Organizational Setting and Work Relationships
The Associate Human Resources Officer supports the UNHCR’s People Strategy and contributes to the implementation of the 2018 independent Human Resources review, which resulted in the establishment of HR strategic priorities and the reconfiguration and transformation of the Division of Human Resources (DHR) from a largely transactional model into a strategic business partner for field operations and senior management. Having the right people in the right place at the right time is at the core of enabling UNHCR to protect and respond to persons of concern. By attracting, retaining and developing a talented, diverse and agile workforce while nurturing a culture of excellence, respect and wellbeing for all, UNHCR¿s Human Resources acts as a strategic partner to the organization, enabling a people-centric culture.
The Associate Human Resources Officer provides support and assistance in the areas of operational support, workforce planning, assignments and talent acquisition, organizational cultural changes, HR policy implementation and duty of care. The incumbent maintains employee confidence and protects the organization and its workforce by keeping human resources information confidential.
The Associate Human Resources Officer is usually supervised by the HR Officer or Senior HR Officer or Head of Office in a Country Operation, or the most senior HR staff in a Regional Bureau. She/he usually supervises HR General Service staff.
The incumbent maintains a direct working relationship with a number of units within the Division of Human Resources (DHR). The incumbent also works closely with the Senior HR Partner, the Senior Medical Officer and the Senior Staff counsellor for his/her region.
All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.
Workforce Operational Support:
– Assist in implementation of HR initiatives that support organizational culture change such as good people management practices, and promoting gender, inclusion and diversity.
– Implement HR operational activities to ensure timely provision of HR solutions, prioritizing according to the needs and risks.
– Contribute to the development of a HR customer service-oriented culture that values proactivity, continuous improvement, innovation and high performance.
– Provide support, guidance and trainings to HR staff.
Assignments and Talent Acquisition:
– Coordinate the process of recruitment, assignment and reassignment of locally-recruited staff and affiliate workforce, also assisting with set up and running of (Regional) Assignments Committee where relevant.
– Assist in organizing outreach campaigns to attract diverse applicants. Ensure proper consideration is given to all applicants without distinction on the grounds of race, color, sex, national origin, age, religion, disability, sexual orientation and gender identity.
– Analyse, track and report on recruitment and assignments trends for management, including efforts to reach gender parity.
– Take a proactive approach to risk management in the areas of recruitment, ensuring the issues are identified, addressed and reported and, where appropriate, escalated.
Advice to managers and staff, and contribution to an inclusive work environment:
– Build dialog and outreach with staff; answer questions, and provide information to staff as to where to go for help or ask questions.
– Be proactive in identifying issues, themes and patterns affecting the workforce¿s health and welfare, including sexual harassment and abuse of authority.
– Ensure that on-boarding, induction, re-integration into the workplace and off-boarding support, is provided to colleagues. Induction programmes should include information on Protection from Sexual Exploitation and Abuse (PSEA) and Sexual Harassment, Code of Conduct as well as workforce¿s rights and obligations.
HR policies and inter-agency:
– Enforce compliance with UNHCR¿s Human Resources policies and procedures and the UN staff rules, regulations and UNHCR administrative instructions.
– Participate in the ICSC survey on living conditions and classification of duty stations as well as in the UN Country Team local staff salary survey and other local inter-agency HR-related fora and initiatives.
Duty of Care:
– Contribute to establishing and maintaining a medical evacuation plan with senior management, Field safety and the Senior Medical Officer.
– Assist in the security and medical evacuations of UNHCR personnel.
– Support the implementation of a Duty of Care strategy. Identify and assess issues related to duty of care including physical, mental health and safety of UNHCR¿s workforce, promoting workforce balance.
For positions in Regional Bureaux only:
In the absence of a Senior Talent Development Officer in the Bureau:
– Contribute to the implementation of a talent development strategy for UNHCR workforce in the region, in line with UNHCR¿s needs and staff members¿ career planning.
– Contribute to the implementation of a talent sourcing and acquisition plan to identify talent mainly among but not limited to national staff and affiliate workforce in the region.
– Perform other related duties as required.
Education & Professional Work Experience
Years of Experience / Degree Level
For P2/NOB – 3 years relevant experience with Undergraduate degree; or 2 years relevant experience with Graduate degree; or 1 year relevant experience with Doctorate degree
Field(s) of Education
Human Resources Management; Human Resources Development; Personnel Administration;
Business Administration; or other relevant field.
(Field(s) of Education marked with an asterisk* are essential)
Certificates and/or Licenses
UNHCR HR certification;
(Certificates and Licenses marked with an asterisk* are essential)
Relevant Job Experience
Experience working in Human Resources. UNHCR HR certification is a plus. Knowledge of general HR policies, processes and systems.
Experience in one or more of the following areas: HR Administration, workforce planning, recruitment, HR policy or talent development. Experience in HR information technology systems and tools. Experience in field humanitarian operations and/or emergency settings. Experience working with the United Nations. Experience working in a multi-cultural setting.
HR-Local mass recruitment
HR-Talent Development and Nurturing
HR-HR data and people analytics
HR-Employee Relationship Management
HR-HR Business Partnering
MG-Client Relationship Management
HR-Inclusion, Diversity and Gender strategy design and implementation
(Functional Skills marked with an asterisk* are essential)
For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English.
For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language.
For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.
All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power.
As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise.
This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.
Desired Candidate Profile
Candidate should have proficiency in Microsoft Office and HR-related software, including Word, Excel and PowerPoint presentations etc.
A positive attitude, strong work ethic, and the ability to work well in a team environment. Ability to prioritize and handle multiple tasks concurrently and meet deadlines. Strong analytical and problem-solving skills. Ability to maintain confidentiality and handle sensitive information. Good drafting skills is needed.
To perform the responsibilities and tasks of the position, it is critical that the incumbent has flexibility/adoptability, cultural sensitivity, as well as excellent inter-personnel and communication skills. S/he should be able to work with various staff categories, having different cultural background. S/he should have good listening skills, be a client oriented and a good team player.
Candidate should have a strong understanding, experience, and knowledge of the recruitment of international, national regular and Affiliated Workforce (AWF). S/he must have a good experience and knowledge of the Local Assignment Committee.
Knowledge of Dashboard, Workday as well as the RBM planning system (COMPASS) is essential.
Required languages (expected Overall ability is at least B2 level):
Nature of the Position:
The Iran operation is composed of 7 offices (the Country Office in Tehran, 3 Sub Offices in Mashhad, Kerman and Shiraz, 2 Field offices in Tehran and Esfahan and 1 Field Unit in Dogharun) with over 375 workforce (Regular staff and Affiliate). All HR related activities/tasks are centralized in the Country Office in Tehran.
The incumbent of the position will report directly to the Snr. HR Officer, and will supervise national HR colleagues. S/he will assist the Snr. HRO in the routine HR related activities of the Iran operation.
The tasks and responsibilities attached to this position need to be undertaken by an experienced HR practitioner, who should be having proven experience with solid UNHCR background in the staff administration in the field.
S/he should have a practical knowledge of staff rules and HR policies, able to guide, advise and interact with the managers and colleagues to provide professional HR advice and guidance. S/he should have managerial and supervisory skills to directly supervise national staff in HR section. Ability to carry-out in-house coaching to staff under her/his supervision in HR and therefore desired.
S/he should have a good knowledge and experience of the recruitment of national staff including Affiliated workforce, as well as in the Local Assignment Committee.
Living and Working Condition:
UNHCR is present in Iran through its Country Representation in Tehran, three Sub-Offices (Mashhad, Kerman, Shiraz), Field Office in Tehran and two Field Units (Esfahan and Dogharoun).
Teheran is a B category duty station (Family duty station). Certain aspects of working/living conditions in Iran could be affected by the ongoing sanctions.
Issuance of entry visa and residence permit for international staff and his/her dependents/family members is subject to the approval of the Government, for which the process can take several months. Family members with a dependent visa are not allowed to work. For international staff and their family members residing in Iran are required to follow the cultural practices in Iran, which include the donning of culturally appropriate dress, particularly for women.
Iranian schools only teach subjects in Farsi. There are a few privately owned schools offering curriculums in English in Teheran. There are also some Embassy schools such as French Embassy School, Italian Embassy offering course in their native language. German Embassy School, in its international section provides classes in English up to grade 8, which is open for any nationals. This school is a candidate school for the International Baccalaureate (IB) Primary Years Programs KG1 to 5, but as of October 2022, no international schools in Iran offers IB curriculum. Similarly, Pakistan Embassy School and Indian Embassy School also offer courses in English, which however are open only for nationals of the respective countries.
In Tehran, pharmacies, shops, shopping malls, markets and cafes/restaurants, etc are available. Staff can purchase basic commodities, groceries, household items and clothing, while some foreign products / international food items etc may be less easily available. Living cost in Teheran is on rise. Iranian banks are available and accessible by foreign nationals through a required process. There are several hospitals and clinics offering medical services to Iranians and foreign nationals alike, although, at times the language can be a barrier for international who do not speak Farsi. Staff live in private accommodation – different options are available with varying rental prices.
There are one international airport and one domestic airport in Teheran. For in-country travels, there are multiple domestic flights and trains connecting Teheran to cities/towns across the country, including where UNHCR has offices. When required, the office also use road missions. Direct international flights are connected to a number of countries with several airlines.
The security level throughout Iran remains at level 2 (LOW) except for Sistan-Baluchestan which is recognized as level 3. The area is prone to earthquakes. Depending on the season, air quality in Tehran can deteriorate to below a normal range.
Living/working conditions in Iran could evolve and can be subject to change.
BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)
Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Teamwork & collaboration
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Add.2 to Bi-annual Compendium 2022 – Part B
This position doesn’t require a functional clearance
How to apply
For a full job description and to apply, interested candidates are requested to visit https://bit.ly/3Yt2sk6
The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.
Please note that UNHCR does not charge a fee at any stage of its recruitment process (application, interview, meeting, travelling, processing, training or any other fees).
Closing date of receipt of applications: 16 February 2023 (midnight Geneva time)