Human Resources Officer

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 74,649 USD and 97,747 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 Staffing Team (ST), Staffing, Diversity and Outreach Section (SDOS), Human Resources Management Service (HRMS), Division for Management (DM) of the United Nations Office at Vienna (UNOV) and the United Nations Office on Drugs and Crime (UNODC) in Vienna, Austria. The incumbent will report to the Deputy Chief of HRMS and Chief of SDOS.

For more information on UNOV or UNODC, please visit the websites www.unov.org or www.unodc.org

Responsibilities Within delegated authority, the Human Resources Officer will be responsible for the following specific duties:

• As team leader of the Staffing Team, manage all staff recruitment and onboarding processes, provide guidance to recruiters and programme managers on the application of policies and procedures; review specific staffing needs and provide staffing advice to UNOV, UNODC in Vienna and in field offices, as well as other Vienna based client offices.
• Provide substantive support to monitoring, undertaking and evaluating recruitment and onboarding related activities of client offices, provide guidance on full recruitment process including advertisement of job openings, short listing and assessments, selection recommendations and coordination with the office of the Executive Director/Director General.
• Serve as ex-officio member on assessment panels.
• Provide administrative guidance, advice, and support in human resources matters to Vienna and field office related staff recruitment; establish and ensure regular reporting on various HR related issues; review HR related policies relevant to recruitment and staffing activities.
• Meet regularly with clients and other key stakeholders to provide guidance and advice on interpretation of regulations, rules and policies.
• Contribute and participate in various working groups on recruitment related matters including mobility, system enhancements, outreach, central review bodies, onboarding etc.
• Promote a diverse and inclusive workforce and drive forward goals and activities in line with the Secretary-General’s Gender Parity Strategy, the UNOV/UNODC Strategy for Gender Equality and Empowerment of Women, the UN Secretariat’s Geographical Diversity Strategy, the UNOV/UNODC Geography Action Plan and the Enabling Environment Guidelines.
• Drive initiatives to foster gender parity and geographical diversity amongst staff, including but not limited to the creation of various statistical updates about the current staff composition, the initiation, coordination of and participation in external and internal outreach and information activities, dissemination of job opportunities through social media and other channels, as well as collaboration with UNODC Field Representatives and field offices etc.
• Prepare written outputs relating to diversity at UNODC and UNOV, including progress reports, presentations to the Executives Committee, briefing notes for the Office of the Executive Director/Director General, presentations to governing bodies etc.
• Coordinate, monitor, record, implement and update efforts to meet human resources management targets in various monitoring and reporting tools such as the UN System-wide Action Plan (SWAP), the Senior Management Compact, yearly reports of the Executive Director/Director General, audits responses, submissions to oversight bodies; etc.
• Act as budget focal point for HRMS, monitor and control budgetary allocations through regular reviews, draft, coordinate and submit various budget submissions across HRMS including in Umoja, collaborate with involved parties (FRMS, PPBD etc.); provide effective monitoring reports and data; identify deviations from plans and propose corrective measures.
• Review HR related draft policy documents/administrative instructions/information circulars and related guidelines and provide comments.
• Liaise and collaborate with other teams and units as needed, including the Planning, Contracting and Reporting Unit (PCRU) for classification matters, the Operational and Advisory Support Unit (OASU) for legal consultations, the Talent Development Team (TDT) for joint outreach and learning events, the Department of Operational Support (DOS) for interpretation of rules and regulations etc.
• Manage, support and guide Staffing Team staff

• Perform other work-related duties, as assigned.

  Competencies Professionalism: Has knowledge of United Nations human resources policies, practices and procedures, particularly recruitment related, and the ability to apply them according to rules and regulations. Has good understanding of UN Secretariat systems and tools. Has knowledge and understanding of job staffing policies and practices as well as good analytical and evaluative skills. Is able 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.

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 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.

Education An advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area, is required. A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience A minimum of five years of progressively responsible professional experience in human resources management or relevant administrative field, including in areas such as staffing, recruitment, staff administration, is required.

Experience in a United Nations common system organization or similar international organization is desirable.

Experience in the field, or exposure to a field-based operation, is desirable.

Experience setting up and driving yearly diversity action plans and related initiatives within a United Nations common system organization or similar international organization is desirable.

Experience with human resources-related data- and programme-monitoring tools is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For this position fluency in English is required. Knowledge of another United Nations official language is an advantage.

Assessment Evaluation of qualified candidates may include an assessment exercise and a competency-based interview.

Special Notice This temporary position is currently available until 29 December 2022. Actual filling of this position and actual duration of the assignment is subject to availability of funding. If the selected candidate is an internal staff member of the United Nations Secretariat, the selection may 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.

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.

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.

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.

Vienna is classified as a H and family duty station.

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.