Job Description

Please note that this vacancy is only open to eligible staff members who have been individually notified of their eligibility to apply for positions advertised in the Accelerated Posting Compendium.

June 12, 2026

C

Family

PR2

Professional

Reason

Regular > Regular Assignment

2026-05-26

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 People Management (DPM) 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 forcibly displaced and stateless persons. 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 People Management (DPM). 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.

Essential Attributes:
• Substantial experience in Human Resources Management, particularly in high-security or complex operational contexts.
• S/He should demonstrate expertise in HR operations, talent acquisition, and workforce support, with a proven ability to design and implement initiatives that promote organizational culture change, gender equality, diversity, and inclusion.
• The incumbent should have solid knowledge of UN HR policies, as well as experience in HR data analysis for reporting and gender parity monitoring.
• S/he will also be expected to guide staff on UNHCR learning programmes and activities, contribute to building workforce competencies, promote a healthy, safe, and respectful working environment, and strengthen national staff capacity. The candidate should be proactive and adopt a strong customer-oriented mindset.
• Prior experience in personnel administration in complex settings, including training and development, recruitment and selection, benefits management, workforce planning, and HR information management.
• Knowledge of HR tools, including COMPASS and the Resource Allocation Framework (in relation to HR matters), is essential. S/he should have an excellent understanding of HR policies, as well as practical experience with WORKDAY and COMPASS.
• Prior international exposure and strong supervisory skills are required to effectively manage staff under his/her responsibility.
• Fluency in French and English are essential.

Desirable Attributes:
• The candidate should be willing and able to undertake field missions as required, demonstrating flexibility and adaptability to work in diverse and challenging environments.
• The incumbent is expected to be an excellent team player with a high level of maturity, capable of resolving complex issues related to the administration of staff entitlements and benefits.
• A strong sense of initiative, leadership, and team-building skills are essential.
• A proven track record of strong interpersonal skills and team spirit is essential. The incumbent must demonstrate creativity in addressing challenges in demanding emergency contexts and be results-oriented.

French

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Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit this link:

https://wwwnc.cdc.gov/travel

Nature of Position:

The Democratic Republic of the Congo (DRC) hosts one of the largest and most complex displacement situations globally and remains among UNHCR’s largest operations in Africa. The country continues to face overlapping humanitarian crises driven by protracted armed conflict, intercommunal violence, disease outbreaks, natural disasters and chronic development challenges. These dynamics continue to generate large-scale displacement while simultaneously affecting refugee-hosting and return environments.

As of early 2026, the DRC hosts approximately 6.5 million internally displaced persons (IDPs), alongside over 600,000 refugees and asylum-seekers originating from neighboring countries (Central African Republic (CAR), Rwanda, South Sudan, and Burundi) and returning Congolese populations. Population movements remain highly fluid, particularly in Eastern DRC where deteriorating security conditions associated with AFC/M23 dynamics and the activities of multiple armed groups continue to generate recurrent displacement and increasing humanitarian needs.

The operation is currently undergoing substantial institutional transformation following major funding reductions and operational restructuring. Between 2025 and 2026, staffing levels reduced significantly, office structures were streamlined and substantial resource prioritization measures were implemented. While these adjustments enabled increased prioritization of programme delivery resources, they also significantly increased pressure on support functions and operational oversight systems.

The DRC operation currently maintains a presence through one Representation Office, two Sub-Offices, two Field Offices and five Field Units and supports one of UNHCR’s largest populations of concern globally. Each sub-office faces unique challenges and opportunities, including issues with seasonal accessibility, limited infrastructure, insecurity, remoteness from Kinshasa the Capital City, and access to international borders. The operational environment remains characterized by insecurity and access constraints.

As the lead of the Protection Cluster, UNHCR plays a crucial role in supporting the DRC government’s implementation of a durable solutions strategy to address the country’s prolonged displacement crisis.

The DRC operation is vast and complex, with numerous high‑risk and intricate personnel administration cases that require substantial time, thorough research, and consistent follow‑up. In addition, the Human Resources Unit is currently facing significant workload pressures, including ongoing recruitment processes, handling P‑35 cases for separated staff, staff medical reimbursement backlog and addressing various personnel administration tasks.

Given the high volume of HR activities, particularly recruitment for newly created positions following the October 2025 and December 2025 restructuring exercises, contract management, staff support, personnel administration, and the recruitment and administration of staff funded under Mastercard, U.S. Government contributions, as well as upcoming hires to support the humanitarian funds, continuity in HR technical support is essential to maintaining efficient service delivery.

The Associate Human Resources Officer reports to the HR Officer and supports the HR Team of 5 staff, ensuring appropriate overall staffing and other HR related inputs to the operational requirements are timely, accurate, and effective. This entails, among others, continuous efforts to ensure an optimum resource allocation and personnel management. The Associate Human Resources Officer is a key member of the HR Team with an important role in the strategic workforce planning and HR administration in the whole country. As the alternate Ex Officio to the Local Assignment Committee, the incumbent will oversee local recruitments in the entire country. The incumbent will work closely with the HR Officer in the overall efforts to ensure the HR strategies align with overall operational strategic priorities by maintaining a strong emphasis on staff health and wellbeing in a highly challenging work environment. The Associate HR Officer will also back up the HR Officer during absences on leave and other missions. Within the division of work in the team, the Associate HR Officer supervises 3 national staff. Aside from building staff capacity, the Assoc HR Officer will be expected to coordinate and communicate with staff to provide the needed advice and guidance on policy issues.

Living and Working Conditions:

Kinshasa is currently a security level 2 duty station. The security situation in Kinshasa is relatively calm. The security related threats staff may face in Kinshasa are mainly from crime and civil unrest. Criminality is prevalent in Kinshasa, including Gombe commune in the city Centre. Criminality activities include street and house robbery, vehicle-related crimes such as break-ins. UN personnel are not specifically targeted, but criminals focus attacks on those perceived to have money and valuables. Identified crime actors are street children locally called Shegués, organized gangs and unemployed youth called Kulunas, and sometimes uncontrolled elements of the national security forces. Of special concern are armed robberies committed by criminals posing as policemen who target foreigners walking alone. These criminals present what looks like a legitimate ID card of the security forces, get the victim inside a vehicle and rob them of valuables before letting them go. UN personnel must also be aware of the danger from driving in Kinshasa. Road traffic accidents are the most common security incident for the UN in Kinshasa.

Kinshasa serves as the Representation Office and strategic coordination hub for the DRC operation. It is a large and dynamic metropolitan city offering comparatively better infrastructure and services than many other locations within the country. International schools, private health facilities, banking services and telecommunications infrastructure are available. Kinshasa also offers relatively good international connectivity and access to commercial services.

However, living costs in Kinshasa remain comparatively high, particularly regarding accommodation, transportation, schooling and imported goods. Traffic congestion can significantly affect mobility and infrastructure limitations may periodically result in interruptions to electricity, water and communication services.

While security conditions in Kinshasa remain relatively stable compared with Eastern DRC, staff are expected to maintain heightened security awareness and comply with all security procedures.

UN international personnel in Kinshasa are only allowed to reside within an established Residential Security Perimeter in which accommodation is expensive, but available. Ensuring housing has a regular supply of electricity (through a generator) and water is critical when identifying a place to live as these services are not consistently supplied through the city. A variety of restaurants and supermarkets are available, but consumer items are generally very expensive (as everything is imported). International schools are available in both French and English at primary and secondary level.

The unit of currency is the Congolese Franc, but the US dollar is the other preferred currency. Credit cards are usually accepted in major hotels, restaurants, and supermarkets in Kinshasa.

In addition to French, there are four major spoken languages in DRC, namely Lingala, Kikongo, Tshiluba and Swahili; French and Lingala are the most widely spoken in Kinshasa.

Additional Qualifications

Skills

Bachelor of Arts: Business Administration, Bachelor of Arts: Human Resource Development, Bachelor of Arts: Human Resources Management, Bachelor of Arts: Personnel Administration

Certifications

Competencies

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

https://icsc.un.org/Home/SalaryScales

Compendium

Accelerated Posting Compendium 2026 - Part B

Additional Information

This position doesn't require a functional clearance