UN Women: Anti-Fraud Specialist

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 140,639 USD and 184,155 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.

Background

The duration of the assignment for 364 days. Whereas an external candidate will be offered a temporary appointment; subject to release agreements, staff members in UN Women may be administered as a temporary assignment and staff members in the UN Common system may be administered under a loan arrangement.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The Division of Management and Administration (DMA) is responsible for the management of financial, operational, and administrative resources including information communications and technology, procurement, security and facilities and asset management. The goal is to ensure the effective and efficient delivery of essential operations services in UN Women, continuous development and improvement in operations, policies, and methods to align with UN Women and stakeholders' evolving business needs and advisory support to the Executive Director in the formulation and implementation of the UN Women overall mission, strategy and plans of actions.

UN Women is committed to promoting and adhering to the highest standards anti-fraud measures in its programming and in the use of its resources. To effectively address the risk of fraud and proscribed practices, UN Women has promulgated an Anti-Fraud Policy and strives to ensure that the three lines of defense respond efficiently and effectively to its operational and administrative environment, while taking advantage of lessons learned and best practices developed during the prevention, detection, and response to fraud. The purpose of the Anti-Fraud Policy is to outline UN Women’s current approach to the prevention, detection, and response to incidents of fraud and proscribed practices. Work has commenced to materially revise the Anti-Fraud Policy, primarily based on audit recommendations raised within the Anti-Fraud Programme audit report of 2021 by the Internal Audit Services (IAS).

To date, a revised draft policy has been formulated, supported by a draft Anti-Fraud strategy, and related documents. These documents are still the subject of substantive work that will be based on collaborative engagements between key internal stakeholders such as the Human Resources Division, Legal Office, IAS, Risk Management, and the Ethics Advisor. In addition, further discussions and input is required from (a) HQ business process owners (BPOs) to determine the adequacy of controls; (b) the ERP Project Manager in order to determine the systems related implications for further embedding enhanced fraud prevention and detective controls, to the extent possible; and (c) the regional offices and country offices, to ensure effective collaboration is achieved during the revision process.

Reporting directly to the Director DMA and under the daily supervision of the Deputy Director DMA, the Anti-Fraud Specialist will be responsible for following up on the recommendations from Internal Audit Services (IAS) to UN Women’s current anti-fraud policy, management, oversight, and training approach. More specifically this will include the need for the Anti-Fraud Specialist to: enhance the distribution of anti-fraud responsibilities among Divisions, noting that DMA is the overall BPO; further revise and update the Anti-fraud Policy, currently under revision, drawing on the initial feedback received from various Divisions for their respective aspects of the Policy, including those of DMA as the Policy owner and finalize the revisions to the Anti-fraud Policy, ensuring adherence with the Policy, Procedure and Guidance (PPG) Framework Policy; create an action plan to address the recommended actions arising from the internal audit report to strengthen the anti-fraud programme and the Anti-fraud Policy, which should be accompanied by an estimate of resource requirement. This work will also include working with and engaging BPOs towards the development of an anti-fraud monitoring

Duties and Responsibilities

1. Develop and oversee the proposal for the optimal distribution of anti-fraud responsibilities among Divisions noting that DMA is the overall BPO:

• Assign the key contributors to the policy, including senior management or specific key business process owners.
• Recommend the establishment of a formal matrix of responsibility within the Anti-Fraud Policy for the various anti-fraud activities, clarifying the specific roles of functions, units, divisions, and offices.
• Reassign responsibility for fraud risk monitoring across the three lines of defense in the Anti-Fraud Policy, ensuring consistency with related policies and appropriate legal instruments.

2. Revise the Anti-fraud Policy drawing on the various relevant Divisions for their respective aspects of the Anti-fraud Policy, including those of DMA as the Policy owner:

• Ensure that alignment is achieved with other related policies and procedures such as the Internal Control Framework, Delegation of Authority, Legal Policy for Addressing Non-Compliance with UN Standards of Conduct, Protection Against Retaliation Policy, Fraud Risk Assessment Guidance, etc.
• Provide recommendations to DMA as the Policy owner and BPO on the consideration to expand definitions in the Anti-Fraud Policy to include topics such as corruption and other unethical practices.
• Embed a process to ensure that policy owners take stock of anti-fraud controls within their respective policies. This should include a consideration of controls within the new ERP system. This could also include providing advice and interpretation of DOA/ICF solutions to best address anti-fraud.
• Engage with the ERP Project manager and business process owners in order to consider how best to utilize data analytic techniques to prevent and detect fraud.

3. Develop an action plan, accompanied with the resources required for implementation and operationalization of the Anti-Fraud policy:

• Devise actions to be taken as part of existing workplans and responsibilities as well as.
• Classify actions that can be taken into the short term, medium term and long term. Identify actions which would require additional resources.

4. Support the business process owners to develop an anti-fraud monitoring mechanism to assess the effectiveness of the Anti-Fraud Policy within their respective areas as a mechanism for communicating and rectifying issues raised and capturing lessons learned:

• Establish the responsibility of individual policy owners to monitor their policies and provide feedback to the anti-fraud business process owner.
• Establish appropriate measurement criteria and determining UN Women’s fraud risk tolerance thresholds, based on agreed upon fraud risk indicators.
• Develop a sample reporting model on anti-fraud activities on a regular basis, for the attention of the Risk Management Committee

5. Suggest a set of actions to improve UN Women’s anti-fraud culture, awareness, training, and communications in the anti-fraud programme action plan:

• Undertake a review of the current training available and assessing the effectiveness independently, but also by way of user surveys, making recommendations for improvement where relevant, also developing a system for tracking the effectiveness of any refresher training that can be provided.
• Develop a fraud management induction pack to be delivered as part of induction for managers and supervisors.

6. Perform other responsibilities relating to anti-fraud management may be assigned by the Deputy Director DMA.

Competencies

Core Values:

• Respect for Diversity
• Integrity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-values-and-competencies-framework-en.pdf

Functional Competencies:

• Affinity with UN Women mandate on Gender equality and women’s empowerment.
• Ability to evaluate the impact on UN Women’s activities in relation to anti-fraud measures including risks, delegation of authority and Internal Control
• Ability to work in cross functional team and lead the day-to-day management and revisions to the anti-fraud policy.
• Knowledge of the UN rules and regulations and in particular fraud risk mitigation would be a strong asset.
• Detailed oriented.
• Strong analytical skills

Required Skills and Experience

Education and Certification:

• Master’s degree or equivalent in law, accounting, or a field relevant for anti-fraud management is required.
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
• A certification in risk management, anti-fraud management or similar would be an asset.
• A project/programme management certification would be an asset.

Experience:

• At least five (5) years of experience working in law, accounting, compliance, or relevant field, three (3) of which should include the management of anti-fraud components.
• Experience in writing or revising anti-fraud policies and related procedures and guidance is required.
• Experience in developing capacity of stakeholders related to anti-fraud or a related field is desirable.
• Relevant experience within the UN System is desirable.

Languages:

• Fluency in English is required
• Knowledge of French and/or Spanish is desirable
• Knowledge of another official UN language is desirable (Arabic, Chinese or Russian)

Special Notice:

In accordance with the UN Staff Regulation 4.5 (b) A temporary appointment does not carry any expectancy, legal or otherwise, of renewal. A temporary appointment shall not be converted to any other type of appointment. This temporary appointment is budgeted for a maximum term of 364 days.

Application:

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from: https://www.unwomen.org/sites/default/files/2022-07/UN-Women-P11-Personal-History-Form-en.doc Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

Note:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.