Somalia: HR Officer

Background Information – Job-specific

Under the guidance and direct supervision of the Head of Support Services, the Human Resources (HR) Officer provides advice to the senior management on the transparent implementation of HR strategies, effective delivery of HR services and management of the HR Unit in the Country Office, ensuring high quality, accuracy and consistency of work. He/she assesses client needs, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Officer promotes a collaborative, client-oriented approach consistent with UNOPS rules and regulations and contributes to the maintenance of high staff morale.

.The HR Officer leads and supervises the professional and support staff of the HR Unit. He/she works in close collaboration with the Programme, Operations and project teams in the Country Office and UNOPS HQ staff ensuring successful performance in HR management.

Functional Responsibilities

  • Summary of Key Functions

    • Implementation of HR strategies and policies
    • Effective HR management
    • Staff/personnel performance management and career development
    • Facilitation and promotion of knowledge building and knowledge sharingEnsures implementation of HR strategies and policies focusing on achievement of the following results:

    • Full compliance of HR activities with UN rules and regulations, UNOPS policies, procedures and strategies; effective implementation of the internal control, proper design and functioning of the HR management system.

    • Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the Office. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters.

    • Advice to senior management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation).

    • Country Office HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.

    • Development of procedures and practices that contribute to enhanced and improved HR management.
  • Ensures effective human resources management focusing on achievement of the following results:

    • Management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment.
    • Development and maintenance of data base of job applications.
    • Advice to office management on staff member competencies; Advice on staff member/personnel career development and training needs through the PRA/PER.
    • Advice to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring of the entire UNOPS project recruitment process.
    • Full compliance of the guidelines of the Appointment and Selection Panel.
    • Advice to the Regional Office management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through oneUNOPS.
    • Management of the International staff entitlements and position funding delegated to the HR Unit. Close communication with local Government institutions to solve international staff/personnel-related issues.
    • Close communication with HQ´s focal points pertaining to the correct administration of staff member entitlements and benefits.
  • Ensures proper staff/personnel performance management and career development focusing on achievement of the following results:

    • Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process.
    • Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development. Advice on work plan, monitoring and performance team evaluation.
    • Effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management.
    • Effective counseling to staff on career advancement, development needs, learning possibilities.
  • Ensures facilitation and promotion of knowledge building and knowledge sharing, focusing on achievement of the following results:

    • Organization of training for the operations/ projects staff on HR-related topics.
    • Development of Country Office learning plan in line with office needs in order to ensure staff is fully acquainted with UNOPS corporate regulations, rules and procedures, and the relevant tools and systems in place.
    • Survey and identification of new learning opportunities to enhance the continuous professionalization of Country Office staff/personnel.
    • Design and implementation of training for operations/ programme personnel on HR issues.
    • Sound contributions to knowledge networks and communities of practice.
    • Synthesis of lessons learnt and best practices in administration.

Impact of Results

The key results have an impact on the overall Country Office efficiency in human resources management and success in introduction and implementation of HR strategies and policies. Accurate, thoroughly researched and documented information, its dissemination, timely and appropriate delivery of services ensure client satisfaction and maintains high personnel morale. It enhances credibility of UNOPS as an effective and efficient organization in the HR sector.


Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field is required. A first-level university degree in combination with an additional 2 years of experience may be accepted in lieu of the advanced university degree.


5 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff/personnel is required.

Experience in the usage of computers and office software packages (MS Office 2003 and/or newer versions) desired.
International work experience outside home country in a supervisory role is desirable.


Fluency in written and oral English is required. Knowledge of second UN working language desirable.


Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization.(for levels IICA-2, IICA-3, LICA Specialist- 10, LICA Specialist-11, NOC, NOD, P3, P4 and above)

Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.

Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles.

Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).

Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.

Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.

Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.

Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Additional Considerations

  • Please note that the closing date is midnight Copenhagen time
  • Applications received after the closing date will not be considered.
  • Only those candidates that are short-listed for interviews will be notified.
  • Qualified female candidates are strongly encouraged to apply.
  • Work life harmonization – UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
  • For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
  • The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.

It is the policy of UNOPS to conduct background checks on all potential recruits/interns.
Recruitment/internship in UNOPS is contingent on the results of such checks.

Contract type, level and duration

[Instructions: Please delete this paragraph and insert relevant information below:

  1. Contract type ICA
  2. Contract level I-ICA 2 and
  3. Contract duration Open-ended, subject to organizational requirements, availability of funds and satisfactory performance

For more details about the ICA contractual modality, please follow this link:…

Background Information – UNOPS

UNOPS is an operational arm of the United Nations, supporting the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to help people build better lives and countries achieve sustainable development.

UNOPS areas of expertise cover infrastructure, procurement, project management, financial management and human resources.

Working with us

UNOPS offers short- and long-term work opportunities in diverse and challenging environments across the globe. We are looking for creative, results-focused professionals with skills in a range of disciplines.


With over 4,000 UNOPS personnel and approximately 7,000 personnel recruited on behalf of UNOPS partners spread across 80 countries, our workforce represents a wide range of nationalities and cultures. We promote a balanced, diverse workforce — a strength that helps us better understand and address our partners’ needs, and continually strive to improve our gender balance through initiatives and policies that encourage recruitment of qualified female candidates.

Work life harmonization

UNOPS values its people and recognizes the importance of balancing professional and personal demands.

Background information – AFR

Africa RegionBased in Copenhagen, Denmark, the Africa Region supports UNOPS country offices in the region, providing financial oversight of projects, procuring goods and services and managing human resources.

AFR helps ensure that projects are executed to the highest standards, providing a shared knowledge base and ensuring that best practices and lessons learned are disseminated between projects across the entire region.


In Somalia, UNOPS has had a solid and continuous in-country expert presence successfully implementing programmes since the mid-1990s, where it is currently undertaking various projects and initiatives in close collaboration with the Federal Government of Somalia, Federal Member States and partners from the global donor community. UNOPS’ projects in Somalia focus on several key sectors that include infrastructure development, institutional capacity building, project management, advisory services, and procurement services.

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