CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT

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UNAMA - United Nations Assistance Mission in Afghanistan

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Application deadline 2 years ago: Monday 22 Nov 2021 at 23:59 UTC

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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 134,636 USD and 173,585 USD.

Salary for a P-4 contract in Kabul

The international rate of 90,970 USD, with an additional 48% (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.

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.

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Org. Setting and Reporting The position is with the United Nations Assistance Mission in Afghanistan (UNAMA). The United Nations Security Council adopted resolution 2596 (2021) extending the mandate of UNAMA as defined in its resolution 2543 (2020), until 17 March 2022. The Chief Human Resources & Training Officer (CHRO), will be based in Kabul and will report to the Chief of Operations and Resource Management (CORM). Kabul is classified in the “E” category and as a non-family duty station.

Responsibilities Within delegated authority, the CHRO will be responsible for human resource management, recruitment/staff selection, budgeting and strategic planning for all human resource requirements, performance management: Human Resources Management - Provides advice to managers and staff on Human Resources (HR) policies and practices. - Encourages knowledge/awareness among managers 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 Human Resources & Training 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, where necessary. - Monitors and evaluates 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. - Participates in joint staff-management advisory bodies in ex-officio advisory or active capacity, as appropriate. Recruitment and staff selection - Manages the selection and appointment process of national and international candidates including advising managers on organizational policies and Standard Operating Procedures (SOPs) on the staff selection process, ensuring compliance and required level of skill to conduct and document competency-based interviews for post specific job openings, if required. - Facilitates participation in expert panels to evaluate applicants for 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. Budget Process - Participates in the budget development process of the Mission and provides guidance and advice to the CORM on the human resources requirements, staffing table and organizational structure of all Units/Sections/Field Offices based on the budget guidelines. - Reviews the staffing aspects of the Mission's budget and manages preparation of documentation for classification of posts and implementation of classification results. - Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Budget & Finance Unit to ensure availability of funds. - Ensures the integrity of the staffing table as approved in the budget without discrepancy in Units/Sections/Field Offices. Strategic Planning - Participates in the Mission planning process throughout the Mission life cycle and plays a critical role in determining the staffing requirements and structures. - Liaises with the CORM and Human Resources and Services Division (HRSD) to manage the draw-down and retrenchment of staff and providing advice to staff as to potential future placements within UN field operations and beyond. - Develops coherent staffing strategies to support implementation of the Mission's mandate including recruitment, deployment and retrenchment. - Conducts workforce planning by function, skill, level, category, occupational group, gender and geography, to identify gaps and determine actions to respond to needs, taking into account existing vacancies, projected retirements, and attrition rates, and advises as to succession planning and forecasting of human resources requirements during the life cycle of the Mission. - Provides advice on the implementation of Organization-wide change initiatives especially those related to, and which have impact on the human resources. Performance Management - Supports the Mission in implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to Mission components on standards for the development of service, section, unit and individual work plans. - Coordinates with the Training Unit to organize training/orientation programmes in performance management and supervisory skills as well as work plans. - Ensures full-compliance with the e-Performance process and provides input as required to the UNAMA 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. 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. - Coordinates with HRSD 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. Capacity Building - Continuously assesses the skill, expertise and knowledge of the Human Resources Officers (HROs) and Human Resources Assistants (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, Enterprise Resource Planning (ERP) etc.). Staff and Management Relations - Develops an "open door" dialogue between the management and international and national staff unions (Field Staff Union and National Staff Association respectively to discuss HR matters and related staff issues. - Meets frequently with staff representatives to address issues affecting the staff and coordinate meetings with the 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. Administration of Justice - In coordination with interested parties such as the Staff Association(s) and the Conduct and Discipline Unit, CORM, Chief of Staff and/or Chief Mission Support, addresses and mitigates 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 HRSD, 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.

Competencies Professionalism: Knowledge of all aspects of human resources management with proven analytical skills; Demonstrated 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 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 and 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. 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. Building Trust: Provides an environment in which others can talk and act without fear or 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.

Education Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with 2 additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience A minimum of seven (7) years of progressively responsible experience in human resources management, administration or a related area is required.

Experience in providing strategic human resource guidance to senior management is required.

Experience in the operational application of human resources management policies and practices is required.

Experience in recruitment and staff selection, talent management, and the administration of benefits and entitlements is required.

Experience in the United Nations system or a comparable international organization supporting human resources initiatives in a post-conflict environment is desirable.

Experience in an Enterprise Resource Planning (ERP) system in the area of human resources management is desirable.

Experience in organizational design is desirable.

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

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

Special Notice - This position is temporarily available from 1 January 2022 through 17 March 2022 with possibility of a further extensiion. 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.

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