Chief People Management Central (HR)

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 153,110 USD and 191,882 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 Economic and Social Commission for Western Asia (ESCWA unescwa.org) forms part of the United Nations Secretariat and, like the other regional commissions, operates under the supervision of the United Nations Economic and Social Council. ESCWA comprises 20 Arab countries in Western Asia and North Africa. ESCWA provides a framework for the formulation and harmonization of sectoral policies for member countries, a platform for congress and coordination, a home for expertise and knowledge, and an information observatory. ESCWA activities are coordinated with the divisions and main offices of the Headquarters of the United Nations, specialized agencies, and international and regional organizations, including the League of Arab States and its subsidiary bodies, and the Gulf Cooperation Council.

This post is located within the People Management Central (HR) of the Resource Management and Service Development Division (RMSDD) of the Economic and Social Commission for Western Asia (ESCWA). The incumbent reports to the Director of RMSDD.

Responsibilities Under the guidance of the Director, RMSDD, and within delegated authority, the incumbent will be responsible for the following duties:

General duties 1. Plan, organize, manage, and supervise the work of the Section; 2. Implement human resources policies, practices, and procedures to meet the evolving needs of the Commission; 3. Comply and ascertain compliance with the Staff Regulations and Staff Rules as well as Financial Regulations and Rules; 4. Monitor and ensure the implementation of human resources policies, practices and procedures; 5. Advise senior management on all aspects of human resources policies, procedures and substance and provide proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues, and negotiate with staff on human resources questions; 6.Oversees the preparation of HR reports and HR statistical data; 7.Streamline and automate HR processes using robotic and artificial intelligence in coordination with ICT Section;

Recruitment and placement 8.Identify skills gaps in substantive talent and recruitment needs and priorities, develop and implement recruitment strategies, and conduct targeted recruitment campaigns; 9.Designs, develops and implements innovative human resources policies best practices and strategies around talent management and employee engagement; 10.Advises senior management on all aspects of talent management and innovative approaches to delivery of strategic workforce services to optimize effectiveness of ESCWA project portfolio as well as emerging strategic and policy issues; 11.Is responsible for the management, availability, and timely provision of highest quality substantive talent in ESCWA; 12. Monitor and ensure timely filling of posts in accordance with established policies and procedures; 13. Approve issuance of Job Openings, oversee and clear recruitment, promotion and placement submissions to central review bodies; 14. Review short lists and participate in interviews for high level posts; 15. Represent the office as an ex- officio member in central review bodies, provide guidance on policy relating to recruitment, placement and promotion, and review appointments; 16. Manage and administer the Young Professionals Programme Examinations, Language proficiency examinations and other programmes and tests related to recruitment of Professional, General Service and other categories of staff and manage the ESCWA Internship Programme;

Administration of entitlements 17.Monitor and ensure the implementation of appropriate conditions of service and entitlements; 18.Identify needs and propose changes to conditions of service as required; 19.Provide advice on interpretation and application of policies, regulations and rules; approve recommendations on exceptions to policies, regulations and rules; 20.Represent the office in joint bodies and working groups on conditions of service; 21.Oversee and approve benefits and entitlements of staff and level of remuneration for consultants;

Staff development and career support 22.Identify and analyze staff development and career support needs and design programmes to meet identified needs; prepare monitoring reports on staff development and career support programmes; 23.Promote, monitor and ensure the implementation of staff development, career support and training programmes; provide advice on mobility and career development to staff in all categories and levels. 24.Provide performance management advice to staff and management; assist the Executive Secretary of the Commission with the implementation of the performance management and development system (PMD);

Other duties 25.Serve as focal point for issues related to administration of justice, conflict resolution and cooperation with the Ombudsman; 26.Advise and counsel staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements; 27.Monitor staff welfare and identify/propose appropriate programmes and remedial action; 28.Monitor, advise and act on disciplinary matters in accordance with established policies and procedures; 29.Mediate conflict, grievance and harassment cases; 30.Advises the Head of Department and Programme Managers and coordinates responses on litigation cases; 31.Review classification analysis of jobs in Professional and General Service and related categories; provide guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review; 32.Prepare policy papers, position papers and briefing notes on human resources issues; 33.Perform other duties as required.

Competencies PROFESSIONALISM - Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting; ability to identify issues, analyze 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.

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 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 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 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 Advanced university degree (Master's degree or equivalent) in human resources, business or public administration or related field. 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 years of progressively responsible experience in human resources management, administrative services or related area is required.

A minimum of 5 years of experience in managing diverse HR functions is required

A minimum of two years of experience in integrated information management systems, such as SAP, PeopleSoft, or a similar Enterprise Resource Planning System (ERP) related to recruitment and staff administration is required.

A minimum of two years of experience providing HR services to regional and global external clients and entities is required

A minimum of two years of experience in providing strategic human resources guidance to senior leadership is required

A minimum of two years of experience in the implementation and development of innovative HR solutions is desirable.

A minimum of 5 years of experience in the UN System is desirable.

Work experience in the Arab region is desirable.

Languages English and French are the working languages of the United Nations Secretariat. Arabic is also a working language of ESCWA. For this post, fluency in written and spoken English is required. Knowledge of Arabic or French is desirable.

Note: "Fluency" equals a rating of 'fluent' in all four areas (speak, read, write, and understand) and "Knowledge of" equals a rating of 'confident' in two of the four areas.

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

Special Notice 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.

Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.

The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity 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.

• For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 October 2021, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Cuba, Democratic People's Republic of Korea, Djibouti, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Haiti, 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, Timor-Leste, Turkey, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.

  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.