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 169,113 USD and 218,037 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 Created in December 1999, the United Nations Office for Disaster Risk Reduction (UNDRR) is the designated focal point in the United Nations system for the coordination of efforts to reduce disasters and to ensure synergies among the disaster reduction activities of the United Nations and regional organizations and activities in both developed and less developed countries. Led by the United Nations Special Representative of the Secretary-General for Disaster Risk Reduction (SRSG), UNDRR has over 100 staff located in its headquarters in Geneva, Switzerland, and in regional offices. Specifically, UNDRR guides, monitors, analyses and reports on progress in the implementation of the Sendai Framework for Disaster Risk Reduction 2015-2030, supports regional and national implementation of the Framework and catalyses action and increases global awareness to reduce disaster risk working with U.N. Member States and a broad range of partners and stakeholders, including civil society, the private sector, parliamentarians and the science and technology community.

The position is located in the UNDRR Office in Geneva. The incumbent reports to the Chief, Resources Planning and Management Section (RPMS).

Responsibilities Within delegated authority, the incumbent will be responsible for the following duties:

General human resources management:

Under the supervision of the Chief, RPMS, contributes to the work programme of the Section in collaboration with the Budget and Finance, General Services and Planning and Monitoring Units - determining priorities, and allocating resources for the completion of outputs and their timely delivery. Together with other team leaders, contributes to the planning, organization and implementation of support services, setting clear targets and indicators for his/her Unit, and monitoring performance of the Unit against these targets. Ensures that the outputs produced by his/her Unit maintain high-quality standards and reflect a strong client orientation. Gathers and documents regular and systematic feedback from clients, and proposes corrective action to address identified gaps and challenges. Ensures the integrity of human resources management systems and the controls that underpin them. Proposes improvements to the human resources framework as necessary to ensure fully transparent and results focussed management of the department.

Carries out programmatic/administrative tasks necessary for the functioning of his/her Unit. Oversees recruitment of staff for the Unit, taking due account of geographical and gender balance and core institutional values. Plans, organizes, manages and supervises the work of the Unit. Manages, guides, and provides regular feedback on performance of staff under his/her supervision. Provides coordination, support and backstopping for the Resources Planning and Management Section as required.

Provides authoritative advice on interpretation and application of Staff Rules and Regulations and other applicable human resources policies; ensures all actions are in compliance with relevant procedures for recruitment, transfer, placement and separation of staff, performance management, promotions as well as mobility and career development; gender equality and staff-management relations. Builds a positive engagement and partnership with managers, supervisors and staff members across the organization and including the Staff Representative in support of effective human resources management. As per delegated authority, represents the Organization in discussions with senior government officials on recruitment and other human resources matters.

Prepares reports and participates and/or leads special human resources projects.

Classification and talent sourcing:

Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office reviews. Oversees the drafting and updating of job descriptions and ensures all job descriptions are classified in line with established guidelines. Represents the management in classification appeal cases.

Projects and monitors vacant posts of assigned level/group, and/or for entire organization, including Regional Offices, and ensures adherence to policies and procedures in filling these posts. 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 presents cases to these bodies. Oversees the on-boarding of new staff members and develops/coordinates an induction process for the Office including the provision of relevant roles in UMOJA and Inspira.

Staff administration and guidance:

Provides authoritative advice and, when needed, personalized guidance, including training, to headquarters and field staff on human resources policies and procedures. Advises the Chief, RPMS, Senior Management and the staff at large on the development, modification and implementation of United Nations policies and practices on entitlements. Reviews and provides advice on exceptions to policies, regulations and rules.

Develops and implements new human resources practices and procedures to meet the evolving needs of the Organization, in line with the UN rules and regulations. Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. Monitors and ensures the implementation of human resources policies, practices and procedures. Keeps abreast of developments in various areas of human resources.

Oversees staff administration: contracts management, payroll, administration of benefits and entitlements and time and attendance. Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. Represents the office in joint bodies and working groups relating to salaries and other conditions of service.

Provides guidance on HR-related matters to managers and staff. Develops and maintains SOPs regarding human resources. Oversees the support to end-user in Inspira and UMOJA. Provides guidance on the self-service module of UMOJA to all staff through the development of SOPs, training and trouble-shooting.

Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. Focal point for requests from the Management Evaluation Unit or the UNDT regarding HR-related matters. Focal point for Conduct and Discipline matters for UNDRR.

Workforce planning, performance management and talent management:

Under the supervision of the Chief, RPMS, ensures a strategic approach to human resources management in the areas of workforce and talent management, staff development and performance management.

Provides recommendations on workforce planning and organizational management; establishes the annual HR plan and coordinates with Finance and Budget Unit and Resources Mobilization Section to ensure adequate HR staffing resources through resource mobilization. Oversees Staffing table management. Develops and maintains HR metrics, provides analysis of the gaps and proposes solution to promote the efficient planning and management of human resources.

Identifies and analyses staff development and career support needs and proposes a staff development plan to the senior leadership to meet identified needs. Analyses and updates on a regular basis the 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. Oversees the preparation of monitoring reports on staff development and career support programmes. 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.

In line with the department’s HR targets, ensures a consistent and systematic approach to implementing and maintaining an effective performance management system within UNDRR which emphasizes regular dialogue and feedback, includes training of all staff and supervisors in their roles and responsibilities, and monitors compliance with the established process. Brings any concerns to the attention of senior management and proposes corrective action. Provides performance management advice to staff and management. Assists supervisors and staff with understanding performance management and using the E-performance appraisal system on Inspira.

In line with the Gender Parity policy established by the Secretary General and the department’s targets related to Gender, ensures that all human resources processes are gender-sensitive, in particular in the areas of workforce planning, recruitment and staff development. As part of the Secretariat wide efforts to improve geographic diversity, monitors the implementation of the UNDRR geographic diversity action plan.

Provides career support and staff counselling services to staff; liaises with UNOG Staff Counsellor as needed. Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.

Recruitment and administration of non staff:

Reviews requests to hire individual contractors and/or consultants and recommends level of remuneration for consultants. Oversees recruitment/extension of consultancy contracts. Acts as Certifying Officer under Financial Rule 110.4 to ensure that proposed obligations and expenditures are in accordance with approved budgets and established regulations and rules.

May be asked to perform other related duties.

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.

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.

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.

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

Education Advanced university degree (Master’s degree or equivalent degree) in business or public administration, human resources, law, or a related area 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 administration, human resources, or related field is required. Experience supervising a team is desirable. At least two years of experience supporting decentralised offices across different regions is desirable. Experience in human resources management in the United Nations Common System or a similar international organization is desirable. Experience in developing training material and providing online/in person training on topics relevant to human resources management 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 French is desirable. Knowledge of another UN official language is an advantage.

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

Special Notice Extension of the appointment is subject to extension of the mandate and/or the availability of the funds.

The United Nations Secretariat is committed to achieving 50/50 gender balance 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.

In line with the overall United Nations policy, the UN Office for Disaster Risk Reduction encourages a positive workplace culture which embraces inclusivity and leverages diversity within its workforce. Measures are applied to enable all staff members to contribute equally and fully to the work and development of the organization, including flexible working arrangements, family-friendly policies and standards of conduct.

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.