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 located in the Human Resources Management Section, Capacity Development Programme Management Office (CDPMO), Department of Economic and Social Affairs (DESA) in New York. The Human Resources Officer reports to the Senior Human Resources Officer. Further information is available at https://www.un.org/development/desa/capacitydevelopment/

Responsibilities

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

General • Contribute to the development of human resources and administrative policies, procedures, and guidelines, including creating Standard Operating Procedure (SOP), and ensure their correct implementation in the Department. • Monitors and ensures the implementation of human resources and administrative policies, practices and procedures. • Keeps abreast of developments in various areas of human resources and administration. • Prepares reports and participates and/or leads special human resources projects. • In consultation with the Chief of the Section, plans, organizes, manages and supervises the work of the Unit assigned.

Recruitment and placement • Projects and monitors vacant posts ensuring adherence to policies and procedures in filling these posts. Oversees the recruitment and selection processes using information management systems, such as preparation of vacancy announcements, review of applications and long-lists/short-lists, arrangement of and conducting interviews, review of recommendations on the selection of candidates, obtaining CRBody clearance, and preparation of submission to the Department Head for final selection. • Provides support and advice in connection with recruitment, promotion and placement of staff. • Prepares job offers for successful candidates. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.

Administration of entitlements • Advises staff/non-staff personnel and the Management on the development, modification and implementation of United Nations policies and practices on entitlements. • Provides advice on interpretation and application of policies, procedures, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • Administers contracts for staff and non-staff personnel, such as consultants and individual contractors. Administers and implements matters related to benefits and entitlements using Enterprise Resource Planning (ERP) system. • Reviews and recommends level of remuneration for staff and non-staff personnel. • Represents the office in joint bodies and working groups relating to salaries and other conditions of service.

Staff development and career support • Identifies and analyzes staff development and career support needs and designs and conducts training programmes. 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 to staff at all levels in all categories. • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).

Other duties • Advises and counsels staff and non-staff personnel in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Conducts outreach and partnership building activities with Member States to establish talent and roster pools. • Monitors staff welfare and identifies/proposes appropriate programmes and remedial action. • In coordination with relevant Departments, monitors, advises and acts on investigation and disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. Deals with administration of justice matters. • Supervises and monitors the work of staff in undertaking the full range of human resource management activities. • Reviews and prepares job classification submission for posts in Professional and General Service and related categories. Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Participates in the preparation of programme and project budget. • Perform other duties as and when 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. • Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. • 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) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Job - Specific Qualification

Not available.

Work Experience

A minimum of seven (7) years of progressively responsible experience in human resources management, administration, or related areas is required.

At least five (5) years of experience in the development of HR policies, procedures, and guidelines, including creating SOP, is required.

At least three (3) years of experience in outreach and partnership building with member states to establish talent and roster pools is required.

Experience in using the Enterprise Resource Planning (ERP) system, such as Umoja, for administration of all types of staff and non-staff personnel, including the benefits and entitlements, is required.

Experience in integrated information management systems on recruitment, such as Inspira, is required.

Experience in designing training programmes for staff development and career support is required.

Experience in design and implementation of change management projects is required.

Experience in dealing with the administration of justice matters is desirable.

Languages

English and French are the official working languages of the United Nations Secretariat. For this post, fluency in oral and written English is required. Knowledge of another UN official language is an advantage.

Assessment

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

Special Notice

This post is funded under the extra-budgetary resources. Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal is subject to the availability of the post or funds, budgetary approval, and extension of the mandate.

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.

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.

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.