Senior Programme Management Officer (Change Management)

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.

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.

Org. Setting and Reporting This position is located in the Office of the Under-Secretary General (OUSG) for Management Strategy, Policy and Compliance. The Senior Programme Management Officer reports to the Director, Anti-Racism Team (ART).

The ART is responsible for high-level oversight, coordination, monitoring, advocacy, mainstreaming, and long-term sustainability of the activities of implementing departments and offices in the global Secretariat in addressing racism and racial discrimination, including the compounded nature of intersectional discrimination, and in advancing geographical representation and gender parity in the United Nations Secretariat.

Responsibilities Within delegated authority, the Senior Programme Management Officer will be responsible for the following duties:

- Provides policy guidance to the Director of ART on conceptual strategy development and management of the implementation of overall strategies and intra and inter-departmental policies and procedures; - In collaboration with implementing Secretariat entities and relevant and stakeholders, coordinates, monitors, advocates, mainstreams, and ensures the long-term sustainability of a portfolio of initiatives that span multiple lines of activities aimed at addressing racism and racial discrimination, including the compounded nature of intersectional discrimination, and in enhancing geographical representation and gender parity in the global Secretariat; - Acts as the first point of contact in providing substantive advice to implementing departments and offices to ensure that all deliverables are on track, within scope and meet the desired objectives, and in supporting Secretariat entities in the operationalization of the strategic action plan; - Monitors initiatives, evaluates work quality, and reports on progress in implementing and mainstreaming the strategic action plan and anti-discrimination efforts; - Proactively manages issues and proposes resolutions to problems, recognizes when things veer off course, liaises with relevant parties, identifies, and initiates follow-up actions, and escalates to senior management and governance bodies as necessary; - Leads the strategic development, implementation, and evaluation of assigned initiatives concerning the strategic action plan's performance; - Provides status reports regarding project milestones, deliverables, dependencies, risks and issues, communicates across leadership and the Implementation Steering Group, and acts as an internal quality control check; - Provides stewardship in implementing, operationalizing, and ensuring the long-term sustainability of the strategic action plan on addressing racism and promoting dignity for all in the United Nations Secretariat; - Takes part in the review of operations, management practices, internal processes, and talent management initiatives to address bias and barriers and facilitate the equal access to employment opportunities and participation of United Nations personnel in the work of the Organization; - Participates in reviewing structures, processes, practices, policies, and high-level functions, including the infrastructure that supports the Organization's operations to address personal, interpersonal, structural, and institutional racism; - In collaboration with the Senior Human Resources Officer in ART, participates in identifying levers, entry points and opportunities within the Organization to shape, promote, motivate, and engage United Nations personnel around anti-racism and anti-discrimination; - In collaboration with the Senior Human Resources Officer and Communications Officer, contributes to the clear and frequent communication throughout the mainstreaming of the strategic action plan; - Organizes periodic meetings or ad-hoc briefings to apprise implementing partners and stakeholders on the work on anti-racism; - Contributes to reports to intergovernmental bodies on the performance of the strategic action plan; - Collaborates with other organizations of the United Nations system undergoing similar work to learn and gather experience and organize joint work as and when applicable; - Supports the Director in overseeing, formulating, and implementing the work programme of the Office, determining priorities, and allocation of resources for completion and delivery of high-quality outputs; - Advises and connect staff members and teams to relevant anti-racism conflict resolution and internal justice resources; - Represents the Organization at inter-agency meetings, task forces, seminars, working groups, coordination meetings, discussions, and conferences, providing substantive expertise as appropriate; - Leads and supervises the preparation of meetings and brainstorming sessions on substantive issues of ART; - Arranges for the completion of projects assigned to implementing partners and ensures all documents are recorded and finalized; - Ensures handover of project activities to staff assigned to take over responsibilities at a programmatic level; - Provides direct support to the Director in the execution of the programme of work of ART; - Carries out programmatic/administrative tasks necessary for the functioning of ART including preparing budgets, assigning, and monitoring performance parameters and critical indicators, reporting on budget/programme performance, preparing inputs for results-based budgeting, and interviewing for job openings and evaluation of candidates; - Serves as an effective spokesperson and establishes collaboration and partnerships with key officials and stakeholders at all levels inside and outside the Organization; - Ensures effective utilization, supervision and development of staff; Guides, evaluates and mentors staff; facilitates professional development opportunities for staff and for professionals within the scope of work; - May perform other duties as required.

Competencies Professionalism: Demonstrated knowledge and expertise in the landscape with proven ability to provide consulting services to clients on geographical representation and gender parity initiatives; Ability to analyze and make sound recommendations on anti-racism and anti-discrimination, geographical representation and gender parity best practices issues, including identifying alternative solutions, projecting consequences of proposed actions, and making recommendations in support of goals; Ability to plan, implement, improve, and evaluate programs, policies, and procedures; Ability to manage multiple stakeholder expectations while driving toward organizational goals. Ability to identify key strategic issues, opportunities, and risks. Ability to generate and communicate broad and compelling organizational direction. Ability to communicate clearly links between the Organization’s strategy and the work unit’s goals. Demonstrated ability to provide innovative technical leadership by performing and/or overseeing the planning, development, and management of operation. Demonstrated ability to negotiate and apply good judgment. 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 the audience. Demonstrates openness in sharing information and keeping people informed.

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.

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 social sciences, business management, public administration, project management, economics or a related field is required. A first-level university degree (Bachelor’s degree, or equivalent) in the specified fields of studies with two additional years of relevant work experience may be accepted in lieu of an advanced university degree.

Work Experience A minimum of ten years of progressively responsible experience in project or programme management in a complex organisation, relating to a combination of several of the areas of anti-racism, anti-discrimination, geographical representation, gender parity, human resources strategies is required.

Experience in initiating, planning, coordinating, and monitoring complex projects, focused on results and impact is required.

Experience leading multi-functional teams in international settings is required.

Experience with data-informed (quantitative and qualitative) analytical approaches to identifying issues, impact, and recommended solutions, is required.

Experience in advising senior management on the development, and implementation of anti-racism and antidiscrimination strategies is desirable.

Experience coordinating initiatives across multiple organisations 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 French is desirable. 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 job opening is advertised to fill a position financed from temporary funding through 31 December 2023. The appointment or assignment and renewal thereof are subject to the budgetary approval. In case of selection of a staff member of the United Nations Secretariat who meets the definition of "internal candidate" in staff rule 4.10, the staff member will be placed on a temporary assignment, and would be required to maintain a lien on their current post.

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.

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.

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.