Apply for the Human Resources Officer Vacancy at United Nations Mission in South Sudan

Deadline: 30 June 2021

Org. Setting and Reporting

This position is located in the Human Resources Management Section of the United Nations Mission in South Sudan (UNMISS), Juba. Juba is classified in the “E” category and as a non-family duty station. The incumbent will report to the Chief Human Resources Officer, through Chief of Unit.


Within delegated authority, the Human Resources Officer will be responsible for the following duties:

•Advises the Chief Human Resources Officer on the development, modification and implementation of United Nations policies and practices on entitlements.

•Provides advice and guidance to managers and staff on human resources related matters.

•Reviews and recommends level of remuneration for consultants.

•Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.

•Represents the office in Joint bodies and working groups relating to salaries and other conditions of service.

•Supervises the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by HR Section, including consistent implementation of delegated authority.

•Monitors and evaluate the effectiveness of related guidelines, HR Rules, regulations, practices and procedures, and recommends revision to OHR, where necessary.


•Supports the Chief Human Resources Officer in working with interested parties such as the Staff Association(s) and the mission’s Conduct and Discipline component, Chief of Staff and/or Director of Mission Support, to address and mitigate staff grievances with the purpose of resolving them at the lowest practical level.

•Provides inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purposes of resolving them at the lowest practical level.

•Contributes to the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.

•Supports dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively) to discuss HR matters and related staff issues.

•Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of tMission and Director of Mission Support.

•Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.

•Under the supervision of the Chief Human Resources Officer, the Human Resources Officer contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, Service Level Agreements, HRM-S indicators, and the senior Manager’s compact.

•Participate in the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and report on possible gaps and risks and recommends corrective action.

•Assists with the development of a communication strategy with the dedicated intranet page on HR issues and regular formal and informal meetings.

•Conducts research on precedents, policy rulings and procedures.

•Maintain human resources information systems, including constant update and generation of information and reports for use by management

•Participate in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission’s mandate.

•Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections.

•Reflects recommendations of the staffing table reviews into the staffing stable requirements for purpose of budget preparation;

•Constantly reviews and monitors staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall;

•Ensure that expenditures related to staffing are within the budgeted staffing costs, coordinating with Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds.

•Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.

•Assists in reviewing and processing requests for classification, providing advice and answering queries on classification procedures.

•Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.

•Coordinate with the integrated Mission Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans.

•Ensures full-compliance of e-performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.

•Counsel staff and Managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.

•Provides regular information on global vacancies and opportunities for the generic rostering system and serves as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling.

•Advises staff on training opportunities for HR as well as in general giving particular attention to developing and implementing career development paths for national staff members;

•Continuously assesses the skills, expertise and knowledge of the Human Resources Officers and Human Resources Assistants in the Mission, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR electronic systems (BI, Inspira, ERP, etc.)

• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs

•Performs other duties as required.


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 qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of five years of progressively responsible experience in human resources management, administration or related area is required.
At least five years of hands-on experience in planning and delivery of human resources services in complex, volatile and conflict and post-conflict environments is required.
Experience advising managers and staff on the interpretation and application of human resources policies, including on recruitment and administration of staff entitlements is required.
Experience in drafting legal and /or policy opinions in relation to litigations is required.
Experience in providing to support to workforce planning, downsizing or staff rationalization exercises is required.
Experience in an Enterprise Resource Planning (ERP) systems such as SAP in the area of human resources management is desirable.


English and French are the working languages of the United Nations Secretariat. For this position, fluency in oral and written English is required.


Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

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