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 United Nations Development Coordination Office (UNDCO) Business Management Branch and it reports to the Chief of Human Resources.

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

POLICY:

- Serves as HR Officer focal point for the implementation of policies related to human resources management, particularly as it relates to HQs and the field, as well as assists supervisors and staff with understanding human resources policy. - Provides policy advice to staff and managers on substantive and procedural questions related to administration and management of staff, including the implementation of any Secretariat human resources reform initiative. - Reviews and provides advice to Managers on requests for exceptions to policies, regulations and rules, before decisions on any exceptions and as per the delegated authorities are made. - Keeps abreast of developments and trends in various areas of human resources. - Prepares reports and participates and/or leads special human resources projects .

CONDUCT AND DISCIPLINE: -Advises management on all issues related to complaints about and questions on alleged acts, omissions and improprieties committed by DCO staff worldwide. -Identifies trends/patterns, lessons learned and best practice relating to conduct and discipline issues with a view to furthering DCO’s objectives in policy development, preventive actions and awareness-building initiatives. -Provides information to DCO staff on the UN rules and procedures in place that regulate conduct and discipline. -Oversees case management, as well as undertakes reviews of alleged misconduct by DCO staff; receives and documents complaints, gathers information and determine whether further investigation is warranted. -Liaises with the UN’s Office of Internal Oversight Services (OIOS) on investigations into allegations of misconduct, in order to ensure effective follow-up. -Reviews and analyzes investigation reports prepared by OIOS, and prepares recommendations for further actions by DCO. -Oversees data management and tracking of all forms of misconduct for all categories of DCO staff worldwide; develops systems to monitor the implementation and effectiveness of the mission’s efforts to address and prevent misconduct. -Keeps current on developments and trends in the field of conduct and discipline and proposes strategies to increase awareness of UN DCO staff on the UN standards of conduct and measures to prevent instances of misconduct, (e.g. assists in the development and implementation of awareness raising programs, including through the provision of training on conduct and discipline matters)

RECRUITMENT AND PLACEMENT: -Projects and monitors vacant posts of UN DCO and ensures adherence to policies and procedures in filling these posts. -Recommends guidelines on promotion and placement of staff. -Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices. -Arranges 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 -May represent DCO in discussions with senior government officials on recruitment and other human resources matters.

STAFF DEVELOPMENT AND CAREER SUPPORT: - May assist supervisors and staff with understanding and using the performance appraisal system (PAS) and the rebuttal process.

OTHER RESPONSIBILITIES: - Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. - Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.

Competencies PROFESSIONALISM: Ability to apply Human Resources rules, regulations and related policies in an organizational setting. Knowledge of policy or legal procedures and instruments. Demonstrates analytical skills and ability to conduct comprehensive research on a range of issues. Ability to prepare policy briefs or submissions. Demonstrates discretion and judgment in applying policy or legal expertise to sensitive, complex issues. 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.

COMMUNICATION: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.

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.

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 human resources management, administration or related area is required. At least 3 years of experience applying human resources policies, practices or processes is required. Experience providing services in the field of conduct and discipline, internal investigation, or related area to or in a field operation of the United Nations Common System or a comparable international organization is desirable. Experience with UN HR management reform and implementation of new delegated authorities 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 for 364 days. 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.