Chief, Human Resources Management

Contract

This is a D-1 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 15 years of experience, depending on education.

Salary

The salary for this job should be between 128,707 USD and 162,415 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 This post is located in the Human Resources Management Service (HRMS) of the Division for Management (DM) of the United Nations Office at Vienna (UNOV) and the United Nations Office on Drugs and Crime (UNODC), in Vienna. The incumbent reports to the Director, Division for Management (DM), United Nations Office at Vienna (UNOV) and United Nations Office on Drugs and Crime (UNODC).

For more information on UNOV and UNODC, please visit www.unov.org and www.unodc.org

Responsibilities Within delegated authority and under the general direction of the Director, Division for Management, the incumbent is responsible for the overall management and development of the workforce of UNOV/UNODC as the Offices' principal leader including on talent management and other human resources matters. HRMS also provides human resources support to other UN Secretariat offices in Vienna, as well as to the United Nations Interregional Crime and Justice Research Institute (UNICRI) in Turin.

S/he provides the strategic vision and plays the primary role in ensuring that UNOV and UNODC have the human resources capacities they need to deliver their mandates within their allocated budgets, both in Vienna and in UNODC field locations. The incumbent is responsible for the following specific tasks:

• Advise senior management of UNOV/UNODC on strategies to secure, develop and motivate human talent across the range of specialized occupations critical to the delivery of the Organization’s mandates; direct the delivery of comprehensive human resources management services from workforce and succession planning, talent acquisition through learning and career development and effective performance management, entitlements and benefits administration to separation.

• Foster, facilitate and lead organizational change and development providing effective human resources expertise and change strategies.

• Lead, supervise and carry out the work programme of the Service, comprising of four work areas, i.e.: policy and administration of justice including conduct and discipline, strategic staffing including workforce planning and reporting, entitlement and benefits administration as well as learning and coaching; and ensure that comprehensive objectives and work plans are established and met, resources are efficiently utilized and correct work procedures are followed; lead and supervise reform initiatives being undertaken; ensure that outputs prepared by the Service are timely, maintain high-quality standards and comply with relevant mandates; prepare and report on budget/programme performance, evaluate, manage, guide and train staff under his/her supervision; foster teamwork and communication among staff within and across organizational boundaries; promote client orientation of staff in the Service;

• Participate in meetings of senior management and advise on human resources management issues under discussion; counsel managers on consequences of supervisory decisions; counsel staff at large on career opportunities; foster development of managerial competencies among supervisors in the offices.

• Advise senior officials on policy issues and human resources management matters; determine the implementation and consistent application of policies, established rules and instructions; monitor and evaluate effectiveness and recommend changes; organize and manage the assigned resources to provide timely and effective services to managers and staff at Vienna and in field offices; within the authority delegated to UNOV/UNODC, approve exceptions and take discretionary decisions; participate in and facilitate staff-management dialogue.

• Advise on UNOV/UNODC positions and concerns at consultative meetings of the United Nations Secretariat bodies, and in dialogue with Vienna-based international organizations and appropriate staff-management bodies.

• Ensure the provision of critical business intelligence to senior management on overall workforce trends and emerging issues to proactively anticipate, plan and meet workforce needs; analyse reports and recommendations of the oversight bodies, and organize timely implementation of such recommendations.

• Provide policy clarification, advice and statistical information to Member States, including in governing bodies and bilateral meetings.

• Liaise with Chiefs of Human Resources Services of Vienna-based Organizations and of various United Nations agencies, funds and programmes which provide administrative support to UNOV/UNODC personnel in the field, as appropriate, on issues of common concern; negotiate and resolve human resources matters related to common system issues applicable and relevant to the duty station.

• Participate in the policy development activities organized by the United Nations Headquarters; organize analysis and input in draft policy documents; ensure that local human resources policies and practices are implemented locally in a timely manner.

• Ensure efficient and effective support to managers in the context of the system of the administration of justice, promote information resolution of conflicts, facilitate timely submission of inputs to the informal and formal justice system (Management Evaluation Unit, United Nations Dispute Tribunal, United Nations Appeals Tribunal), as may be required.

• Perform other work related duties, as required.

  Competencies Professionalism: Has excellent understanding of all aspects of human resource management, including policy, staffing, administration of benefits and entitlement and career development. In-depth understanding of United Nations staff regulations and rules, human resource policies and guidelines, and ability to apply them in work situations. Has proven conceptual, analytical and communication skills. Has ability to identify key strategic issues, opportunities and risks. Demonstrates proven efficiency to meet commitments, observe deadlines and achieve results. Has high degree of motivation and past experience that incorporates initiative and creative thinking. Keeps abreast of new developments in the human resources area and seeks to develop him/her professionally. Has ability to apply judgment in the context of assignments given, plan own work and manage conflicting priorities. 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

Planning and Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

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.

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.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education An advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, finance, accounting, law, social sciences or related area 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 fifteen years of progressively responsible professional experience, most of which at the international level, in human resources management or related administrative area is required.

Several years of direct experience in the areas of human resources management, such as administration, staffing and training is required.

Proven experience in promoting change management, adapting to a new HR policy framework and providing its interpretation within delegated authority is required.

Several years of experience in a United Nations common system organization or similar international organization is desirable.

Experience in the field, or direct working experience with field-based operations, is desirable.

Experience in analysing statistical data and identifying trends in the context of reaching mandated goals is desirable.

Documented experience with conflict resolution and disciplinary matter, review of administrative decisions and audits is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For this position, fluency in English is required. Fluency in another United Nations official language is an advantage.

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

Special Notice This is a geographical 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.

For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 August 2021, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Congo, Cuba, Democratic People's Republic of Korea, Djibouti, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Haiti, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Namibia, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, Somalia, South Sudan, Suriname, Timor-Leste, Tonga, Turkey, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.

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.