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 146,462 USD and 188,832 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

ECA's mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 Agenda and Agenda 2063. The mission will be guided by ECA's five strategic directions which are: advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues. This position is in the Organisation Development Unit (ODU), Human Resources Management Section (HRMS), Division of Administration (DoA), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief Human Resources Officer and under the overall guidance of the Director of the Division of Administration.

Responsibilities

The Human Resources Officer leads the Organisation Development Unit (ODU). The aim of ODU is to increase organization effectiveness through planned change in processes and systems and increased capacity of staff. He/ She plans, organizes, manages and supervises the work of the Unit in process and system change, capacity building, career development, performance management, staff engagement, language, communication training, etc. Within limits of delegated authority, he/she 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. • Interacts regularly with clients – Divisions and staff members – to understand existing and emerging HR requirements to pro actively deliver the same. Works to provide senior managers advice on HR related matters pertaining to learning and organisation development. • Coordinates internal and external audits of HR processes. Works towards ensuring zero audit observations. RECRUITMENT AND PLACEMENT: • Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. • 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 the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements. • Reviews and recommends level of remuneration for consultants. • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • 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 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 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). • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization in coordination with senior managers and leaders in line with calendar. • Formulates examination policies, and develops and prepares examination questions and papers. • Coordinates the annual learning needs assessment exercise and the preparation of the ECA Annual Learning and Development Calendar. • Under the supervision of the Chief Human Resources Officer coordinates the implementation of the ECA Strategy to reposition HRMS as a Centre of Excellence for Learning & Development. • Ensures effective use of Learning Management Systems and Performance Management Systems to enhance organisation effectiveness. • Coordinates commission-wide initiatives to manage change through effective communication, change management training interventions and by partnering with client divisions. • Acts as the Secretary of ECA’s Learning and Capacity Development Committee (LCDC) and ensures the LCDC meetings are organised and agenda items are circulated to all members in timely manner, meeting minutes are recorded, and action points implemented. OTHER DUTIES: • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Monitors staff welfare and identifies/proposes appropriate programmes and remedial action. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Represents the management in classification appeal cases. • Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff. • Prepares classification analysis of jobs 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. • Coordinates duty station classification and subsistence allowance surveys. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests. • Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting. • Under the supervision of the Chief Human Resources Officer, coordinates the Staff Engagement Surveys to ensure high participation and works towards preparation of the Action Plan emanating from the findings of the Staff Engagement Survey. • Works with the focal points for the gender parity strategy, and issues related to persons with disabilities to provide coherence to approach. • Coordinates the implementations of strategies in these areas through the focal points to ensure defined outcomes are delivered. • Acts as a back-up for other functions within HRMS when the need arises. • Coordinates commission-wide initiatives to manage change through effective communication, change management training interventions and by partnering with client divisions. • Performs any other duties as assigned by the Chief HR and/or Director of the Division of Administration.

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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. The ability to analyze and interpret data in support of decision-making and convey resulting information to management. • Planning& 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. • 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. • 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) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Job - Specific Qualification

Not available.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. Experience in data analytics or related area is desirable. Minimum of 3 years experience in training and capacity development experience in the intergovernmental organization is desirable.

Languages

English and French working languages of the UN Secretariat. For this position is fluency in English required; knowledge of French is desirable. 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

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 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. Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection. Pursuant to section 6.9 of ST/AI/2010/3/Rev. 1, interns, consultants, individual contractors and gratis personnel may not apply for or be appointed to any vacancy in the Professional or higher categories within six months of the end of their current or most recent service. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals’ programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 30 April 2024, are strongly encouraged to apply: Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, China, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Germany, Grenada, Guinea-Bissau, Hungary, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Libya, Liechtenstein, Malta, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Panama, Papua New Guinea, Paraguay, Qatar, Republic of Korea, Saint Lucia, Saint Vincent and the Grenadines, Sao Tome and Principe, Saudi Arabia, Singapore, Solomon Islands, Somalia, Thailand, Timor-Leste, Tuvalu, United Arab Emirates, United States of America, Vanuatu.

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. 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 carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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.