Senior Administrative Officer
Application deadline 23 days ago: Sunday 7 May 2023 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 200,119 USD and 250,794 USD.
Salary for a P-5 contract in New YorkThe international rate of 110,869 USD, with an additional 80.5% (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-5 contracts and their salaries.
Org. Setting and Reporting This position is located in the Business Partner Service in the Office of the Under-Secretary-General for Management Strategy, Policy and Compliance.
The Department of Management, Strategy, Policy, and Compliance (DMSPC) provides policy leadership in all management areas through a clear, integrated global management strategy and policy framework and through strengthened monitoring, evaluation and accountability mechanisms that oversees the exercise of delegated authorities in an environment of decentralized management.
Responsibilities Within delegated authority, the Senior Administrative Officer will be responsible for the following duties:
Policy and Planning - Assists the Chief of Business Partner Service and senior management in the development and implementation of the administrative and human resources management framework to meet the evolving organizational operational needs and achieve the strategic organizational objectives for geographic diversity and gender parity in the Department. - Plans, organizes, manages and supervises the work of the Human Resources Team within the Business Partner Service. - Advises senior management and Programme Managers on human resources, staff management relations, and general administration issues and practices. - Produces major/complex reports for management and oversees the research and analysis of departmental data on human resources. - Designs and conducts training workshops, briefings, etc., and makes presentations on assigned topics/activities related to human resources and administrative matters. - Provides advice and support for the Chief of Business Partner Service and senior management in such areas as technical cooperation activities, special reviews of operational objectives and related administrative policies/procedures, etc. - Coordinates personnel support services to ensure departmental requirements are met. - Participates, on behalf of the Department, in task forces and working groups of the Secretariat on human resources and administrative matters, including the implementation of the information management system. - Prepares various written outputs and comments in response to staff members’ management evaluation requests, appeals and to reports of internal and external auditors and other oversight bodies. - Identifies risks, gaps and internal control issues that require focused attention and systematic solutions for continuous improvement and lessons learned, supporting the enhanced delegation of authority framework. - Establishes collaboration and partnerships with key officials at all levels and stakeholders inside and outside the department.
Human Resource Management - Takes the lead in coordinating the full range of staff and human resource administration-related issues, ensuring departmental requirements are met. This involves overseeing development and maintenance of staffing table records; interpretation and application of staff rules relating to human resource issues; preparation of staffing projects and other ad hoc status reports on those issues. - Identifies potential management reviews of high sensitivity and complexity. Defines problems to be addressed in management reviews; directs the work of review teams through all stages. - Ensures all actions are in compliance with established procedures for recruitment, transfer, placement and separation of staff promotions as well as mobility and career development; gender equality and staff-management relations. - Provides expert advice with respect to conditions of service, duties and responsibilities, and privileges and entitlements under the Staff Rules and Regulations. - Liaises with the Department of Operational Support on human resources administration and other support services. - Oversees and coordinates with the Budget Team management of "Organizational Management (OM)" duties for staffing table and work related to operational travel programme in Umoja for the Department. - Reviews posts incumbency reports for purposes of vacancy management and staffing table control. - Advises on workforce planning; Identifies recruitment needs and priorities in coordination with client offices, develops and implements recruitment strategies; monitors and ensures timely filling of posts in accordance with established policies and procedures; Acts as Staffing Table Manager and Senior Recruiter approving issuance of temporary/job openings, oversees and clears selection recommendations submissions for approval by Heads of Offices and/or officials with the delegated selection authority. Provides guidance on policy relating to the Staff Selection System. - Coordinates actions and provides advice on matters related to performance management including ePerformance compliance and reporting.
Budget and Finance - Oversees the administration of official travel of the members of the Committee for Programme and Coordination. - Identifies deviations from plans and proposes corrective measures. - Establishes and maintains a set of sound policies, procedures, standards and tools which are consistent with UN policy and practice in order to ensure proper accounting, financial management and control.
General Administration - Keeps abreast of developments in the field of human resources, budgetary and financial management. - Assists the Chief of Business Partner Service in any ad hoc projects as requested. - Manages, guides, develops, trains staff under his/her supervision.
Competencies Professionalism: Extensive knowledge of the Staff Rules and Regulations and of human resources policies, practices and procedures in an international organization and ability to apply them in such organizational setting. Ability to develop and implement policy and guidance material in human resources. Ability to use an enterprise resource planning software for talent management in a large public international organization and review the business process. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues to advise senior officials on human resources issues and to defend administrative decisions. Ability to provide specialized advice in a broad range of human resources management, financial, administrative areas to the client offices and managers. Ability to apply UN rules, regulations, policies and guidelines in work situations and prepare reports or rational with respect to key administrative decisions. 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.
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.
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.
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 improvement; 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.
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 that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.
Education Advanced university degree (Master’s degree or equivalent) in business management, human resources, public administration, finance or related area is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
Work Experience A minimum of ten (10) years of progressively responsible experience in administration, budget, finance, human resources management, or related field is required.
At least three (3) years of senior managerial experience, leading and managing large teams in human resources management is required.
Experience in handling complex organizational issues is required.
Experience in managing large staffing tables is required.
Experience in the implementation of human resources policies, procedures and practices in an international organization is required.
Experience in defending administrative decisions through a formal dispute resolution mechanism of a public international organization is required.
Experience in using ERP system for staff administration is desirable.
Experience in planning and preparing recruitment strategies for meeting organizational needs is desirable.
Experience in using e-staffing management tools, such as inspira or similar, 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 another official United Nations language is an advantage.
Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice 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.
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.
Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.
For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 December 2022, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, Central African Republic, China, Comoros, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Haiti, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Liberia, Libya, Liechtenstein, Malta, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Namibia, Nauru, Norway, Oman, Palau, Panama, Papua New Guinea, Paraguay, Qatar, Republic of Korea, Saint Lucia, Saint Vincent and the Grenadines, Samoa, San Marino, Sao Tome and Principe, Saudi Arabia, Slovenia, Solomon Islands, South Sudan, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.
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.
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.