SENIOR HUMAN RESOURCES ASSISTANT

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Department of Management Strategy, Policy and Compliance - Office of Human Resources

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Application deadline 10 months ago: Friday 21 Apr 2023 at 23:59 UTC

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Contract

This is a G-7 contract. This kind of contract is known as General Service and related categories. It is normally only for nationals. It usually requires 7 years of experience, depending on education. More about G-7 contracts.

Org. Setting and Reporting This position is located in the Human Resources Policy Section, Strategy, Policy Development Service, Global Strategy and Policy Division, Office of Human Resources, Department of Management Strategy, Policy and Compliance.

The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff.

The Senior Human Resources Assistant will report to the Chief of a Unit/Section.

Responsibilities Within limits of delegated authority and under guidance of members of the team, the Senior Human Resources Assistant will be responsible for the following duties:

  • Develops initial draft of administrative issuances including information circulars, OHR policy guidelines, broadcasts, and any other type of documentation, communicating decisions, explaining HR policies, procedures or containing information received from host country authorities.
  • Reviews and drafts answers to requests for policy advice and exceptions to the Staff Rules.
  • Undertakes research and organizes information on a wide range of HR policy related issues and assists in the preparation of responses to audit questions, background notes/reports, workplans, studies, meetings/conferences, including for intergovernmental bodies.
  • Collects, prepares and analysis data generating a variety of statistical and other reports for presentations, information sharing, responding to queries, knowledge management, planning and decision making.
  • Performs various tasks vital to the activities of the Section, such as: - Participates in the enhancements of the Policy Portal and serves as content manager for the website; - Provides advice and guidance with respect to HR policy procedures, processes, and practices, liaising with other Entities, as necessary; - Supervises the maintenance of automated databases and the centralized reference and filing systems; - Trains and supervises more junior staff in the Section; - Assists in the organization and conduct of training courses, workshops, seminars, conferences; - Performs budget preparation, monitoring and implementation in Umoja or relevant systems, etc; - Participates in the selection of candidates, including preparation of job openings, screening applications, coordinating entry tests, participating in competency-based interviews, and other related tasks; - Facilitates knowledge building and knowledge sharing.
  • Monitors and analyzes programme/project development and implementation; reviews relevant documents and reports; identifies problems and issues to be addressed and proposes corrective actions.
  • Serves as a focal point in projects dealing with the planning, specification, design, development, implementation, and maintenance of new tools; liaises with users to define the requirements; writes the technical business requirements; tests the tools before implementation and participates in the training of users.

    Competencies Professionalism: Knowledge of human resources policies, procedures and practices and ability to interpret and apply them in an organizational setting. Understanding of the HR policy framework of a large Organization. Demonstrates use of initiative and makes appropriate linkages in work requirements and anticipates next steps. 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.

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.

Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

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.

Education High school diploma or equivalent is required.

Work Experience A minimum of 10 years of progressively responsible experience in administration, HR management, conditions of service and compensation, administration of benefits and allowances, administration of justice, law or related area is required.

Experience in collecting, analyzing, and presenting large data sets and other information gathered from diverse sources to analyze performance identify trends and report results in a clear manner is required.

Experience in advising on HR related issues is required.

Experience using Excel and Word is required.

Experience with conducting research on the Internet, SharePoint sites, or intranets is required.

Experience on staff administration, HR policy, administrative law is desirable.

Experience in working and recording information in databases is desirable.

Experience in using an Enterprise Resource Planning (ERP) personnel data system, such as Umoja, SAP or other similar system is desirable.

Experience with recruitment processes is desirable.

Experience in information systems management and website maintenance 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 a competency-based interview.

Special Notice This position is subject to local recruitment pursuant to staff rule 4.4 of the United Nations Staff Rules. Applicants for positions in the General Service and related categories must be authorized to work for the United Nations in the duty station where the position is located. Eligible applicants selected from outside the duty station are responsible for any expenses in connection with their relocation to the duty station. Staff members subject to local recruitment are not eligible for allowances or benefits exclusively applicable to international recruitment.

Passing the Global General Service Test (GGST) is a prerequisite for recruitment consideration in the General Services and related categories in the United Nations Secretariat. Applicants who have not passed the GGST at the time of application may be invited for the test after submitting an application. Staff members who were granted a fixed-term, continuing or permanent appointment as a result of having passed a predecessor test recognized by the Office of Human Resources Management, and who have continuously held such appointments, are not required to take the new test.

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.

Added 11 months ago - Updated 10 months ago - Source: careers.un.org