Regional Ombudsman - Senior Conflict Resolution Officer
Application deadline 2 months ago: Thursday 30 Jun 2022 at 23:59 UTCOpen application form
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.
The salary for this job should be between 188,145 USD and 235,788 USD.
Salary for a P-5 contract in JerusalemThe international rate of 110,869 USD, with an additional 69.7% at this the location, applies.
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-5 contracts and their salaries.
Org. Setting and Reporting The Office of the United Nations Ombudsman and Mediation Services (UNOMS), was established as the informal pillar of the internal system of administration of justice, to make available to personnel the services of impartial and neutral persons to address work-related concerns of UN personnel in accordance with Terms of Reference in ST/SGB/2016/7,
The position is located in Jerusalem, Israel, and is governed by the terms of the Service Agreement between UNOMS and UNRWA
The incumbent will report directly to the Chief of Office and work under the general supervision of the United Nations Ombudsman.
Responsibilities Within delegated authority, the Regional Ombudsman is responsible for the following duties:
- Manage and direct the work of the branch in Jerusalem.
- Provide impartial, independent and informal conflict resolution services to resolve employment-related concerns for staff members.
- Explore with staff members their options and different avenues open to them, taking into account the interests, rights and obligations existing between the Organization and staff members.
- Facilitate conversations and conduct mediations; undertake shuttle-diplomacy and information-gathering; and provide conflict coaching.
- Engage with the relevant actors in the various UN offices and stakeholders under the coverage of the Regional Branch, as an independent neutral, to achieve solutions to work-related problems raised by staff members.
- Undertake outreach activities to raise awareness about informal conflict resolution options and deliver skill-building activities to enhance conflict competence of staff and managers.
- Identify and analyze policies, procedures and practices within the Organization that tend to cause tension or conflict and provide upward feedback to management, as appropriate.
- Maintain regular consultation with the Office of Ombudsman and Mediation Services at UN Headquarters, conferring as appropriate on sensitive cases and on systemic issues.
- Provide periodic activity reports for the Office of Ombudsman and Mediation Services, including statistics on cases, outreach and systemic observations, as and when needed.
- Supervise the Staff of the Office, including performance management and development.
- Travel (including virtual missions) to provide opportunities for individual meetings with staff and managers as well as outreach and conflict competence training.
- Contribute to Office-wide projects and initiatives, as required.
Perform other duties, as assigned.
Competencies Professionalism: Demonstrates ability to outline options on how to navigate the handling of a broad range of work-related concerns; shows knowledge of third-party neutral conflict resolution and mediation principles; demonstrates ability to identify visitors' needs, create a safe and confidential environment, and explore possible options; is able to establish trust and maintain productive partnerships with visitors and stakeholders, respecting the principles of neutrality and confidentiality; is able to negotiate difficult situations taking into account the interests of all sides; shows respect and empathy for individuals; 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. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
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.
Judgement/decision making: Identifies the key issues in a complex situation, and comes to the heart 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 to the impact on others and on the Organization; proposes a course of action or makes a recommendation 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.
Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
Education Advanced university degree (Master's degree or equivalent degree) in public administration, dispute resolution, human resources management, social sciences, law, management, organizational development, counseling or other related area.
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 ten years of progressively responsible professional experience, including at least five years at the international level in dispute resolution, human resources management, law, or related field is required.
Experience with informal dispute resolution in the workplace is desirable.
Experience working in support of a field operation (inclusive of peacekeeping operations, special political missions, agencies, funds and programmes), or other similar international organizations 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 Arabic is highly desirable. Knowledge of other UN official languages is desirable
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 six (6) months with possible extension if resources are available. 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 job opening 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.
The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
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.
Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
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.
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.
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.