introduction to the situation of the country of assignment and local support - Living and insurance costs during your assignment - Travelling costs in both directions - Initial financial aid after your return
