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 The position is located in the Human Resources Section of Business Management Branch, United Nations Development Coordination Office (UNDCO).

In its Resolution A/RES/72/279, the United Nations General Assembly endorsed the transformation of the Development) as a stand-alone coordination office within the United Nations Secretariat, namely the Development Coordination Office (DCO). DCO now assumes managerial and oversight functions of the resident coordinator system under the collective ownership of the members of the United Nations Sustainable Development Group (UNSDG).

The Resident Coordinator system is focused on the advancement of sustainable development, leaving no one behind, and with the eradication of poverty in all its forms and dimensions as an overarching objective, consistent with the integrated nature of the 2030 Agenda for Sustainable Development. The Human Resources Officer reports to the Chief of Human Resources Section.

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

General human resources management:

Under the supervision of the Chief of HR DCO, contributes to the work programme of the Section in collaboration with the Budget and Finance, Operations - determining priorities for the completion of outputs and their timely delivery. Gathers and documents regular and systematic feedback from clients, service providers and proposes corrective action to address identified gaps and challenges and provides solutions. Ensures the integrity of human resources management systems and the controls that underpin them. Proposes improvements to the human resources framework as necessary to ensure fully transparent and results focused management of the department.

•Provides authoritative advice on application and interpretation of Staff Rules and Regulations and other applicable human resources policies and guidelines; ensures all actions are in compliance with relevant regulatory framework ranging from procedures on recruitment, transfer, placement and separation of staff, as well as staff mobility and their career development; ensures gender equality and staff-management relations. •Builds a positive engagement and partnership with managers, supervisors and staff members across the organization and including the Staff Representative in support of effective human resources management. As per delegated authority, represents the Organization in discussions with senior government officials on recruitment and other human resources matters. •Conducts internal quality control and audit functions related to HR dashboards. •Prepares reports and participates and/or leads special human resources projects. •Responsible for monitoring and evaluating the implementation of delegated authorities through inter-alia, the Human Resources Management Scorecard and HR Service Level Agreements.

Recruitment and classification: •Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office reviews. Oversees the drafting and updating of job descriptions and ensures all job descriptions are classified in line with established guidelines. Represents the management in classification appeal cases. •Projects and monitors vacant posts of assigned level/group, and/or for entire organization, including Regional and Resident Coordinator Offices, and ensures adherence to policies and procedures in filling these posts. Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices. Organizes and conducts interviews for selection of candidates. Reviews recommendation on the selection of candidate by client offices. Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. Oversees the on- boarding of new staff members and develops/coordinates an induction process for the Office including the provision of relevant roles in UMOJA and Inspira. •Develops rapid surge deployment roster to support crisis countries

Staff administration and guidance: •Provides authoritative advice and, when needed, personalized guidance, including training, to staff across RCO on human resources policies and procedures. •Ensures the implementation new human resources practices and procedures to meet the evolving needs of the Organization, in line with the UN rules and regulations. Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. Monitors and ensures the implementation of human resources policies, practices and procedures. Keeps abreast of developments in various areas of human resources. •Advises on staff administration: contracts management, payroll, administration of benefits and entitlements and time and attendance. Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. •Advises the Head of the Unit on the development, modification and implementation of United Nations policies and practices on entitlements. •Provides guidance on HR-related matters to managers and staff. Develops and maintains HR SOPs Provides guidance on the Inspira and Umoja to all staff through the development of SOPs, training and trouble-shooting. Keeps abreast of all the latest enhancements and liaises with the Inspira Administrators to brainstorm challenges and suggest enhancements. •Workforce planning, performance management, talent sourcing and management: •Ensures a strategic approach to human resources management in the areas of workforce and talent management, staff development and performance management. •Provides recommendations on workforce planning and organizational management. •In line with the department's HR targets, ensures a consistent and systematic approach to implementing and maintaining an effective performance management system which emphasizes regular dialogue and feedback, includes training of all staff and supervisors in their roles and responsibilities, and monitors compliance with the established process. Brings any concerns to the attention of senior management and proposes corrective action. Provides performance management advice to staff and management. Assists supervisors and staff with understanding performance management and using the E-performance appraisal system on Inspira.

Administration of Justice •In coordination with interested parties and the Conduct and Discipline focal points, address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. •Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. •In consultation with the Chief of Human Resources, coordinates the responses to formal and informal requests

Recruitment and administration of non-staff: •Reviews requests to hire individual contractors and/or consultants and recommends level of remuneration for consultants. Oversees recruitment/extension of consultancy contracts. •Perform other related duties as required.

Competencies PROFESSIONALISM: Knowledge of administrative, budgetary, financial and human resources policies and procedures; Ability to apply various United Nations administrative rules and regulations in work situations; Conceptual analytical and evaluative skills to conduct independent research and analysis; 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.

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.

ACCOUNTABILITY: Takes ownership of all responsibilities and honors 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.

BUILDING TRUST: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.

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 degree) in human resources management, business administration, public administration, social sciences, education, law or related field is required. A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree.

Work Experience A minimum of seven years of progressively responsible experience in administration, human resources, or related field is required.

Experience managing staffing, administration, and talent acquisition using enterprise resource platforms is required.

Experience working with United Nations common systems human resources and administrative procedures is desirable.

Experience implementing change management initiatives is desirable.

Experience in managing complex restructuring processes, including rightsizing of workforce is desirable

Experience on conduct and discipline matters 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 other United Nations official languages is an advantage.

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

Special Notice This position is available for an initial period of one year. Extension of appointment is subject to the availability of funds.

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.

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