HUMAN RESOURCES OFFICER needed in Addis Ababa, Ethiopia

jobsnearmeafric Resident Coordination System


Closing date: Friday, 16 February 2024

Organizational Setting and Reporting

This job is headquartered in Addis Abeba and reports to the Chief of Human Resources. It is part of the Human Resources Section of the Business Management Branch of the United Nations Development Coordination Office (UNDCO).

In its Resolution A/RES/72/279, the United Nations General Assembly endorsed the transformation of the Development) as a stand-alone coordination office within the United Nations Secretariat, namely the Development Coordination Office (DCO). DCO now assumes managerial and oversight functions of the resident coordinator system under the collective ownership of the members of the United Nations Sustainable Development Group (UNSDG)

The Resident Coordinator system is focused on the advancement of sustainable development, leaving no one behind, and with the eradication of poverty in all its forms and dimensions as an overarching objective, consistent with the integrated nature of the 2030 Agenda for Sustainable Development. The Human Resources Officer reports to the Chief of Human Resources Section.


Within their delegated authority, the Human Resources Officer- Regional HR Focal Point will be responsible for the following duties:


 Supports RCOs on staff and non-staff requests (including gratis personnel, UNV, consultants, reviewing MOUs on position funding, etc.)
 Advises the resident coordinator and regional director in the projection and monitoring of vacant posts and ensures adherence to policies and procedures in filling these posts

 Advises on and, if needed, reviews classified (generic) job descriptions throughout the region in compliance with the established job classification policy, guidelines, procedures

 Acts as ex-officio as needed and liaises with DCO HQ on promotion and placement of staff.
 Advises on preparation of vacancy announcements and on outreach strategies, if needed.
 Supports diversity and gender balance in recruitment processes by regularly informing the RC/RD about the current geo/gender metrics.

 Serves as first point of contact for queries on human resources (HR) policies and assists staff and managers with the understanding and application of HR policies
 Reviews, provides advice or escalates requests for exceptions to policies, regulations and rules, before decisions on any exceptions and as per the delegated authorities are made
 Prepares reports and participates and/or leads special human resources projects
 Keeps abreast of developments and trends in various areas of human resources and general administrative policies and procedures
 Provides advice to staff and managers on substantive and procedural questions related to the administration and management of staff, including on their benefits and entitlements, and/all travel (HR, official business, etc.)
 Advises staff and managers on time management and best practices
 Supports onboarding of new staff.

Advises management on all issues related to complaints and questions on alleged acts, omissions and improprieties committed by staff in the region

 Provides information to staff in the region on the UN rules and procedures in place that regulate conduct and discipline
 Oversees case management, as well as undertakes reviews of alleged misconduct by RC staff in the region; receives and documents complaints, gathers information and determines whether further investigation is warranted
 Liaises with the UN’s Office of Internal Oversight Services (OIOS) on investigations into allegations of misconduct, to ensure effective follow-up
 Oversees data management and tracking of all forms of misconduct for all categories of staff in the region; develops systems to monitor the implementation and effectiveness of the mission’s efforts to address and prevent misconduct.

 Advises staff and managers on available learning tools and opportunities
 Encourages compliance with mandatory UN training courses
 Provides support to RCs and Heads of offices on performance related issues.
 Advises and supports staff and managers on the application of the performance management and development system (PMD), including the rebuttal process and overall compliance
 Liaises with DCO HQ in the provision of career support to staff and managers.


 Serves as first point of contact in the region on all HR and administrative matters, including on the implementation of any Secretariat human resources reform initiatives
 Provides ongoing strategy guidance, interpretation, and support on emergency planning to the RCOs in all areas of HR management
 Represents HR in regional meetings as needed
 Ensures active coordination of HR matters with other agencies.
 Maintains effective and steady communication or working relations with UN Agencies to seek harmonization.

PROFESSIONALISM: Knowledge of administrative, budgetary, financial and human resources policies and procedures; Ability to apply various United Nations administrative rules and regulations in work situations; Conceptual analytical and evaluative skills to conduct independent research and analysis; Ability to identify issues, formulate opinions, make conclusions and recommendations; Shows pride in work and in achievements; Demonstrates professional competence and mastery of subject matter; Is conscientious and efficient in meeting commitments, observing deadlines and achieving results; Is motivated by professional rather than personal concerns; Shows persistence when faced with difficult problems or challenges; Remains calm in stressful situations.Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.

ACCOUNTABILITY: Takes ownership of all responsibilities and honors commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

BUILDING TRUST: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.

JUDGEMENT/DECISION-MAKING: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.


An advanced university degree (Master’s degree or equivalent degree) in human resources management, business administration, public administration, social sciences, education, law or related field is required. A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of seven years of progressively responsible experience in administration, human resources, or related field is required

Experience on administration, and talent acquisition using enterprise resource platforms is required

Experience on conduct and discipline matters is required

Experience implementing change management initiatives is desired

Experience working with United Nations common systems human resources and administrative procedures is desired

Experience in managing complex restructuring processes, including rightsizing of workforce is desired.


English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of French is desired. Knowledge of other United Nations official languages is an advantage.


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

Special Notice

This temporary job opening is for 364 days. Extension of appointment is subject to the availability of 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

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff

Female candidates are strongly encouraged to apply for this position. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.

By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions.

Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee


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