Georgina DAKICHE

• Facilitated recruitment processes, ensuring alignment with organizational goals and cultural fit.
• Managed employee relations issues, fostering a positive workplace environment and resolving conflicts effectively.
• Streamlined onboarding procedures, enhancing new hire integration and retention rates.
• Developed training materials and conducted workshops to enhance staff skills and knowledge.
• Analyzed HR metrics to identify trends, supporting data-driven decision-making in talent management.
• Collaborated with cross-functional teams to implement diversity and inclusion initiatives across the organization.
• Enhanced employee satisfaction by implementing streamlined HR policies and procedures without compromising organizational Rules and Regulations.
• Led performance evaluation processes, guiding managers in providing constructive feedback for employee development.
• Oversaw HR audits to ensure data accuracy and payroll records and benefits enrollments. Information is included in overall organizational audits.
• Provided support during organizational restructuring efforts, minimizing disruptions to daily operations while ensuring fair treatment of affected employees.
• Streamlined recruitment processes, expediting the hiring of qualified candidates.
• Collaborated with department managers to identify staffing needs and create strategic recruiting plans.
• Promoted a a culture of continuous improvement, encouraging staff to share innovative ideas for organizational growth.
• Analyzed job roles and responsibilities to ensure alignment with organizational goals and employee capabilities.
• Developed and maintained up-to-date an up-to-date database of employee records, ensuring compliance with organizational requirements and facilitating record keeping and audit needs.
• Advocated for staff members, helping to identify and resolve conflicts.
• Collaborated with managers to identify and address employee relations issues.
• Improved organizational filing systems for confidential employee records, resulting in improved accessibility and efficiency.
• Support Managers with performance for realistic and productive feedback.
• Oversaw the development and implementation of onboarding and orientation programs for new employees.

• Managed benefits administration for company-wide staff, ensuring timely processing and accurate recordkeeping.
• Reviewed and updated HR policies to ensure compliance with regulations and best practices.
• Conducted routine HR audits to ensure data accuracy in personnel files, payroll records, and benefit enrollments.
• Maintained personnel records and statistical data to establish accuracy and compliance with applicable regulations.
• Supported Managers in resolving issues related to employee attendance and performance in accordance with company policies and procedures.
• Oversaw the consistent implementation of HR policies in BERA, HDRO, IEO, OAI, Ombudsman’s Office, Ethics Office and UNCDF.
• Provided support to BERA during its organizational restructuring efforts, minimizing disruptions to daily operations while ensuring fair treatment of affected employees.
• Developed and implemented a communication strategy suitable to the process.
• Advisory role to UNCDF HR due to the implementation of mobility and continuous support upon request.
• Additional policy review and input to align HR policies to new circumstances due to COVID-19.
• Developed and maintained up-to-date an up-to-date database of employee records, ensuring compliance with legal requirements.
• Oversaw the recruitment processes for the bureaus under my portfolio for efficiency, reducing average hiring times significantly.
• Analyzed HR metrics to identify trends, supporting data-driven decision-making in talent management.
• Advisory role for performance evaluation processes, guiding managers in providing constructive feedback for employee development.
• Analyzed job roles and responsibilities to ensure alignment with organizational goals and employee capabilities.
• Collaborated with managers to identify and address employee relations issues.
• Advocated for staff members, helping to identify and resolve conflicts.

• Oversaw the accurate and consistent interpretation and implementation of the Staff Rules and Regulations specifically the HR policies in the Regional Bureau for Africa (RBA) with close interaction with the Country office management and the HR practitioners in my portfolio comprising of 23 French speaking country offices and 3 units in HQ/NY
• - Oversee the entire region, 46 country offices, in the absence of my counterpart in charge of the portfolio of English-speaking country offices
• - Officer-in-Charge in the absence of the HR Business Partner for RBA
• - Contribute to the development of new policies and revision of existing policies for streamlining and ease of implementation
• - Lead and coordinate recruitment project from vacancy announcement through written assessment, interview and submission of the case to the Compliance Review Board
• - Provide sound and authoritative HR advisory services to country offices resulting in effective partnership and trust with clients which is conducive of productive work environment
• - Provide analysis on workforce data to RBA senior management including gender and nationality. In doing so, facilitating informed decision making on workforce succession planning of the senior management in the country offices (Resident Representatives, Deputy Resident Representatives, staffing in the liaison office in Senegal and high-level positions funded by RBA/HQ)
• - Manage effectively and efficiently ad hoc major HR projects for RBA such as the Realignment of the Senior Economists (reduction in force of 46 Senior Economists which entails coordination of the selection process and redeployment of the selected candidates in the region), Recruitment of workforce for the project for the Fight against Ebola virus (major undertaking which required new partnership with clients including UN Secretariat and Medical Service Division in order to reach the objectives to the satisfaction of RBA Senior Management); guidance and support to evacuation of staff in Democratic Republic of Congo, Cote d’Ivoire, Burundi and Central African Republic
• - Coordinate centralized recruitments for RBA ensuring the process follows fairness, transparency and competitiveness while assuring gender equality is taking into consideration and meet corporate gender equality initiative
• - Revise and amend accordingly job descriptions based on classification guidance and as per the Bureau business needs in order to submit a suitable job description for the classification and the remaining recruitment process
• - Develop innovative solution to unusual HR issues from recruitment to life events and separation without compromising the integrity of HR policies. Liaise with Legal Support Office (LSO) when required and provide support to LSO when needed
• - Provide policy guidance to the country offices in recruitment of local and international staff and also troubleshoot issues raised by the Compliance Review Bodies (CRB and CRP)
• - Provide guidance on determination of benefits and entitlements to HR practitioners in the region and provide clarification to new recruits on entitlements and benefits if required
• - Oversee the performance of HR practitioners in the region and develop informal database of HR practitioners in order to respond promptly to request of temporary deployment by other country offices
• - Prepared and delivered HR material in workshops (Kenya, Senegal, Democratic Republic of Congo, Tanzania, South Africa and Togo)
• - Reviewed all documents translated into French for quality insurance and co-led the workshop for the French speaking country offices in Tanzania
• - Identify learning needs of HR practitioners in the region, designed the appropriate course and conducted training via webinar in order to build the capacity of the HR practitioners and to improve the accurate and consistent implementation of HR policies and decrease claims in the region
• - Review and contribute to the write up of 'Rational for Change' for countries offices for submission to RBA/HQ for approval. Revision also include analysis of old and new office structure and job descriptions in order to provide a wholistic comments on the HR section of the ‘Rational for Change”
• - Coordinate and provide HR policy guidance and strategic support to the implementation of change management in country offices namely in Burkina Faso, Burundi, Chad, Côte d'Ivoire, Gabon, Niger, Guinea-Bissau, Congo, Democratic Republic of Congo, Rwanda and Afghanistan. Undertook mission to some of the country offices for the implementation of their change management developing Standard Operation Procedure (SOP) in French when necessary for a better understanding of affected staff member
• - Provide career counseling to staff in my portfolio and beyond especially in the context of change management allowing affected staff to make informed decision
• - Daily troubleshooting on policy matters in country offices in my portfolio which is a hands-on training for the HR practitioners.
• - Was a member of OHR outreach team
• Oversee the accurate and consistent interpretation and implementation of the Staff Rules and Regulations specifically the HR policies in the Regional Bureau for Africa (RBA) with close interaction with the country office management and the HR practitioners in my portfolio comprising of 23 French speaking country offices and 3 units in HQ/NY
• - Oversee the entire region, 46 country offices, in the absence of my counterpart in charge of the portfolio of English-speaking country offices
• - Officer-in-Charge in the absence of the HR Business Partner for RBA
• - Contribute to the development of new policies and revision of existing policies for streamlining and ease of implementation
• - Lead and coordinate recruitment project from vacancy announcement through written assessment, interview and submission of the case to the Compliance Review Board
• - Provide sound and authoritative HR advisory services to country offices resulting in effective partnership and trust with clients which is conducive of productive work environment
• - Provide analysis on workforce data to RBA senior management including gender and nationality. In doing so, facilitating informed decision making on workforce succession planning of the senior management in the country offices (Resident Representatives, Deputy Resident Representatives, staffing in the liaison office in Senegal and high-level positions funded by RBA/HQ)
• - Manage effectively and efficiently ad hoc major HR projects for RBA such as the Realignment of the Senior Economists (reduction in force of 46 Senior Economists which entails coordination of the selection process and redeployment of the selected candidates in the region), Recruitment of workforce for the project for the Fight against Ebola virus (major undertaking which required new partnership with clients including UN Secretariat and Medical Service Division in order to reach the objectives to the satisfaction of RBA Senior Management); guidance and support to evacuation of staff in Democratic Republic of Congo, Cote d’Ivoire, Burundi and Central African Republic
• - Coordinate centralized recruitments for RBA ensuring the process follows fairness, transparency and competitiveness while assuring gender equality is taking into consideration and meet corporate gender equality initiative
• - Revise and amend accordingly job descriptions based on classification guidance and as per the Bureau business needs in order to submit a suitable job description for the classification and the remaining recruitment process
• - Develop innovative solution to unusual HR issues from recruitment to life events and separation without compromising the integrity of HR policies. Liaise with Legal Support Office (LSO) when required and provide support to LSO when needed
• - Provide policy guidance to the country offices in recruitment of local and international staff and also troubleshoot issues raised by the Compliance Review Bodies (CRB and CRP)
• - Provide guidance on determination of benefits and entitlements to HR practitioners in the region and provide clarification to new recruits on entitlements and benefits if required
• - Oversee the performance of HR practitioners in the region and develop informal database of HR practitioners in order to respond promptly to request of temporary deployment by other country offices
• - Prepared and delivered HR material in workshops (Kenya, Senegal, Democratic Republic of Congo, Tanzania, South Africa and Togo)
• - Reviewed all documents translated into French for quality insurance and co-led the workshop for the French speaking country offices in Tanzania
• - Identify learning needs of HR practitioners in the region, designed the appropriate course and conducted training via webinar in order to build the capacity of the HR practitioners and to improve the accurate and consistent implementation of HR policies and decrease claims in the region
• - Review and contribute to the write up of 'Rational for Change' for countries offices for submission to RBA/HQ for approval. Revision also include analysis of old and new office structure and job descriptions in order to provide a wholistic comments on the HR section of the ‘Rational for Change”
• - Coordinate and provide HR policy guidance and strategic support to the implementation of change management in country offices namely in Burkina Faso, Burundi, Chad, Cote d'Ivoire, Gabon, Niger, Guinea Bissau, Congo, Democratic Republic of Congo, Rwanda and Afghanistan. Undertook mission to some of the country offices for the implementation of their change management developing Standard Operation Procedure (SOP) in French when necessary for a better understanding of affected staff member
• - Provide career counseling to staff in my portfolio and beyond especially in the context of change management allowing affected staff to make informed decision
• - Daily trouble shooting on policy matters in country offices in my portfolio which is a hands-on training for the HR practitioners.
• - Was a member of OHR outreach team

• Administered employee leave requests in accordance with UN Rules and Regulations while providing necessary accommodations for staff members.
• Administered employee leave requests in accordance with FMLA guidelines, maintaining compliance with regulations while providing necessary accommodations for staff members.
• Fielded employee inquiries related to insurance, pension plan, vacation, sick leave and employee assistance.
• Led the recruitment strategy and administration of international and national workforce for the elections projects and provided HR advisory services to the HR team at the Country Office level at large.
• -Provided HR services as 'one stop shop' to the elections projects
• -Provided support to the managers (projects managers and country office management) with succession planning, talent management and performance management. The size of the country office and project personnel provide a setting for these exercises
• - Redefined the HR team in recruiting new members, trained the team and as a result built a strong team.
• -Assessed impact of changes in HR strategies and policies and made recommendations on implementation of the elections projects responding to the business demands of the elections projects without compromising the integrity of the HR policies and regulations
• - Developed a recruitment strategy to improve gender representation in the country office. As a result the ratio of female staff increased from 23 to 35%
• - Developed a recruitment plan and monitoring tools much appreciated by the clients which allowed receiving units to be informed on the recruitment and deployment status of their staff. This improved activities planning and reporting to partners.
• - Reviewed evaluation form for SSA contract and developed an enhanced version aligned with UNDP rating in order to easily enroll in the country office’s roster approximately 200 individuals who have served with the elections projects (elections securization and elections support projects). The use of the roster cut in half the recruitment time and foreshortened the deployment time of consultants.
• - Redesigned a new interview report based on competencies pertaining to the job requirements which allowed panel members to better assess candidate’s suitability
• -Advocated and successfully retained 30 consultants beyond standard period of employment in order to ensure continuity of the activities of the elections projects (Project d'Appui au Processus Electoral au Congo and Projet de la Securisation des Elections au Congo).
• - Resolved day-to-day issues and acted as an interface between HQ HR practitioners (NY and Copenhagen) and the country office in order to remove bottlenecks on various HR issues (recruitment, entitlement, life event and any other HR policies)
• - As a member of the learning committee, assisted staff with their learning plan and the effective use of their learning time
• - Contributed to the resource mobilisation in the country office through consistent cost recovery
• - Produced weekly report on workforce and recruitment status for management review and updated organization chart accordingly
• - Played the role of global payroll administrator

Alpha Epsilon Lambda Awards

Individual Counseling/Human Resources Management