HUMAN RESOURCES OFFICER

Overview

Oversee human resources policies, staffing and workforce planning

You have:

• Advanced university degree (Master's degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related field is required.
• A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required.
• At least 3 years of experience in data analysis in human resources is required.
• Experience in the development and implementation of customized human resources tools and databases for staff placement is desirable.
• Fluency in English is required.
• Knowledge of other United Nations official languages is an advantage.

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 159,743 USD and 205,956 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 Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions.

The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery.

The Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities.

The Operational Staffing Design Section (OSDS) facilitates a holistic approach to operational workforce planning with client entities during budget cycles, and provides a methodology to meet the gap analysis between the staffing demand and supply, in particular, by forecasting the future needs in term of rosters, including the rosters for the Young Professional Programme.

The position is located in the Operational Staffing Design Section (OSDS), Staffing Service (SS) in the Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Human Resources Officer will report to the Chief of Staffing Service (SS).

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

GENERAL •Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. •Monitors and ensures the implementation of human resources policies, practices and procedures. •Keeps abreast of developments in various areas of human resources. •Prepares reports and participates and/or leads special human resources project. •May plan, organize, manage and supervise the work of the Unit/Section assigned.

RECRUITMENT AND PLACEMENT •Monitors vacant posts within Secretariat entities to advise on policies and procedures for filling them. •Leads task forces and working groups identifying issues/problems; provides advice on policies, guidelines and establishing new procedures related to recruitment and placement. •Represents the Section/Division with full delegation of authority in discussions with Secretariat entities on recruitment and other human resources matters.

STAFF DEVELOPMENT AND CAREER SUPPORT •Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes. •Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. •Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact. •Provides advice on mobility and career development options to Secretariat entities. •Assesses training needs, identifies, designs and delivers training programmes to Secretariat entities.

WORKFORCE PLANNING •Provides recommendations to the Chief of the Section on operational workforce planning and organizational management ensuring adherence to policies and procedures. •Develops and maintains HR metrics, analyses reports and advises on constraints and opportunities for recruitment, staff development, retention, and staff turnover. •Interprets organizational HR data and identifies its trends and patterns. •Proposes innovative technical solutions to support the efficient implementation of operational workforce management strategy, focusing on simplification and automation. •Leads complex custom research and analysis projects related to workforce trends.

OTHER DUTIES •Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. •Conducts research in preparing policy papers, position papers and briefing notes on issues.

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 ofwomen 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.

• 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.

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

  Work Experience A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. At least 3 years of experience in data analysis in human resources is required. Experience in the development and implementation of customized human resources tools and databases for staff placement is desirable. Experience in preparing training material and detailed technical presentations is desirable. Experience providing advice on policies and guidelines related to recruitment and placement is desirable. Experience leading task forces and working groups identifying issues/problems related to recruitment and placement 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 temporarily available until 30 June 2021. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. 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.

• 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.

Potential interview questions