CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT

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UNIFIL - United Nations Interim Force in Lebanon

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Application deadline 2 years ago: Wednesday 21 Apr 2021 at 23:59 UTC

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Contract

This is a P-5 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 10 years of experience, depending on education.

Salary

The salary for this job should be between 110,869 USD and 138,944 USD.

Salary for a P-5 contract in Naqoura

The international rate of 110,869 USD, with an additional 0% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

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Org. Setting and Reporting This position is located in the United Nations Interim Force in Lebanon (UNIFIL). The Chief Human Resources Officer (CHRO) is responsible for a fully integrated and regulatory compliant Human Resources Section (HRS). The CHRO reports directly to the Chief, Operations Resource Management (CORM) and interfaces regarding cross-cutting Human Resources issues between the CORM and the Director of Mission Support (DMS), with a key proactive role in maintaining communications, providing advisory services, and facilitating collaborative problem resolution.

Responsibilities Within delegated authority, the Chief Human Resources Officer will be responsible for the following duties:

Strategic Planning: - Provides strategic advice to the Mission's leadership team and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HRS and the mission's strategy are aligned and responsive to evolving changes in mandate and phase, operational priorities and budgetary imperatives. - Advises Director of Mission Support ( DMS) and the Head of Mission on workforce planning, including implementation of succession planning and forecasting of human resources requirements during draw down, and retrenchment of staff and working with individual staff to advise them on potential future placements within UN field operations and beyond. - Responsible for conducting systematic assessment of the workforce per function, identifying the gap and determining what actions to be taken to respond to the needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates.

Budget Process: - Participates substantively in the entire budget development process and provides advice to the Mission Leadership Team on the human resources requirements, staffing table and organizational structure of all sections based on guidelines on budget review. - Oversees the expenditures related to staffing to ensure they are within the budgeted staffing cost. - Supervises the Post Management functions and ensures that the hiring manager are advised on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management.

Recruitment and staff selection: - Ensures the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs on the staff selection process and ensuring compliance and required level of skill to conduct and document competency-based interviews for position specific job openings, if required. - Manages recruitment and selection related process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, geographic diversity, as well as enhancing the management and staff awareness of these policies.

Human Resources Management Advisory and Monitoring: - Acts as the primary conduit between Mission Leadership Team and staff regarding all human resources issues through developing close and substantive ties with Senior Management across the Mission spectrum. - Provides direction and advice on interpretation and application of policies, staff regulations and rules. - Serves as primary interface regarding cross-cutting HR issues between the Head of Mission and DMSPC and DOS with a key proactive role of open communications, advisory services, and collaborative problem resolution.

Performance Management: - Ensures compliance with the UN staff performance management system in its implementation and compliance and providing guidance/support to mission components on standards for the development of service, section, unit and individual work plans. - Ensures full compliance of ePerformance and provides input to the establishment of Rebuttal Panel and acts as facilitator and ex-officio member. - Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.

Staff Development: - Advises on training opportunities for HR staff as well as staff in general, giving particular attention to developing and implementing career development paths for national staff members. - Provides regular information on global vacancies and opportunities for the generic rostering system.

Capacity Building: - Continuously assesses the skill, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems ( Inspira, UMOJA etc.).

Administration of Justice: - In coordination with interested parties such as the Staff Association(s) and the mission's Conduct and Discipline component, DMS, CORM, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. - In consultation with DOS, coordinates the mission's responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implements decisions applicable to the mission.

Staff and Management Relations: - Develops an "open door" dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively) to discuss HR matters and related staff issues; - Organizes, as necessary, general or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives.

Coordination with Operations of UN Country Team - Maintains open communication with UN Country Team for efficient coordination in conducting national staff salary surveys, DSA/cost of living surveys, and establishing common policies on other in-country entitlements for staff.

Communication: - Develops and implements a communication strategy. This include regular updates through town halls, meetings with program managers and informal meetings with staff at all levels to clarify and communicate policy and staff administration issues.

Emergency preparedness and crisis management: - In consultation with the DMS, the Mission's Chief Security Advisor, Staff Counsellor and Welfare Officers, works on the Mission's response to crisis incidents with focus on anticipating, planning and implementing the overall HR response in coordination with the Department of Operational Support, the UNCT or other missions or offices as appropriate. The CHRO is involved in the three phases: a) emergency preparedness b) crisis response and c) the long- term follow-up to the needs of affected staff members.

Change Management plan: •Develops a set of actionable and targeted change management plans, including based on all available information. •Checks assumptions against facts-Determines that the actions proposed will satisfy the expressed and underlying needs for the decision. •Makes tough decisions when necessary.

Carries out Certifying Officer responsibilities, as required.

Competencies Professionalism: Knowledge of human resources policies, practices, procedures, and tools and ability to apply them in an organizational setting. Ability to identify issues, analyse and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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 and for counselling mission leadership and hiring managers on how to bridge the gender gap in UNIFIL recruitment process.

Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify, and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.

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 service.es to clients.

Building Trust: Provides an environment in which others can talk and act without fear of repercussion. Manages in a deliberate and predictable way-Operates with transparency; has no hidden agenda. Places confidence in colleagues, staff members and clients. Gives proper credit to others. Follows through on agreed upon actions. Treats sensitive or confidential information appropriately.

Judgment/ 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 that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.

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

Work Experience A minimum of ten (10) years of progressively responsible experience in human resources management, administrative services, management and analysis or related area is required. Practical experience with the planning and delivery of human resources services in complex, volatile and conflict and post-conflict environments is required. Experience in managing staffing, administration, and talent acquisition using enterprise resource platforms is required. Experience implementing change management initiatives is desirable. Experience in managing complex restructuring processes, including rightsizing of workforce is desirable. Hands on experience with UN Human Resources/Administrative procedures and knowledge of UN Information Management are desirable.

Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required.

Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice This position is temporarily available effective 01 June 2021 until 31 January 2022. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to "internal candidates," who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.

Other Skills and Requirements Mandatory Procurement Training Courses that should be completed by the selected candidate upon assuming the functions of the post: a. Fundamentals of Procurement b. Best Value for Money c. Ethics & Integrity in Procurement d. Acquisition Planning e. Contract Management f. Overview of the Procurement Manual g. Contractual issues in Purchasing h. The Resource Management for Certifying Officers Training Course

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.

Added 2 years ago - Updated 2 years ago - Source: careers.un.org