Chief (Filled from Roster)

Contract

This is a P-4 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 7 years of experience, depending on education.

Salary

The salary for this job should be between 90,970 USD and 117,287 USD.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

Org. Setting and Reporting The position is located in the Planning, Contracting and Reporting Unit (PCRU), Staffing, Diversity and Outreach Section (SDOS), Human Resources Management Service (HRMS), Division for Management (DM) of the United Nations Office on Drugs and Crime (UNODC) and the United Nations Office at Vienna (UNOV), in Vienna. The incumbent reports directly to the Deputy Chief of HRMS and Chief of the Staffing, Diversity and Outreach Section (SDOS).

Responsibilities Within limits of delegated authority, the Chief of PCRU provides advice and support to the Deputy Chief of HRMS/Chief of SDOS and to the Chief, HRMS on human resources related matters, in particular, with respect to workforce planning, organizational design, job evaluation, HR analytics as well as the engagement and administration of consultants and individual contractors at headquarters Vienna and field offices. The Chief of PCRU will be responsible for the following specific duties:

• Act as focal point for workforce planning by providing guidance and supporting management processes that involve alignment of existing as well as future staffing structures, to address the anticipated needs of UNOV/UNODC’s mandates.

• Provide administrative guidance, advice, support and oversight in human resources matters to Field Representatives and administrative personnel in field offices. Establish and ensure regular reporting on various HR related issues. Review HR related policies relevant to field office conditions.

• Work closely with managers at Vienna headquarters and field offices as well as project teams and provide value added service in organizational design, advise on designing the ideal structure and optimal workforce distribution in line with their operational and strategic plans (including job (re-)classification, re-profiling of individual roles and workforce planning), thus ensuring an optimal staffing balance and an optimal mix of staffing modalities.

• Liaise with the Talent Development Team on identified skills gaps.

• Supervise the organizational design and job evaluation team, responsible for the following specific activities and functions: o Review, analyse, evaluate and classify duties, responsibilities, and authority level of all jobs in the Professional-, National Officers - and General Service categories. o Revise and clear UNODC programme/project documents by reviewing and advising on project management structures of respective programmes/projects as submitted by substantive offices; by reviewing and validating composition of project teams (validating staffing tables); by reviewing and advising on job profiles, terms of reference and individual roles, and by ensuring consistency in and applicability of organizational structures and settings, working and reporting relationships. o Maintain and monitor job networks (job codes, families and networks) of UNOV/UNODC. o Design and keep a global and comprehensive overview of organizational charts to illustrate the respective structures and reporting lines. o Serve as HR focal point for organizational management (OM) in Umoja in close cooperation with the OM Team in FRMS.

• Supervise the team responsible for the engagement of contractors and in charge of the following specific activities and functions: o Provide HR guidance to UNOV/UNOC headquarters and field offices regarding the engagement of non-staff personnel, including Consultants, Individual Contractors, United Nations Volunteers and Experts on a Non-Reimbursable Loan. o Analyse and review Terms of Reference (TOR) for non-staff personnel in Vienna headquarters and field offices, authorize job postings, verify eligibility of recommended candidates and review correctness of submitted documentation. o Review and approve relevant records in different systems, provide administrative support and process travel and expense report requests for non-staff personnel in Vienna headquarters and field offices. o Issue, amend, extend and liquidate non-staff personnel contracts and ensure information is captured homogeneously and correctly in various systems. o Advise on fee levels and verify non-staff personnel evaluations prior to payment approval. o Enhance the processing of non-staff personnel through the provision of periodic and ad-hoc trainings to clients including Hiring Managers and HR Focal Points on the end to end engagement process. o Advise and liaise with field office counterparts to process fund commitments for UNODC local personnel administered by but not limited to UNDP, the United Nations Interregional Crime and Justice Research Institute (UNICRI), UNV and other UN entities. o Engage on an ongoing basis with HR UNV and contribute to the implementation of the Action Plan. o Build and maintain effective cooperation with implementing partners, such as UNDP, and provide advice, advocate and support the assignment of UNV.

• Oversee the preparation of HR statistics and strategic reports and respond to ad hoc requests on statistics by the Executive Director's office, Permanent Missions, Vienna Based Organizations (VBOs), auditors and UNOV/UNODC offices.

• Act as audit focal point for HRMS and coordinate audit responses.

• Perform other work-related duties as may be required.

  Competencies Professionalism: Demonstrates in-depth technical knowledge of all aspects of human resources management. Has proven analytical skills. Has knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Is able to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Managerial Competencies:

Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

Education An advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related field is required. A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience A minimum of seven years of progressively responsible professional experience in human resources management, including several years in an organization of the UN common system or a similar international organization, is required.

Experience in job classification including experience with the application of job classification standards is required.

Experience with SAP or similar ERP system (e.g. Umoja), preferably in an HR Partner role, is desirable.

Experience in the preparation of job descriptions or organizational design is desirable.

Experience with reporting and engagement of non-staff personnel is desirable.

Experience with Human resources experience in the field or a field-based operation is desirable.

Languages English and French are the working languages of the United Nations Secretariat. Fluency in English is required. Knowledge of another official United Nations language is an advantage.

Assessment Evaluation of qualified candidates may include an assessment exercise and a competency-based interview.

Special Notice This is an extra-budgetray post. Filling of this position is subject to funding availability and the initial appointment will be for a period of one year. Extension of the appointment is subject to extension of the mandate and/or the availability of funds.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

Vienna is classified as a H and family duty station.

United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.