STANDARD MINIMUM QUALIFICATIONS

Education: Advanced university degree in Human Resource Management, Public or Business Administration, Industrial Psychology or other relevant field, or First University degree with additional years of related work experience or trainings/courses.

Knowledge & Skills:

• Broad or specialized knowledge of HR best practices, techniques and processes with some understanding of the basic theoretical background.
• Ability to supervise and support more junior and/or less experienced members of the team.
• Ability to work with minimal supervision.
• Ability to analyze data, draw conclusions and recommend a course of action.
• Good communication skills required to give and receive information and work with a variety of individuals.
• Ability to establish and maintain effective relationships with clients and provide client-oriented service.
• Ability to identify client’s needs and match them to appropriate solutions.
• Knowledge of, or the ability to quickly assimilate, UN/WFP specific processes and system.

Experience

• Typically three or more years of postgraduate professional experience in Human Resources with an interest in international humanitarian development.
• Three or more years of postgraduate professional experience in Human Resources with an interest in international humanitarian development

ORGANIZATIONAL CONTEXT

This position is based in the Jijiga Area office and also covers the Jijiga sub-office, Dollo Ado, Kebridehar, and Gode duty stations. Given the increased HR-related activities in the Somali region, it is important to have a CST HR professional, this role will be heavily involved in the Somali Operation with a continuous engagement with key stakeholders and senior staff. The job holder will also provide advice on emerging issues, applying HR rules, regulations, and expertise in making determinations and recommendations across a range of activities for the sub-office. Therefore, due to the operational requirement in the Somali region, this role is critical and the presence of an international consultant at this time in the region is very important.

JOB PURPOSE

To deliver a professional, client-focused HR services, partnering with managers to implement HR solutions in line with WFP corporate priorities.

KEY ACCOUNTABILITIES (not all-inclusive)

• Contribute towards the development of country specific plans and processes, and deliver HR operational activities or projects, following standard processes and ensuring alignment with wider WFP policies.
• Provide advice to managers and employees, understanding their needs and ensuring policies, procedures, processes, systems, and tools are available and correctly applied to support them.
• Provide effective management of the employment relationship between WFP and its staff, by administering conditions of service, contracts and appropriate entitlements, and resolving employee relations issues.
• Contribute to staff capability building, working with managers to understand individual skills and business requirements, and organizing/delivering development solutions which equip people with the skills and knowledge required to meet current and future challenges.
• Deliver onboarding activities which ensure new employees have a positive experience of WFP and are successfully integrated into their new role and the organization.
• Contribute to building and managing talent within WFP, working with managers to understand their needs, and delivering solutions to recruit, retain, manage and develop a high caliber workforce to deliver business objectives.
• Support organizational design activities that enable senior management to define and organize structures and jobs and allocate people to the right places in order to improve efficiency.
• Guide and supervise junior staff, acting as a point of referral and supporting them with analysis and queries.
• Collate and analyses data for the preparation of accurate and timely reporting, supporting a WFP wide view of HR activities that enables informed decision-making and consistent information for stakeholders.
• Contribute to continuous improvement by implementing new/updated HR policies, procedures and systems and recommending improvements to ways of working.
• Other as required.