Human Resources Associate

Contract

This is a G-6 contract. This kind of contract is known as General Service and related categories. It is normally only for nationals. It usually requires 6 years of experience, depending on education.

Salary

The salary for this job should be more than 3,018 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 Staff Employment and Administration Section (SEA) is one of three Human Resources (HR) Sections within the Bureau of Administration and Services (ADB) in ICAO. SEA is dedicated to operational aspects of HR management and service, such as contract management, benefits and entitlement administration, separation handling and servicing of retirees, administration of social security and pension benefits, staff accreditation matters, and oversight of the medical clinic. The incumbent reports directly to the HR Specialist (Staff Administration) who assigns tasks, decides on priorities and who facilitates complex technical matters.

Responsibilities Function 1 (incl. Expected results) Prepares offers and letters of appointment and other personnel actions affecting contractual status, such as reclassification, reassignment and extension, achieving results such as: •Timely and appropriate preparation of Letter of Offer for newly appointed staff. •Liaison with medical team and follow-up on medical certification for newly appointed staff. •Accurate verification and calculation of entitlements upon appointment. •Independent briefing of all new recruits of the assigned Bureaus on benefits and entitlements. •Regular monitoring of and follow-up on contract expiration dates and take adequate action for extension and renewal of all types of contracts. •Alert HR Specialist (Staff Administration) on any delay and make recommendations on solution of complex cases. •Timely processing of appointments on basis of transfers, secondment, re-assignment and other UN inter-agency exchange understandings. •Arrange for travel of new recruits and their family members.

Function 2 (incl. Expected results) Examines, calculates and administers all allowances and entitlements for Professional (P) and General Service (GS) staff, achieving results such as: •Administration of various staff entitlements such as dependency allowance, education grant, education grant travel, rental subsidy, and special post allowance. •Verification of requests for entitlements in terms of completeness of documentation, consistency and appropriate application of policy. •Regular monitoring of and follow-up on renewal of entitlements, of changes in salary scale and post adjustment and take appropriate action. Draft staff notices and other documentation in order to communicate changes appropriately. •Timely administration of salary increments due to staff and appropriate payment authorization for all allowances and entitlements. •Appropriate analysis and preparation of payment applications for rental subsidy; implementation and administration of the rental system for Headquarters and Regional Offices. •Review, verification and calculation of claims for education grants, of entitlement to mobility & hardship allowance and process payment. •Recommendation as to the discontinuance of payments in order to avoid overpayment or abuse of system. •Liaison with Finance (FIN) on all issues related to the timely and accurate payment of compensations and remunerations. •Appropriate preparation and follow-up on documents related to payroll, benefits and entitlements and ensure accuracy of information. •Adjustment and verification of data in electronic database with respect to allowances and entitlements.

Function 3 (incl. Expected results) Monitors leave entitlements of staff, achieving results such as: •Accurate calculation and processing of any type of leave entitlements. •Draft individual memos, correspondence and other documentation with respect to leave entitlements. •Support to Attendance Focal Points in leave management, including training, briefings and guidance in application of rules and regulations. •Production of statistical reports on absences and flags any issues to HR Specialist (Staff Administration). •Verification of accuracy of data in electronic system; make recommendations to advance and increase usage of electronic system. •Flag issues, such as long absences, unauthorized absences and other cases to HR Specialist (Entitlements & Contract Management).

Function 4 (incl. Expected results) Administers formalities and contractual arrangements with respect to separation of staff, achieving results such as: •Evaluation and calculation of removal estimates and other entitlements on separation. •Obtain and follow-up on appropriate documents to substantiate claims and verify quality, completeness and accuracy of documentation provided. •Preparation of separation checklist and clearance certificates. •Inform appropriate persons in terms of cancellation and change of ID, UN Laissez-Passer (UNLP), visa and other identification items.

Function 5 (incl. Expected results) Provides support, advice and guidance to staff members and HR Management in general, achieving results such as: •Provide assistance and advice as required to staff of the assigned Bureaus. Independently brief staff on all entitlements, guide them through the necessary administrative processes, and support them in complying with administrative formalities. •Recommend action to remind, brief and train staff in all entitlements, processes and administrative formalities. •Provide input into the design and advancement of the management of entitlements and benefits and take initiative to continuously improve service delivery. •Provide guidance and support to HR Focal Points in Headquarters and Regional Offices regarding entitlements and answer queries accordingly. •Update the status of staff under responsibility, as required through the Annual Status Review. •Preparation of periodic reports on issues pertaining to entitlements and allowances. •Independent follow-up on any pending cases and initiate appropriate action. •Research and preparation of proposals for the granting of exceptions to the Staff Rules and any related policies and identify any precedents. •Timely and accurate update of the relevant electronic staff databases. Accurate extract of data and preparation of statistics for planning and analytical purposes and for management review. •Responsible for the establishment and accurate maintenance of filing systems and regular update thereof. •Performs any other duties that may be assigned from time to time.

Function 6 (incl. Expected results) Performs other related duties, as assigned.

Competencies Professionalism: Knowledge of human resources policies, procedures and practices and ability to interpret and apply them in an organizational setting. Demonstrates initiative and makes appropriate linkages in work requirements and anticipates next steps. A thorough knowledge of office automation techniques for text processing and contemporary software; 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.

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.

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.

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 tem 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 clients.

Education A Diploma of College Studies (DEC) or equivalent is required. Additional training or certification in human resources, business administration, or related field is preferred.

Work Experience A minimum of 6 years administrative experience in human resources or a related field is required. Proven experience in managing contractual arrangements is required. Experience in the application of staff rules and regulations is required. Familiarity with the entitlements, allowances, benefits, and compensation systems of the United Nations is desirable.

Languages Essential Fluent reading, writing and speaking abilities in English.

Desirable Knowledge of any of the other languages of the Organization (Arabic, Chinese, French, Russian, Spanish).

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

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.