Human Resources Officer (Roster Manager)

UN DOS - Department of Operational Support

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Application deadline in 13 days: Sunday 30 Jun 2024 at 03:59 UTC

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Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 140,639 USD and 184,155 USD.

Salary for a P-3 contract in New York

The international rate of 74,649 USD, with an additional 88.4% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

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.

More about P-3 contracts and their salaries.

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 Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel. 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 Talent Acquisition Section (TAS) exists to establish and manage diverse talent pools and rosters across all job families providing the full spectrum of operational support and other advisory services for clients in the exercise of their delegated authority. This position is located in the Talent Acquisition Section (TAS), Staffing Service (SS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The incumbent reports to a Senior Human Resources Officer in the Section. The Human Resources Officer (Roster Manager) is expected to be a recruitment specialist and familiar with the staffing needs to facilitate the building and management of global rosters for vacancies in peacekeeping operations, special political missions and other UN entities in line with the diversity, equity, inclusion and accessibility strategy (DEIA) while increasing transparency, fairness and efficiency of the rostering process in support of selection processes in UN entities.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties: RECRUITMENT AND STAFF SELECTION • Develop, manage and maintain rosters for functional specialties in the assigned occupational groups, to ensure the maximum possible use of rosters to fill vacancies in peacekeeping operations, special political missions, and other UN entities; • Build and maintain partnerships with UN entities to provide recruitment subject matter knowledge, in line with the diversity, equity, and inclusion (DEI) strategy, and increasing transparency, fairness, and efficiency of the rostering in support of selection processes in UN entities; • Identify capacity gaps in the rosters with a view to undertaking targeted rostering campaigns. • In partnership with Headquarters and substantive offices, plan and manage generic job openings (GJOs) to populate rosters; prepare GJOs with clear, objective and consistent evaluation criteria; review applications for eligibility and initial suitability; coordinate substantive assessments of applicants, to include cross-cutting assessment to evaluate culture fit to the Organization, structured interviews, and technical knowledge evaluations by Expert Panels (EP); serve as ex-officio for EPs; prepare submissions to the Field Central Review Bodies (FCRB); • Identify and analyze structural, procedural and work process challenges from a policy perspective, generate ideas for improvements and follow up as appropriate; • Build partnerships within occupational groups to strengthen the occupation networks and facilitate succession planning and career staff development; • In consultation with focal points from other offices and UN entities, develop recommendations of candidates who would best benefit from consideration for selection, building on professional/job requirements, gender, nationality, mobility and other human resource targets; • Provides regular information on job openings and opportunities for the global rostering system. • Identifies and analyzes staff development and career support needs. WORKFORCE PLANNING • Ensure long-term strategic workforce planning considerations for new capabilities required across the Organization are reflected in the Generic Job Openings. • Contribute to roster health analysis through the review of current rosters, vacancies and forecasting of short and medium term workforce requirements -Work closely with proponent offices, other roster building partners and OHR to update Generic Job Profile and associated Generic Job Openings • Offer advice on innovative HR approaches and solutions to address emerging challenges, using sound judgment and leveraging HR resources when necessary, by analyzing trends and staffing scenarios, and promoting workforce diversity that aligns with work program requirements and the organizational talent management framework. • Proactively generate and utilize HR analytics to understand staffing and other trends within the assigned roster area. QUALITY ASSURANCE, CAPACITY DEVELOPMENT AND PARTNERSHIP • Contribute to the identification of roster targets and to the development of the Generic Job Opening implementation plan in alignment with the outcome of workforce planning. • Contribute to the development of an outreach plan to ensure diversity in rosters; In cooperation with the Staffing Diversity and Outreach Section in Department of Management Strategy, Policy and Compliance (DMSPC), other Roster mangers, and with recruitment focal points in related areas, build partnerships within occupational groups to strengthen the occupation networks and facilitate succession planning and career development. • Provide regular information on vacancies and opportunities for the global rostering process; Contribute to the development of skills, expertise and knowledge of the roster builders HROs and HRAs in the area of the global roster building initiative , including in the use of HR IT systems (Inspira, ERP etc) • Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. • Receives and reviews grievances and complaints related to the Generic Job Opening process, assessing, and evaluating merit of each case and makes recommendation for resolution; STAFFING INNOVATION AND PROCESS IMPROVEMENT • Contribute to the streamlining and improvement of staffing processes based on the feedback received from relevant stakeholders. - Contributes to the development and updating of the roster building toolkit • Contributes to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level; • Perform other duties as assigned.

Competencies

Professionalism: Solid understanding of the different secretariat contexts and the ability to build networks and maintain effective working partnerships with a range of actors and to positively influence them where appropriate in establishing a common sense of purpose within occupational groups to strengthen the occupation networks. Proven problem-solving abilities, conceptual analytical and evaluative skills with the ability to identify issues, formulate opinions and make conclusions. Ability to offer advice on innovative HR approaches and solutions to address emerging challenges, using sound judgment and leveraging HR resources, when necessary, by analyzing trends and staffing scenarios, and promoting workforce diversity that aligns with work program requirements and the organizational talent management framework. 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. Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of work. 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. Planning and 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.

Education

An Advanced university degree (Master's degree or equivalent degree) in law, business administration, public administration, human resources, finance, social sciences, international relations, or related area is required. A first level university degree with two additional years of experience may be accepted in lieu of the advanced university degree.

Job - Specific Qualification

Not available.

Work Experience

• A minimum of five years of progressively responsible experience in administration, finance, human resources management, social sciences, international relations, or related field is required. • Experience working in or in support of a United Nations common system field operation (inclusive of peacekeeping, political missions and UN agencies, funds, and programmes) - or similar international organization or non-governmental organization- in a conflict or post-conflict setting is required. • Experience providing sensitive advice to multiple clients and maintaining a high level of integrity, tact, and discretion when handling sensitive and confidential information is required. • Experience in building and maintaining strong client relationships with the ability to work in a fast-paced environment with shifting priorities and demands, working on recruitment with a diverse workforce is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is also required. Knowledge of another official United Nations language is desirable.

Assessment

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

Special Notice

• The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. • 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. • 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. • 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. • 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. 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.

Added 26 days ago - Updated 5 hours ago - Source: careers.un.org