Hardship LevelE (most hardship)
Family TypeNon Family with Residential Location
Family TypeNon Family with Residential LocationDanger Pay
Residential location (if applicable)
Nairobi (CO), Kenya
GradeNOB
Staff Member / Affiliate TypeNational Professional Officer
ReasonRegular > Regular Assignment
Target Start Date2025-07-01
Deadline for ApplicationsJuly 7, 2025
Standard Job Description
Associate Human Resources Officer
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.
Duties
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.
- Support the identification and management of risks and seek to seize opportunities impacting objectives in the area of responsibility. Ensure decision making in risk based in the functional area of work. Raise risks, issues and concerns to a supervisor or to relevant functional colleague(s).
- Perform other related duties as required.
Minimum Qualifications
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.
Certificates and/or Licenses
Not specified.
Relevant Job Experience
Essential
Experience working in Human Resources. Knowledge of general HR policies, processes and systems.
Desirable
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.
Functional Skills
HR-Local mass recruitment
HR-Talent Development and Nurturing
HR-HR data and people analytics
HR-Employee Relationship Management
SO-Learning Agility
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)
Language Requirements
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 The ideal candidate will possess expertise in United Nations human resource management and a thorough understanding of UN staff rules. Experience with UNHCR is highly desirable and considered an added advantage. The candidate should be competent, energetic, organized, and outgoing, demonstrating a strong work ethic and a proactive attitude. Exceptional communication skills and the ability to thrive in a high-pressure office environment are essential.
Key qualifications and attributes include:
• Demonstrated experience in maintaining employee job data and employment records
• Extensive experience in recruitment, onboarding, and new hire orientation
• Familiarity with Workday and COMPASS
• Experience in administering employee benefits programs
• Ability to maintain a high level of confidentiality in handling personnel records
• Strong team orientation and collaborative mindset
• Professionalism in addressing employee concerns
• Solid analytical skills, with the ability to identify key issues, evaluate options, and provide clear recommendations
Required languages (expected Overall ability is at least B2 level):
,
,
Desired languages
,
,
Operational context
Occupational Safety and Health Considerations:
To view occupational safety and health considerations for this duty station, please visit: https://wwwnc.cdc.gov/travel.
Nature of Position:
The operational context in Sudan changed drastically when, on 15 April 2023, armed conflict broke out between the Sudanese Armed Forces (SAF) and Rapid Support Forces (RSF). The ongoing conflict continues to worsen the humanitarian conditions in Sudan, exacerbated pre-existing intercommunal and ethnic tensions, and triggered massive displacements. The context has changed in the last few months with improved access to some parts of the country though it remains unpredictable and volatile. There is an increasing interest from the development donors in the recent times to implement development projects in accessible areas which host large number of refugees and asylum seekers. UNHCR has been closely coordinating with these actors.
As of early June, there were 10.1 million IDPs in Sudan which also includes IDPs who were displaced before the April 2023 conflict. Some of the old IDPs have been displaced multiple times. In the recent months, IDPs and Sudanese refugees especially from Egypt have returned to their place of origin. On the other hand, Sudanese refugees are also returning from South Sudan under adverse conditions. Since the start of conflict, over 4 million are displaced to the neighboring countries. The 2025 Humanitarian Needs and Response Plan (HRP) for Sudan estimates that there are 30.4 million in need of humanitarian assistance mainly due to the ongoing conflict. Ten out of 18 states are considered hard to reach and the humanitarian response in these areas is delivered mainly through cross line and cross border modalities.
Sudan has historically hosted one of the largest refugee populations in Africa. Prior to the conflict, Sudan hosted 1.1 million refugees, majority of whom resided in Khartoum State. Since the start of conflict, UNHCR and partners have been able to map the internal movement of refugees within Sudan. Over 266,000 refugees have moved towards safer areas mainly in White Nile and Eastern states. There are an estimated 842,000 refugees and asylum seekers remain in Sudan. Due to the conflict in South Sudan, over 41,000 South Sudanese have arrived in Sudan mainly to White Nile and West Kordofan states. In addition, Sudan continues to receive new arrivals from Eritrea and Ethiopia.
While humanitarian response continues to alleviate suffering and provide lief-saving interventions to the population affected by the conflict including refugees and asylum seekers, there is a need to work together with a range of stakeholders to implement activities that promote peaceful co-existence, resilience and self-reliance for refugees, IDPs and their hosting communities.
Despite the conflict, UNHCR remains committed to stay and deliver inside Sudan. International and national staff are present in accessible locations across the country, delivering protection and assistance to the forcibly displaced population both in response to the emergency and in line with UNHCR’s regular programmes. The Country Office, which was initially based in Khartoum, has been strategically restructured into three separate locations Port Sudan, Kassalaand Nairobi to better facilitate its oversight functions.
UNHCR leads Protection, Shelter/NFI and Site Management (CCCM) clusters in Sudan with a co-chair for each of these clusters from NGOs. UNHCR co-leads refugee consultation forum with Commission of Refugees (COR).
The Associate Human Resources Officer will play a central role in providing technical and strategic support in all areas of human resources management within the Operation and will ensure compliance with UNHCR policies and UN Staff Rules and Regulations.
Under the direct supervision of the Human Resources Officer, the incumbent will be responsible for:
Supporting the Coordination/Communication with Senior Management
Supporting MEDEVACs
Supporting interviews
Overseeing national staff vacancy management
Serving as Co-Focal point for Training and capacity building
Serving as Workday Approver for AOR
Serving as MIP approver
Supporting with Organigrammes for AOR
Serving as Focal point for EVOLVE for AOR
Serving as Back up of the Assc/HR Officer
Being PO Approver – Contractors/Consultants
Living and Working Conditions:
Additional Qualifications
SkillsHR-Employee Relationship Management, HR-HR Business Partnering, HR-HR data and people analytics, HR-Inclusion, Diversity and Gender strategy design and implementation, HR-Local mass recruitment, HR-Talent Development and Nurturing, MG-Client Relationship Management, SO-Learning Agility
EducationBachelor of Arts: Business Administration, Bachelor of Arts: Human Resource Development, Bachelor of Arts: Human Resources Management, Bachelor of Arts: Personnel Administration
Certifications
Work Experience
CompetenciesAccountability, 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
UNHCR Salary Calculator
https://icsc.un.org/Home/SalaryScales
Compendium
Additional InformationFemale candidates are encouraged to apply.
Candidate must be Sudanese nationality.
Functional clearanceThis position doesn't require a functional clearance