Human Resources Officer

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 171,387 USD and 220,969 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 part of the Joint Umoja Human Resources Support Team, and it is located in the Field Strategy & Conditions of Service Section (FSCS), Strategy and Policy Development Service, Global Strategy and Policy Division, Office of Human Resources, Department of Management Strategy, Policy and Compliance.

The Umoja HR Support Team is a joint undertaking by the Department of Operational Support and the Department of Management Strategy, Policy and Compliance. The Team oversees operational Umoja HR support functions, including managing the defining of new or enhanced business requirements supported by the Umoja system, system design, prioritizing enhancements, and facilitating process improvements. It also oversees various Umoja HR-related change management activities for areas within its mandate, such as ensuring robust communication and engagement with all stakeholders.

The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff.

The incumbent will work under the overall supervision of the Director of GSPD, who is the co-lead of the Umoja HR functional sub-group. The incumbent will report to the Chief, Joint Umoja HR Support Team and liaise HR policy-related issues with Chief of Field Strategy & Conditions of Service Section (FSCS), OHR, SPDS, GSPD.

Responsibilities Within limits of delegated authority, and under the guidance of the Chief of Section, the Human Resources Officer will be responsible for the following duties:

General Management - Plans, organizes, manages, and supervises the work of assigned staff - Promotes staff development and career support programmes within the supervised area - Establishes collaborative relationships with all relevant internal and external partners - Keeps abreast of developments in various areas of human resources, in particular as pertaining to HR systems support

Programme and Project Management - Contributes to the establishment of the Umoja HR support framework by defining new or enhanced capabilities, supporting system design, prioritizing enhancements, and initiating process improvements - Leads Umoja related projects for the business and coordinates related activities including business requirements gathering and change management activities - Supports strategic project management activities for Umoja HR support projects including collaborating with business owners and project leads to implement project schedules, achieve milestones, and manage project resources - Promotes the utilization of good project management processes and tools for Umoja HR activities, including the use of Gantt charts, organizational charts, workflow and use case diagrams, RACI charts, templates, and risk management strategies - Collaborates with business owners and project leads to implement project schedules, achieve milestones, and manage project resources - Implements best practices, templates, and controls for Umoja HR projects under the direction of the Senior Umoja HR support focal point - Manages daily project activities and teams, including by resolving conflicts and mitigating risks - Provides status reports to project stakeholders and the Senior Umoja HR support focal point - Provides ongoing operational Umoja HR process owner support including technical advice during policy development and process improvement projects, ensuring processes and policies can be supported by Umoja. - Contributes to business and user testing activities and business intelligence activities - Acts as a change management expert on HR business process and procedures emanating from the introduction of Umoja enhancements and continuous improvements - Identifies data and information needs related to the Umoja HR operational support framework

Business Process Improvement - Analyses existing documentation related to Umoja HR business processes in order to identify opportunities for streamlining and automating processes - Advocates for the simplification and development of new human resources policies to support policy and system alignment and support process improvement initiatives emanating from Umoja enhancements and continuous Umoja HR related improvements to meet the evolving needs of the Organization - In consultation with clients, reviews pain points in business processes, including based on operational requirements and trends, in particular as related to systems with a view to eliminating them while advocating for adaptation in policies, processes and systems

Other Duties - Supervises and monitors the work of junior colleagues in undertaking the full range of HR management activities - Performs other work-related duties as may be required

Competencies PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability 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.

TECHNOLOGICAL AWARENESS: Keeps abreast of available technology. Understands applicability and limitations of technology to the work of the office. Actively seeks to apply technology to appropriate tasks. Shows willingness to learn new technology.

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.

JUDGEMENT/DECISION MAKING: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly. Gathers relevant information before making a decision. Considers positive and negative impacts of decisions prior to making them. Takes decisions with an eye to the impact on others and on the Organization. Proposes a course of action or makes a recommendation based on all available information. Checks assumptions against facts. Determines that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.

Education Advanced university degree (Master’s degree or equivalent degree) in human resources management, project management, administration, or a related field is required. A first-level university degree (Bachelor's degree or equivalent degree) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.

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

A minimum of two (2) years of experience in coordinating relevant policy and systems aspects of a complex project is required.

Experience in the design and development of technical solutions related to HR processes is required.

A minimum of two (2) years of experience in supervising project teams is desirable.

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

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

Special Notice This job opening is advertised to fill a one year position financed from temporary funding. Appointment of the successful candidate on this position will be limited to the initial funding. Any further extension is subject to budgetary approval.

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.

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.