Human Resources Officer at World Food Programme

The United Nations World Food Programme is the world’s largest humanitarian agency fighting hunger worldwide.  The mission of WFP is to help the world achieve Zero Hunger in our lifetimes.  Every day, WFP works worldwide to ensure that no child goes to bed hungry and that the poorest and most vulnerable, particularly women and children, can access the nutritious food they need.

ORGANIZATIONAL CONTEXT

These jobs are found in Country Offices (COs), Regional Bureaux (RBs), and Headquarters (HQ) and report to a more senior HR Officer.

Job holders are likely to be working under the supervision of a more experienced staff member, receiving guidance and regular feedback on work performed. They support the collation, maintenance, analysis and reporting of information to maximise the effectiveness of HR services.

JOB PURPOSE

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

KEY ACCOUNTABILITIES (not all-inclusive)

• Support staff capability building, working with managers to understand individual skills and business requirements, and organizing development solutions which equip people with the skills and knowledge required to meet current and future challenges.


• Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals, surveys, consultation with line managers and staff members, as needed.


• Promote a Learning Culture within the Country Office through proactive sharing of Learning Courses,  Knowledge Management and other creative methods.


• Design and implement a robust L&D plan from the learning needs, leveraging available resources to build a learning culture. Develop and maintain yearly training budget.


• Champion the utilization of courses in the WFP Learning Platform through innovative and creative solutions that foster a culture of organizational learning.


• Monitor and evaluate training program’s effectiveness, success and periodically report on them.


• Support the implementation of an appropriate Performance Management approaches that ensure evaluations are conducted on time and are of the desired standards.


• Promote a Performance Management Culture through proactive initiatives.


• Support the 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.


• Deliver end-to-end recruitment of people resources to support programme delivery. Support and deliver onboarding activities to ensure new employees have a positive experience of WFP, and are successfully integrated into their new role and the organization.


• Provide support in building talent within WFP, by working with managers to understand their needs and organizing solutions to recruit retain and develop a high caliber workforce to deliver the business strategy.


• Respond to queries from managers/staff, understanding their issues and ensuring policies, procedures, processes, systems and tools are available and correctly applied to support them.


• Contribute to the improvement of human resources services and ensure client satisfaction and promote service  excellence.


• Support in the design and implementation of employee engagement interventions.

Key Accountability Cont’d

• Support in the design and implementation of employee engagement interventions.


• Support HR operational activities or projects that are aligned to business needs, following standard processes and ensuring alignment with wider WFP policies.


• Collate data and contribute to preparation of accurate and timely reporting, supporting a WFP wide view of HR activities that enables informed decision-making and consistent information for stakeholders. Conduct straightforward data analysis under close guidance of a senior HR Officer, in order to support others on projects or contribute to process efficiencies and improvements.


• Work with the Head of HR to lead and develop HR staff through coaching and mentoring.

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.

Experience: Five years of postgraduate professional experience in Human Resources with an interest in international humanitarian development.

Knowledge & Skills:

• Indepth Knowledge of general Human Resources practices and methods, gained through relevant technical training and experience.


• Indepth experience in Performance Management, design and delivery of Learning and Capability Development activities and Talent Acquisition strategies.


• Good communication skills and basic understanding of HR principles and their application in order to respond to and resolve general HR queries.


• Ability to develop and maintain relationships with a wide range of individuals.


• People Management: Ability to lead, develop, coach and support a high performing team.


• Strong written and oral communication skills, attention to detail. Articulate, influential, concise and able to negotiate.


• Excellent inter-personal skills. Experience of working with colleagues located dispersedly, able to build strong working relationships, gaining trust and mutual respect; being flexible, responding to perspectives and being assertive when appropriate


• Excellent organisational skills. Ability to manage time and tight schedules, work effectively under pressure.  Using own initiative, with a creative approach to problem solving.


• Excellent written and spoken English and Kiswahili

4Ps CORE ORGANISATIONAL CAPABILITIES

Purpose

• Understand and communicate the Strategic Objectives: Understands WFP’s Strategic Objectives and the link to own work objectives.


•  Be a force for positive change: Flexibly adapts individual contributions to accommodate changes in direction from supervisors and internal/external changes (such as evolving needs of beneficiaries, new requirements of partners).


•  Make the mission inspiring to our team: Recognizes and shares with team members the ways in which individual contributions relate to WFP’s mission.


•  Make our mission visible in everyday actions: Sets own goals in alignment with WFP’s overall operations, and is able to communicate this link to others.

People

• Look for ways to strengthen people’s skills: Assesses own strengths and weaknesses to increase self-awareness, and includes these in conversations on own developmental needs.


•  Create an inclusive culture: Participates in open dialogue, and values the diverse opinion of others, regardless of background, culture, experience, or country assignment.


•  Be a coach & provide constructive feedback: Proactively seeks feedback and coaching to build confidence, and develop and improve individual skills.


•  Create an “I will”/”We will” spirit: Participates in accomplishing team activities and goals in the face of challenging circumstances.

Performance

• Encourage innovation & creative solutions: Shows willingness to explore and experiment with new ideas and approaches in own work.


•  Focus on getting results: Consistently delivers results within individual scope of work on time, on budget and without errors.


•  Make commitments and make good on commitments: Commits to upholding individual accountabilities and responsibilities in the face of ever-changing country or functional priorities.


•  Be Decisive: Makes rational decisions about individual activities when faced with uncertain circumstances, including in times of ambiguity regarding information or manager direction.

Partnership

• Connect and share across WFP units: Seeks to understand and adapt to internal or cross-unit teams’ priorities and preferred working styles.


•  Build strong external partnerships: Demonstrates ability to understand and appropriately respond to and/or escalate needs of external partners.


•  Be politically agile & adaptable: Portrays an informed and professional demeanor toward internal and external partners and stakeholders.


•  Be clear about the value WFP brings to partnerships: Provides operational support on analyses and assessments that quantifies and demonstrates WFP’s unique value as a partner.

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