CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT

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 127,176 USD and 163,967 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 position is located in the Office of the Special Envoy of the Secretary-General for Yemen. The Chief Human Resources Officer (CHRO) at this level is responsible for a fully integrated and regulatory-compliant human resources section in this Mission and in the United Nations Mission to Support the Hudaydah Agreement (UNMHA), within the integrated Mission Support structure serving both missions. He/she serves as the Missions Human Resources Adviser to the senior leadership teams and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HR and Missions’ strategies are aligned and responsive to evolving changes in mandates and phases, operational priorities and budgetary imperatives. The CHRO is based in Amman, Jordan and reports to the Chief of Operations and Resource Management (CORM).

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

Strategic Planning •Participation in the Missions’ planning processes throughout the Missions’ lifecycles and plays a critical role in determining the staffing requirements and structures. •Advising the Senior Management Team on emerging capacity gaps in accordance with the evolution of the Missions’ mandates; •Advising Senior Mission Leadership on workforce planning, including implementation of succession planning and forecasting of human resources requirements during the start-up, mission transition and draw down, including closely coordinating with Department of Operational Support (DOS) to manage the drawdown and retrenchment of staff and works with individual staff to advise them on potential future placements within UN field operations and beyond; •In coordination with all mission components, developing coherent staffing strategies to support the implementation of the Missions’ mandates including recruitment and deployment plans; •Assessment of the workforce per function, skill, level, category, occupational group, gender and geography, and identifying gaps and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates; •Advising Missions’ leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources; •Reviewing Missions’ structures to establish required adjustments that may lead to consolidation, retrenching and reduction of positions.

Budget Process: •Participates in the budget development process of the missions and provides guidance and advice to the Senior Management Team on the human resources requirements, staffing table and organizational structure of all sections based on the established guidelines on budget review. •Coordinates with Missions’ leadership on the review of the staffing aspects of the missions’ budgets and manages preparation of documentation for classification of positions and the implementation of classification result. •Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds; •Ensures the integrity of the staffing table as approved in the budget without discrepancy in sections and locations; •Advises hiring managers on loaning of positions between sections and movement of positions and staff between locations based on the SOP on Staffing table and position management.

Recruitment and staff selection: •Manages 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. •Facilitates the Missions’ participation in expert panels to evaluate applicants to generic job openings; •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 both the management and staff awareness of these policies; •Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved positions, liaising with the UNHQ on the classification of such positions, advertising and guiding managers on the selection process in line with UN staff rules and regulations. •Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.

Human Resources Management: •Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the mission. •Supervises the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority; •Provides direction and advice on interpretation and application of policies, staff regulations and rules; •Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to DOS, where necessary. •Responsible for monitoring and evaluating the implementation of delegated authorities through inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact; •Represents Senior Mission Management on a variety of joint staff-management advisory bodies in an ex-officio advisory or active capacity, as appropriate; •Serves as primary interface regarding cross-cutting HR issues between the Head of Mission and DFS, with a key proactive role of open communications, advisory services, and collaborative problem resolution; •As requested by the supervisor, might be required to represents the office in joint bodies and working groups relating to salaries and other conditions of service.

Performance Management •Supports the Missions in the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to Missions’ components on standards for the development of service, section, unit and individual work plans; •Coordinates with the Office of the Chief of Mission Support to organize training/orientation programmes in performance management and supervisory skills as well as work plans; •Ensures full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member; •Counsels staff and managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.

Career 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; •Coordinates with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling, which includes the planning and shaping the progression and movement of staff both within and among missions as part of the global secretariat.

Human Resources 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 (Umoja, Inspira, ERP etc.).

Administration of Justice: •In coordination with interested parties such as the Staff Association(s) and the Missions’ Conduct and Discipline component, Chief of Staff and/or CMS/DMS, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level; •Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management; •In consultation with DOS, the CHRO will also coordinate the Missions’ responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the Missions.

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; •Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Heads of the Mission and Chief of Mission Support; •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 etc.

Other: •Develops a set of actionable and targeted change management plans, including coaching and training in order to implement the above responsibilities and reports on possible gaps and risks and recommends corrective action; •Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings; •Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff; •In consultation with the Missions Chief Security Advisors, the Staff Counselor and the Welfare focal points, develops the Missions’ response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with DOS.

Competencies PROFESSIONALISM: Demonstrates in-depth knowledge of all aspects of human resources management with proven analytical skills. Demonstrates use of initiative and ability to interpret the Organization’s HR policies, procedures and practices and ability to apply them in an organizational setting. Ability 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work

ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

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.

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 improvement; does not accept the status quo -Shows the courage to take unpopular stands

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 that 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, social sciences, education or related field is required. A first-level university degree in combination with two years of additional experience may be accepted in lieu of the advanced university degree.

Work Experience A minimum of seven years of progressively responsible experience in human resources management, administration or a related area is required. Experience in the strategic and operational application of human resources management policies/practices is desirable. At least two years providing strategic human resources advice to senior managers at the Assistant Secretary-General or above levels, or equivalent, is desirable. Experience managing staffing, administration, and talent acquisition, using enterprise resource planning (ERP) platforms is desirable. Experience with the planning and delivery of human resources services for complex, volatile and conflict and post-conflict environments is desirable. Experience in the administration of individual uniformed personnel or non-uniformed UN Observers is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English (both oral and written) is required. Knowledge of another UN official language is an advantage.

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

Special Notice - This position is available through 1 October 2022 due to the absence of the regular incumbent. The selection and extension of appointment of the selected candidate will be contingent on the return of the incumbent who maintains a lien against this post. 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.

• Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

• Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

  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.