HUMAN RESOURCES OFFICER (Talent Management) (Filled from Roster)

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 168,113 USD and 216,746 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 Vacancy Management Unit in the Human Resources Management Service at UNOG. The Human Resources Officer reports to the Chief, Career Management Unit.

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

General - Contributes to the development and implementation of human resources policies, practices and procedures, including new diversity and outreach strategies, initiatives and tools aimed at building a diverse workforce across the Organization. •Supports the coordination of Organization-wide efforts for achieving equitable geographical distribution, greater regional diversity, gender parity and other diversity priorities. •Represents UNOG and participates in global UN Secretariat discussions, HR networks and working groups on talent management, outreach, diversity and inclusion matters, including contributions to the enhancements of enterprise systems like Inspira. Contributes to the enhancement of enterprise systems, such as Inspira. •Monitors and ensures the implementation of human resources policies, practices and procedures. Monitors strategic HR targets in the UNOG HR compact and prepares BI reports, briefings or/and presentations regarding their implementation. •Keeps abreast of developments in various areas of human resources. •Participates and/or leads special human resources projects. •Provides input to internal and external audits on all matters related to recruitment and placement, oversees implementation of audit recommendations and contributes to internal control mechanisms, such Enterprise Risk Management. •Supervises, mentors and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities related to recruitment and placement. •Advices hiring manager on the internship and oversee the internship programme in UNOG.

Recruitment and placement •Support workforce planning and HR analytics by producing reliable data and relevant interpretation for input into the UNOG Director-General’s compact and in support of implementation of HR strategies, including work on UNOG action plan on geographic representation and Gender Parity. •Contributes to the optimization of HR analytical tools and dashboards to ensure accuracy and consistency of key HR data sets, reports and metrics. •Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. •Monitors vacant posts and ensures adherence to policies and procedures in filling these posts. •Provides advice and support to managers and staff on recruitment matters. •Advises UNOG managers on the submission for JPOs and coordinates the submissions to the Department of Economic and Social Affairs (DESA). •Oversees the administration of internship programme in UNOG, including advice and support to the hiring managers; and participation in relevant working groups. •Oversees preparation of Job Openings, reviews applications and provides short-lists to substantive offices. •Participates as ex-officio in interviews for selection of candidates. •Reviews recommendation on the selection of candidate by client offices. •Provides Secretarial services for the Central Review Bodies (CRB); plans and organizes relevant reviews of the CRB, advises management of the outcome of CRB reviews; plans and coordinates the membership of the CRB and ensuring their endorsement and clearances; delivers training to new and existing members on CRB policy and procedures, as well as its electronic support tools and databases. Maintaining statistics/data on activities of CRB and the outcome of selection decisions. •Provides input to internal and external audits on all matters related to recruitment and placement. •Oversees and coordinates the planning and administration of examinations and tests related to recruitment of professional, general service and other categories of staff. Liaises with counterparts from UN Headquaters on issues related to examinations and tests development and consistency of implementation. •Conducts research in preparing policy papers, position papers and briefing notes and standard operation procedures (SOPs) on issues related to examinations and tests. •Provide advice to managers, develops examination questions and papers and build capacity in this area.

Staff and career support

•Analyzes staff and career support plans and needs to ensure that they are consistent with the overall organizational goals and mandates, policies on staff development and career support by conducting training needs assessment. Ensures that training and development meets current needs and anticipates to the extent possible future needs of the Organization . •Evaluates effectiveness and impact of staff and career support programmes, and prepares monitoring reports. •Coordinates and develops learning support mechanisms and activities to build capacity of staff in close coordination with UNOG Centre for Learning and Multilingualism. •Provides advice on mobility and career development to staff at all levels in all categories. •Provides individual or group coaching and mentoring to staff and managers on career development issues.

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. Solid knowledge of HR integrated data and systems and the use of HR dashboards and analytics in monitoring trends, preparing reports and presentations for senior managers. 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.

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, often with limited or imperfect data in a changing investment environment, and comes to the source 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 toward the impact on others, the Fund, and on the Organization; proposes a course of investment actions or makes recommendations based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education An 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.

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

At least three years of experience in human resources in an international organization is desirable.

Experience in conducting outreach activities to identify and attract qualified talent is desirable.

Experience in preparing and delivering training for staff and managers on human resources related topics, preferably in career development and recruitment is desirable.

Experience in coaching staff members or providing career support and advice is desirable.

Experience in providing job classification advice and job classification analysis applying the ICSC standards is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For this position, Fluency in English and French (both oral and written) is required. Knowledge of another UN official language is desirable.

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 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.

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.