Field Personnel Consultant

Work Location Montreal

Expected duration 6 months

Duties and Responsibilities The Field Personnel Section of ICAO’s Technical Co-operation Bureau supports the implementation of activities in Procurement and Field Operations Sections by facilitating implementation of the HR related functions throughout the HR value chain (planning, recruitment, appointment, administration of contracts and separation) of the Field Projects. This is realized with the support of two functional units of the Section namely, the Field Recruitment and Field Personnel Administration Units, individually responsible for recruitment and administration of contracts of Personnel deployed to support implementation of Technical Cooperation projects managed under the Technical Co-operation Bureau.

The incumbent will report to the Chief, Field Personnel Section. S/he will conduct the review and update of the Field Service Staff Rules (FSSR), national personnel project manual for local project personnel and develop the administrative instructions manual for Field Project(s) for implementation and administration of Special Service Agreements and Service Contracts. The assignment lays emphasis to the identification, determination of the differences currently existing, harmonization and alignment of implementation of processes (to the extent possible) related to recruitment and classification of posts, types of appointments and practices governing international fixed term staff, national fixed term staff, local project personnel (where applicable) and consultants hired to support the ICAO Technical Cooperation Projects vis-a-vis those hired by the ICAO Regular programme. To this extent, the ICAO Staff Regulation (Service Code), ICAO staff Rules (SR), Administrative instructions on contracts of individual consultants/contractors, joint inspection audit reports, other UN Common System provisions and practices, including recorded case law, jurisprudence and precedences recorded within the context of the United Nations Administrative Tribunals (or any other international Tribunals), should make the base research documents/information to support the review and analysis.

MAJOR DUTIES AND RESPONSIBILITIES Function 1 (incl. Expected results) Conducts a comprehensive review of guidelines and procedures, best practices, existing case law, jurisprudence and precedences related to administration of Field Service Personnel contracts, entitlements and benefits, achieving results such as: - Reviewing and analysing relevant documentation (internal to ICAO) and identifying differences in application of processes related to implementation of the Field Service Staff Rules (FSSR) vis-a-vis the ICAO Regular Programme Staff rules that could be regarded as justified in relation to a substantial disparity in needs and circumstances; - Reviewing general documentation relevant to Field Service Personnel Management (external to ICAO) to inform on potential risks arising from common practices in similar operational environment within the UN. This process should incorporate review of related incidences if any, outlined in case law, jurisprudence and precedences of the UN Tribunals, reports of the Joint Inspection Unit (JIU) and general best practices in management of Staff and Non-staff contracts in Field Operations in the United Nations; - Reviewing relevance and efficacy of Fixed term contracts, Special Service Agreements (SSA) and Service contract(s) vis a vis the purpose, applicability in law and potential risks; - Determining differences in operational practices and implementation of guidelines, that warrant immediate harmonization without implications to the overall legal framework; - Identifying unique, relevant, necessary and justifiable needs in administration of the Field Service Personnel (short term project appointments) contracts, comparative to the medium and long term appointments (3 year fixed term posts), which may have direct implications to the overall ICAO Legal Framework (ICAO Service Code).

Function 2 (incl. Expected results) Conducts meetings and discussions to gather information from relevant internal stakeholders responsible for the development of legal framework, guidelines and administrative instructions for administration of Human Resources management systems and procedures to determine common areas for harmonization and differences that require recognition and incorporation, achieving results such as to: - Scheduling meetings and inviting stakeholders for information gathering; - Determining the areas of convergence by documenting the varied practices and recommending a harmonized approach to implementation and administration of contracts, benefits and entitlements and minimizing the existing variances in application of staff rules between the Regular programme and the Field Service personnel management practices;

Function 3 (incl. Expected results) Makes recommendations for inclusion into the updated Field Personnel rules, guidelines and operational manuals, achieving results such as to: - Providing clarity on determination and classification of the different contract(s) offered by Field Service Personnel Section by definition(s), purpose(s), type(s) and duration(s); - Determining the unique, relevant and necessary aspects of Field Personnel Administration practices outside the harmonized operating guidelines for management consideration and where possible, require inclusion and incorporation to the ICAO Legal Framework.

Function 4 (incl. Expected results) Updates, aligns and harmonizes the FSSR, Field Personnel guidelines and Administrative instructions to ICAO Service Code, ICAO Staff rules, administrative instructions on contracts of individual consultants/contractors; including the incorporation of UN best practices in Field Personnel Management and the recently adopted changes in administration of contracts, benefits and entitlements across the UN Common system, achieving results such as:

• Updating the existing rules, operational guidelines and administrative instructions that ensures harmonization to the highest extent possible, of the implementation procedures pertaining to administration of salaries, benefits and entitlements of internationally-recruited experts and consultants in the Field Service Staff Rules and the National Project personnel Manual are aligned and congruent to the provisions of the ICAO Service Code, Staff Rules and other relevant United Nations Common System administrative recommendations, with the following specific results;

a) Updated Field Service Staff Rules (FSSR); b) Develop Project Administrative Instructions manual for: ¿ SSA ¿ Service Contracts; and c) Updated National Personnel Project Manual for local Project Personnel.

• Reviewing and drafting of Contract templates aligned to the Provisions of the harmonized rules, guidelines and administrative instructions.

Function 5 Performs other related duties, as assigned.

Qualifications/special skills Education: An advanced level university degree (Master’s degree or academic equivalent) in Law, Human Resource Management, or related field.

Professional experience: Essential: - Minimum of 7 years relevant experience in the HR management field; - Experience in contracts management and interpretation of policies; - Experience in development of staff regulations, rules and procedures. Desirable: - Five years of experience gained in managing implementation of HR legal framework, employee relations, development of policies and interpretation of the same, within the context of the United Nations Common System or International Organizations context.

Competencies: - Professionalism: Ability to develop policies and procedures, manage and oversee HR operations, act as a super user of ERP systems, interpret rules and regulations and maintain consistency in its application; 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.

• 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.

• 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.

• Creativity: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks "outside the box"; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.

• 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.

  Languages Essential:

• Fluent reading, writing and speaking abilities in English.

Desirable: - A working knowledge of a second language of the Organization (Arabic, Chinese, French, Russian, or Spanish).

Additional Information It should be noted that this post is to be filled for an initial period of six (6) months. Please note that the monthly rate for Band C varies from $ 7,562 to $10,910.

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.