Vagas por Província

VdE | Assistente de RH | Assc HR Officer UNHCR


Hardship Level


Family Type


Residential location (if applicable)



Staff Member / Affiliate Type


  • Staff members will not normally serve in International Professional positions in the country of their nationality. In addition, in case of a first appointment upon recruitment, the assignment must be outside the staff member’s country of nationality.


Regular > Regular Assignment

Remote work accepted


Target Start Date


Job Posting End Date

May 15, 2023

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.


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.
  • 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.

(Field(s) of Education marked with an asterisk* are essential)

Certificates and/or Licenses

Not specified.

Relevant Job Experience


Experience working in Human Resources. Knowledge of general HR policies, processes and systems.


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

Good experience in international and local staff administration process, of FTA and TA related rules, knowledge of administration of affiliate workforce (individual contractors, consultants, deployments, UNVs, UNOPS) and knowledge of UNHCR policies are key for this position. The incumbent must possess experience of MIP (Medical Insurance Plan) administration and must be versed in the UNHCR Resource Allocation Framework. Experience in COMPASS, administration of OMT (Other Medical Travel) and MEDEVAC would be an added advantage. As the Sub-Office in Pemba is a non-family duty station with R&R, the incumbent will provide support with the administration of the R&R entitlement as well, thus previous experience regarding administration of R&R entitlement would be an asset.

The incumbent is required to have excellent organizational skills. In addition, the incumbent should possess strong interpersonal and diplomatic skills, coupled with excellent communication, drafting skills, being able to proactively advise the managers and colleagues on HR issues and coach the local HR team. Experience in coaching and supporting the development of local staff capacity would be an asset. Demonstrated flexibility and team-work spirit, as well as excellent spoken and written English are essential.

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 this link:

Nature of Position:

The Associate Human Resources Officer supports the implementation of UNHCR’s People Strategy. 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 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.

There are two UNHCR offices in Angola: the Country Office in Luanda and the Field Office in Dundo with an overall staff of about 48 individuals.

UNHCR Mozambique operation consists of the Country Office in Maputo, the Field Office in Nampula, the Sub-Office in Pemba and the Field Unit in Mueda (Province of Cabo Delgado) reporting to the Sub-Office in Pemba, with an overall staff of about 129 individuals.

The Associate HR Officer will be heading the HR Unit in Mozambique and due to the contextualized nature of this position, the incumbent will also support Angola operation on all HR issues and will also provide HR oversight to both operations. The Associate Human Resources Officer will provide assistance in the areas of operational support, workforce planning, assignments and talent acquisition, organizational cultural changes, HR policy implementation and duty of care for all the offices in the country. The incumbent will directly supervise two (2) HR colleagues in the Country Office in Maputo, and technically supervise one (1) HR colleague in the Sub-Office in Pemba. The incumbent will maintain employee confidence and protect the organization and its workforce by keeping human resources information confidential. Efficient HR services are to be provided in a client-oriented manner.

The incumbent will be in continuous contact with the Division of Human Resources (DHR) both in HQ Geneva, Switzerland, and in Global Service Centre Budapest, Hungary and also with the Regional Bureau in Pretoria, South Africa.

Living and Working Conditions:

Mozambique has a total population of 29 million people and Maputo is its capital city. The total area of Mozambique is 799 380 Km square from North to South. It is tropical hot and humid. The hottest and wettest months are December to February, when the average daily minimum temperatures are around 22 °c and the average daily highs of 30 °c. The rain season is between October and April. Winters (June to August) are mild with the average daily temperature ranging from 13 °C to 24 °C.

Maputo is a B, Family duty-station where the security level is considered low (2).

The security situation in the Southern area is relatively calm, the biggest concern being criminality in the main urban centres of Maputo, Matola, Xai-Xai and Inhambane cities.

Floods occur every two to three years, with higher levels of risk in the southern provinces. Seasonal rains (November to April) and the lack of drainage infrastructure to accommodate stormwater runoff often leads to flash floods.

Traffic accidents are common in Mozambique due to the poor condition of the roads and poor driving and vehicle standards.

The metical is the local currency and exchange rate stands at USD 1 equivalent to about 63.25 meticais (MZN) as per April 2023. There is a wide range of Banks and ATMs to meet financial needs. Credit/debit cards are accepted in most places.

The public healthcare system in Mozambique is basic and limited. Private clinics can be found in Maputo and other larger cities in Mozambique. Mozambique lies in a malaria zone, so the necessary precautions should be taken: Avoiding mosquito bites by using nets, candles and sprays is recommended.

Vaccinations for diphtheria, hepatitis A, tetanus and typhoid are recommended. Tap water in Mozambique is not safe to drink, so bottled or boiled water should be used instead. Communication and transport services are available at various costs. The housing market is healthy but quite expensive, with a wide selection of apartments and houses for rent. Apartments can be rented from US$ 1,000 to US$ 1,500 per month and meals at the restaurant cost between US$ 10 and US$ 30.

Maputo has several open food markets and several large supermarkets that sell food, clothing, and household goods at reasonable prices. There are cinemas, several bars and discotheques for entertainment. Maputo is only two to three hours drive away from Swaziland (Mbabane) and South Africa (Nelspruit).


Additional Qualifications


BA: Business Administration (Required), BA: Human Resource Development (Required), BA: Human Resources Management (Required), BA: Personnel Administration (Required)


Work Experience

Annual Budget OL in Operation/Office, Number of Persons of Concern Served, Number of Workforce in Operation/Work Setting, Workforce to Supervise, Working with Persons of Concern: Asylum Seekers, Working with Persons of Concern: Internally Displaced Persons, Working with Persons of Concern: Refugees


Accountability, 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


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