SENIOR HUMAN RESOURCES OFFICER

UN DPO - Department of Peace Operations

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Application deadline in 26 days: Monday 19 Aug 2024 at 03:59 UTC

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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 208,877 USD and 261,770 USD.

Salary for a P-5 contract in New York

The international rate of 110,869 USD, with an additional 88.4% (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 Executive Office of the Department of Political and Peacebuilding Affairs and the Department of Peace Operations (DPPA-DPO). The Senior Human Resources Officer reports to the Executive Officer. The Executive Office is part of the Office for Coordination and Shared Services (OCSS) and provides support to the Departments of Political and Peacebuilding Affairs (DPPA) and Peace Operations (DPO), Office of Counter-Terrorism (OCT), and a number of Special Political Missions. The Department of Peace Operations (DPO) serves as a center of excellence for peace operations, responsible for preventing, responding to and managing conflict and sustaining peace in countries where peace operations under its purview are deployed, and provides support to other entities on peace and security issues. The Department of Political and Peacebuilding Affairs (DPPA) focuses primarily on five action areas in international peace and security, ensuring sound analysis and early warning, preventing conflict and engaging in peacemaking, managing political crises and violent conflicts, sustaining peace, and enhancing partnerships. The Department's mandate is to prevent and resolve conflict through inclusive political solutions.

Responsibilities

Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties: • Plans, organizes, manages and supervises the work of the Unit/Section assigned. • Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the entities administered by the DPPA-DPO Executive Office. • Monitors and ensures the implementation of human resources policies, practices and procedures. • Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues. • Represents the relevant entities in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions. • Identifies recruitment needs and priorities, develops and implements recruitment strategies, and conducts targeted recruitment campaigns. • Monitors and ensures timely filling of posts in accordance with established policies and procedures. • Oversees the issuance of vacancy announcements, oversees and clears recruitment, promotion and placement submissions to appointment and promotion bodies. • Monitors and ensures the implementation of appropriate conditions of service and entitlements, including those for the seconded active-duty military and police personnel. • Provides advice on interpretation and application of policies, regulations and rules. Approves recommendations on exceptions to policies, regulations and rules. • Represents the office in joint bodies and working groups on conditions of service and other human resources matters. • Oversees and approves benefits and entitlements of staff and level of remuneration for consultants and other non-staff personnel as applicable. • Monitors and ensures the implementation of staff development and career support programmes. • Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories. • Provides performance management advice to staff and management. Assists the Heads of Departments/Offices with the implementation of the performance appraisal system (PAS). • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. • Reviews classification analysis of jobs in Professional and General Service and related categories. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Prepares policy papers, position papers and briefing notes on HR matters. • Assesses effectiveness of HR management operations, plans and results, and recommends corrective measures; initiates actions to continuously enhance client service and achieve better efficiency. • Manages, analyses and prepares substantive reports, SOPs and guidance material on a wide range of HR management functions, including inputs to legislative bodies, formulating issues and solution and developing effective monitoring systems; • Ensures that the outputs produced by the human resources team in the Executive Office maintain high-quality standards; that reports are clear, objective and based on comprehensive data. • Undertakes reviews of delegation of human resource authority, ensuring compliance and revisions as needed. • Evaluates and prepares case responses for MEU and UNDT. • Perform other related duties as required.

Competencies

PROFESSIONALISM • Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. • Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. • 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. COMMUNICATION • Speaks and writes clearly and effectively. • Listens to others, correctly interprets messages from others and responds appropriately. • Asks questions to clarify and exhibits interest in having two-way communication. • Tailors language, tone, style and format to match audience. • Demonstrates openness in sharing information and keeping people informed. 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. 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. 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.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Job - Specific Qualification

Not available.

Work Experience

A minimum of ten (10) years of progressively responsible experience in human resources management, administrative services or related area is required. A minimum of five (5) years of recent experience in managing HR operations for multiple entities with diverse funding sources is required. A minimum of three (3) years of managerial experience in leading a large team of HR practitioners is required. Experience in analyzing large and complex data sets from diverse ERP systems and preparing HR reports to support senior management’s decision-making and legislative review processes is required. Experience in coaching and informal conflict resolution is desirable. Experience in HR process improvement for entities with an integrated operational structure is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position(s) advertised, fluency in both oral and written 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

This position is funded with extra-budgetary resources and is available for an initial period of one year. The appointment, renewal and continuation thereof against this position are subject to availability of the post or funds or budgetary approval. 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. 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. 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.

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. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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 13 days ago - Updated 3 hours ago - Source: careers.un.org