Tuesday, August 9, 2011


Vacancy Notice No: IOM/084/11
Duty Station: Nairobi, Kenya
Position Title: Finance Assistant I
Classification: G5/1 based on the UN salary scale for employees in Kenya
Duration: 6 months special all inclusive contract

General Functions:
Under the overall supervision of the Resource Management Officer and the National Finance Officer
and under the direct supervision of the Senior Finance Assistant, the incumbent will be responsible
for performing accounting duties such as but not limited to preparation of monthly financial reports
and verification of payments in connection with the financial activities in MRF Nairobi:
Essential Functions:
1. Reviews all payment requests in order to certify correctness and ensures that all appropriate
supporting documents have been provided and the correct project codes and GL codes have
been used.
2. Extracts monthly financial reports of all active projects from the accounting/financial system.
3. Periodically (monthly or as scheduled) reviews all commitments (including open Good receipt
notes) and follows up finalization with relevant units.
4. Assists in preparation of monthly projectization schedules by collecting relevant information and
data from financial reports.
5. Regularly (monthly or as scheduled) collects statistics/reports from Operations and Medical
Departments and assist in the computation of income generated for service fee based projects.


Vacancy Notice No: IOM/085/11
Duty Station: Dadaab, Kenya
Position Title: Migration GIS Mapping Consultant
Duration: 2 weeks

The continued fight in the war-torn country of Somalia and the declared ravaging drought in both
North-Eastern Kenya and Southern Somalia have led to an increased population of refugees entering
Kenya’s North-Eastern Province. According to UNHCR, the migrating population is arriving at the
Dadaab Refugee camps on an average of 1,300 people per day for the last 6 weeks and the
humanitarian agencies are now struggling to cope with the influx of weak mothers carrying severely
malnourished children. The drought in North-Eastern Kenya has also driven communities from as far
as Wajir and Fafi (districts surrounding Dadaab) to the outskirts of Dadaab camps in search of
cheaper access to market products in the camps, water facilities and food. Dadaab host community
has a population of about 148,000 people of whom 60% are in settlements and 40% are mobile
pastoralists not permanently settled in any village.1 The influx of refugees in this world’s largest
refugee camp has adversely affected the host communities, leading to decline in biodiversity, a
shortage of food and an increase in human and livestock health problems, rural-urban migration and
dependency on external support.
The overstretched, limited resources available to the large refugee population are further infringing
to the refugee host communities who are predominantly pastoralists, whom main source of
livelihoods is livestock. The pastoralist host communities are obliged to share their already limited
resources with the incoming refugees. In such cases of massive refugee influx, the host community
more often than not go neglected as the humanitarian response abundantly focuses on the refugee
community, this in turn creating an extremely vulnerable local group as they desperately search for
alternative means to cater for their basic rights.
Given this situation, IOM is responding to the drought effects by improving the livelihood systems of
the pastoralist host communities of Dadaab district. IOM is seeking the services of a consultant to
conduct specialised mapping of human and livestock migration patterns within the district hosting
the Dadaab refugee complex.


Reporting to the Group CEO, the purpose of the role is to oversee the HR function for
five (5) countries and by 2014, the Group intends to grow to fourteen (14) countries.
The role has Responsibility and accountability for the delivery of a world class group
human resources function, with particular emphasis on setting strategic direction in
people management and introducing new, innovative ideas and concepts; and
catalytically interacting as a “change agent” so as to effect continual improvements in all
human resource related matters. As a strategic partner he/she will design HR practices
that will be used to both develop and implement strategic clarity for business success,
while aligning and leveraging human capital with business goals and strategies. The role
will provide direction in all HR aspects including; leadership development,
compensation and benefits, learning and development, talent acquisition and
management, employee relations, performance management and employee relations.

· Develop and implement a HR strategic plan at the Group level that supports the long
term growth and transformation of the group, focusing on competitors’ markets in
order to attract and maintain a highly skilled and engaged workforce.
· Provide strategic support to industrial relations across the region, as such some
knowledge of labour laws across the region would be ideal.
· Cultivate an organizational culture that supports the creation of a multi-cultural
team across the region.
· Leverage the HR function through the standardization, review and implementation
of policies and conditions of service across the region while applying HR practice.
· Develop and leverage internal and external partnerships and networks to maximize
the achievement of business goals.
· Identify and develop a change management strategy for the region.
· Oversee the execution of HR practices, systems, programs, and policies in the region.