Ombudsperson

Contract

This is a P-5 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 10 years of experience, depending on education.

Salary

The salary for this job should be between 168,077 USD and 210,639 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.

OBJECTIVES OF THE PROGRAMME

The Regional Ombudsperson is an independent and impartial official who provides confidential, informal conflict resolution services to any staff member who may experience work related issues, challenges and problems. The Regional Ombudsperson will provide informal resolution services, which may include mediation, to all staff across his/her respective region. In accordance with international professional standards, the work of the Regional Ombudsperson shall be based on the principles of independence, confidentiality, neutrality and informality, as defined by international professional standards, in particular in the Standards of Practice of the International Ombudsman Association (IOA). Therefore, he/she conserves autonomy from administration and staff committee. It is the right of any staff members in the region to consult the Regional Ombudsperson; no permission or justification is required.

Within his/her region, the Regional Ombudsperson:

1. Mediates and facilitates conflict resolution related to a wide range of staff issues and disputes that may emerge in the workplace.

2. Monitors trends in support of early detection of issues of potential significance at institutional level, and advises on appropriate remedial and preventive action.

3. Supports preventive action, helping; individuals, managers, teams and divisions, avoid preventable mistakes.

4. Encourages dialogue and facilitates the exchange of information across the Organization to improve workplace climate and a healthy work environment.

5. Provides all personnel with the skills and tools to address issues and conflict in a constructive way.

6. Minimizes risks and serves as an early warning system that identifies potential sources of conflict.

7. Provides a safety net when formal systems fail or are perceived as inadequate.

8. Contributes to developing and strengthening a workplace and culture that uphold the values of the Organization, its ethical and functional integrity, respect for the dignity, diversity and rights of staff members, in compliance with the Organization's rules and regulations and the Code of Conduct for International Civil Servants.

DESCRIPTION OF DUTIES

1. Hear and advise staff members on work-related concerns which they consider to be in non-observance of the terms of their appointments, their working conditions and/or their relations with colleagues, supervisors or supervisees, with a view to enhancing the overall working environment.

2. Assist all parties concerned to reach a fair solution through: fact-finding, mediation, discussion and involvement of all parties; the Regional Ombudsperson does not have decision-making authority but will advise and make recommendations on issues involved.

3. Intervene where he/she deems necessary; ensuring that all reasonable steps have been taken through normal channels for due process, justice and fairness to prevail.

4. Provide information, guidance and referral as appropriate.

5. Identify systemic issues, including: trends, issues and concerns on policies, procedures work climate and overall performance of duties and responsibilities, without breaching confidentiality or anonymity.

6. Provide feedback by advising the Regional-Director and/or other stakeholders in the region on corrective and preventive action as may be appropriate, in particular as regards systemic issues.

7. Act as a resource for best practices in relation to the Ombudsperson's function across the Organization and facilitate the exchange of information and experience in this respect, including specific support and guidance to the team of staff Ombudspersons.

8. Maintain an active understanding of professional developments in their area of work by continuing professional membership of the IOA, and participating in the annual and regular meetings of the Network of Ombudsmen from the United Nations and Related International Organizations (UNARIO).

9. Ensure regular evaluation of the impact of OMB through surveys of the perceptions of staff members as well as visitors.

10. Develop an annual work plan which is aligned with the objectives of OMB and the concerns of the main stakeholders.

11. Provide advice on the Organization's formal dispute resolution mechanisms, including to the relevant formal or informal stakeholders, on the formulation of solutions and mechanisms for dispute resolution and relevant preventive measures, including mediation, counselling and relevant learning and development activities (e.g. training).

REQUIRED QUALIFICATIONS

Education

Essential: Advanced university degree or equivalent in public health, management, administration, social science, law, organizational development or related area.

Desirable: Accreditation as a Certified Organizational Ombudsman Practitioner (CO-OP) by the IOA. Accreditation as a certified mediator. Training and/or equivalent experience in the area of alternative dispute resolution or mediation in major business/corporate conflicts.

Experience

Essential: At least ten (10) years of relevant work experience, including: (a) at least five (5) years as a mediator/ombudsperson/conflict resolution manager or leader or as an expert in conflict resolution and/or in mediation management and: (b) at least five (5) years experience in managing projects and staff as well as in planning activities of various natures with several staff and experts involved. Experience in organizing and conducting staff training and awareness raising events in conflict resolution and mediation management.

Desirable: Previous experience of management in international, intergovernmental organization, government or national public institutions.

Skills

1. Demonstrates a full knowledge, and commitment, to the mission and values of the Organization by aligning the area of work with the strategic direction of the Organization. Is fully conversant with and behaves consistently in accordance with the rules, principles and environment that define the scope and standards of his/her professional practice, e.g. (a) UN system, WHO structure, ethical values, administrative rules and regulations, and the Code of Conduct for International Civil Servants (b) Has knowledge of and conforms to the principles of practice of the IOA: accessibility, confidentiality, independence, impartiality, neutrality, reasonableness.

2. Has demonstrated experienced and mature professional judgment: (a) In assessing and balancing the respective importance of administrative, personal, technical and communication aspects of a given conflict situation. (b) In assessing practical conditions and context within which rules and principles have to be applied, e.g., dealing with confidentiality versus imminent risk of serious harm.

3. Leads by example towards a culture of learning based on respect. Establishes a culture of learning, encouraging through one's own behaviours and initiatives, to keep up to date on trends in developments in the field.

4. Has excellent leadership and managerial skills and a strong understanding of management practices and the functioning of a major international organization. Displays, through leadership and decisions, understanding of political systems and underlying drivers.

5. Is able to support staff in knowing and managing themselves, their communication and relations with colleagues better, thus enhancing the working environment and opportunities for improved dialogue and partnerships across the Organization.

6. Has excellent communication skills and ablity to interact effectively with staff members at all levels. Instills a culture that encourages effective communication in multicultural environments.

7. Has experience in the application of principles and techniques of conflict management and resolution in the workplace, alternative dispute resolution, counselling, coaching and cross cultural awareness. Practical knowledge of organizational development and disciplines related to general management, strategic planning, organizational change, and human resource management. Has experience in negotiation, high level intervention, and extensive organizational development.

WHO Competencies

Teamwork Respecting and promoting individual and cultural differences Communication Setting an example Producing results Creating an empowering and motivating environment

Use of Language Skills

Essential: Expert knowledge of written and spoken English. Desirable: Intermediate knowledge of other UN language/s.

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 90,664 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3642 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• Staff members in other duty stations are encouraged to apply.

• For information on WHO's operations please visit: http://www.who.int.

• WHO is committed to workforce diversity.

• WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• WHO has a mobility policy which can be found at the following link: http://www.who.int/employment/en/. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• Applications from women and from nationals of non and underrepresented Member States are particularly encouraged.