HUMAN RESOURCES OFFICER, NOC

ECA's mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 SDGs and Agenda 2063. The mission is guided by ECA's five new strategic directions which are: advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues. This position is in the Strategy & Information Management Unit (SIMU), Human Resources Management Section (HRMS), Administration and Conference Management Division (ACMD), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief of Strategy & Information Management Unit and under the overall guidance of the Chief Human Resources Officer.

Within delegated authority, the Human Resources Officer will be responsible for the following duties: 1. Management of HR Data and Systems. Ensures the integrity, accuracy and consistency of human resources data and systems by: a) Maintaining and regularly updating organizational structure and staffing tables in Umoja and related HR systems; b) Reconciling post management and staffing data in Umoja in coordination with the Budget Unit and other relevant stakeholders; c) Reviewing, validating and processing job requisitions and staffing-related transactions within established timelines; d) Monitoring data quality, identifying discrepancies and initiating corrective actions in coordination with relevant units; e) Ensuring alignment and consistency across HR data sources, including corporate dashboards and reporting platforms. 2. HR Reporting, Analytics and Information Management. Produces and enhances HR reporting and analytics to support decision-making by: a) Preparing, validating and disseminating periodic and ad hoc HR reports in line with established schedules and standards; b) Developing and maintaining dashboards and data visualization tools using Power BI and other reporting tools; c) Analyzing HR data to identify trends, risks and workforce insights, and translating findings into actionable recommendations; d) Managing and optimizing information flows, data repositories and reporting frameworks to ensure accessibility and usability of HR information; e) Continuously improving reporting methodologies and tools to enhance clarity, accessibility and strategic value. 3. Support to HR Strategy, Systems and Process Optimization Supports the implementation and monitoring of HR strategy and information management initiatives by: a) Contributing to the design, development and implementation of HR data solutions, tools and automated workflows; b) Applying structured project management approaches to track progress and deliverables of HR initiatives; c) Collaborating with HR units and stakeholders to streamline processes and improve efficiency through system enhancements and automation; d) Supporting change management efforts related to HR systems, digital tools and reporting frameworks; e) Monitoring progress of initiatives and reporting on milestones, risks and outcomes. 4. Coordination, Compliance and Operational Support to HR Processes. Supports the effective implementation and oversight of HR processes and related operational functions by: a) Coordinating with stakeholders to ensure compliance with HR policies, procedures and data governance standards; b) Monitoring HR workflows, including documentation and records management processes, to ensure timely and accurate execution; c) Identifying process gaps, risks and inefficiencies, and recommending improvements; d) Supporting audit processes and responding to data and documentation-related queries from oversight bodies; e) Contributing to the standardization and documentation of HR processes and practices. f) managing the work of the Umoja Operational Support Desk (OSD) for HRMS. 5. Advisory, Coordination and Cross-functional Support . Provides advisory and coordination support across functional areas by: a) Serving as a focal point for HR data, systems and information management-related queries from clients and stakeholders; b) Providing guidance on data management practices, reporting tools, system functionalities and information handling; c) Supporting internal communication and dissemination of HR-related information, reports and updates; d) Supporting coordination and continuity of unit activities, including representing the unit in meetings as required; e) Assisting in the preparation of briefing materials, presentations and documentation; f) Collaborate with ODU in the design and deployment of training solutions relation to IM, data, HR applications that are developed both internally and externally. g) Performing other related duties as required