HUMAN RESOURCES OFFICER

Contract

This is a FS-6 contract. This kind of contract is known as Field Service. It usually requires 10 years of experience, depending on education. More about FS-6 contracts and their salaries.

Org. Setting and Reporting The United Nations Global Service Centre (UNGSC) provides critical Supply Chain, Geospatial, Information and Telecommunications Technologies services and Training to all Secretariat Entities, Peacekeeping and Special Political missions, Agencies, Funds and Programmes of the UN system worldwide.

The position is located within the Human Resources Unit, Central Service, United Nations Global Service Centre (UNGSC) in Brindisi, Italy.

The incumbent will report to Chief Human Resources Officer (CHRO).

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

Recruitment and Staff Selection - Manages recruitment processes including coordinating with client offices in forecasting an identifying vacancies, preparing job openings, reviewing and screening of candidates. - Reviews job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents. - Conducts preliminary review, prepares and submits recruitment cases to Field Central Review Bodies (FCRB). - Arranges and conducts interviews for selection of candidates. - Reviews recommendation on the selection of candidate by client offices. - Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection. - Coordinates and administers the National Competitive Examinations, G to P Examinations Language professional examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.

Administration of entitlements and benefits - Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements. - Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution. - Reviews and recommends level of remuneration for consultants. - Represents the office in joint bodies and working groups relating to salaries and other conditions of service. - Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including con implementation of delegated authority. - Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary. - Receives and reviews grievances and complaints related to entitlements and benefits assessing and evaluating merit of each case and makes recommendation for resolution.

Planning and Budget - Participates in the mission planning process throughout the mission lifecycle for determining staffing requirements and organizational structure; also conducts analysis and provides in on emerging capacity gaps in accordance with the mission's mandate. - Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the DOS guidelines on budget review. - Reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation. - Reviews and monitors staffing related costs and expenditures in ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Officer to deploy funds to any shortfall. - Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds. - Advises hiring managers on loaning of posts between sections and movement of posts and between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. - Reviews the documentation for submission of classification requests and contributes to the implementation of classification results.

Performance Management - Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards the development of service, section, unit and individual work plans. - Liaises with the UNGSC Conference and Learning Centre to organize training/orientation programmes in performance management and supervisory skills as well as work plans. - Monitors the full-compliance of ePAS and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member. - Informs staff and managers on underperformance guidelines and facilitates the implementation of a Performance Improvement Plan to improve performance where necessary.

Staff Development - Provides regular information on vacancies and opportunities for the generic rostering system and works with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling; - Advises staff on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members; - Assesses the skill, expertise and knowledge of the Human Resources Partners and Assistants, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems; - Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.

Administration of Justice - Researches and compiles the mission’s responses to formal and informal requests coming different entities under the Administration of Justice (AoJ) system - Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. - Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.

Staff and Management Relations - Assists the CHRO in supporting the dialogue between the management and international and national staff unions to discuss HR matters and related staff issues; - Participates in meetings with staff representatives to address issues affecting the staff ; - Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.

Other: - Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through interalia, the Human Resources Management Dashboard, Service Level Agreements, and the Senior Managers' Compact; - Supervises the Human Resources Assistants and provides guidance on policy, procedures, and processes; - Conducts research on precedents, policy rulings and procedures; - Maintains human resources information systems including constant update and generation of information and reports for use by management; - Collects and analyzes data to identify trends or patterns and provides insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting; - Ensures that requirements and background information used for data analysis are documented; - Performs other duties as required.

Competencies Professionalism: Knowledge of human resources policies, practices, procedures, and tools and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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; the ability to analyze and interpret data in support of decision-making and convey resulting information to management; 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.

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.

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 High-school or equivalent diploma is required.

Job - Specific Qualification Technical or Vocational Certificate or training in human resources management, business or public administration, social sciences, education or related field experience is required.

Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is desirable.

Work Experience At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree.

Experience in recruitment (National and International) and administration of entitlements and benefits in the United Nations or in a similar international organization is required.

Experience with human resources ERP systems based on SAP (Umoja) and Oracle/PeopleSoft (Inspira) or other similar platforms is required.

Experience in data analysis and reporting on human resources metrics is required.

Experience in the engagement and administration of Consultants and Individual Contractors in the United Nations or in a similar international organization is desirable.

Experience in talent or candidate outreach is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English (both oral and written) is required.

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

Special Notice - This position is temporarily available for six (06) months. If the selected candidate is a staff member from the United Nations Secretariat, the selection will 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.

• Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.

• This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.

• 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.

  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.

Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.

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.

By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions.

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.