This position is located in the Headquarters Client Support Service (HQCSS), Division of Administration, New York, Department of Operational Support (DOS). The Human Resources Officer serves UNJSPF and reports to the Senior Human Resources Officer, DOS.
The Executive Office component of the Headquarters Client Support Service provides administrative support to the Department of Operational Support (DOS), the Office of Information and Communications Technology (OICT), and 18 other entities in New York, which do not have an Executive Office, namely: Global Compact Office (GCO),Human Security Unit (HSU),Office of Administration of Justice (OAJ),Office of the Special Adviser to the Secretary-General on the Preparations for the Commemoration of the United Nations 75th Anniversary, Office of the Special Adviser on System-Wide Implementation of Chief Executive Board (CEB) Decisions ,Office of Special Coordinator on Improving the United Nations Response to Sexual Exploitation and Abuse, Office of Special Envoy for Haiti, Office of the Special Representative of the Secretary-General on Children and Armed Conflict (OSRSG-CAAC), Office of the Special Representative of the Secretary-General on Sexual Violence in Conflict (OSRSG-SVC), Office of the Special Representative of the Secretary-General on Violence Against Children (OSRSG-VAC), Office of the United Nations Ombudsman and Mediation Services, Office of Victims’ Rights Advocate (OVRA), United Nations Ethics Office, United Nations Joint Staff Pension Fund (HR services only based on service catalogue), United Nations Office for Partnership (UNOP) & Liaison offices of the:
United Nations Office on Drugs and Crime, United Nations Convention to Combat Desertification in New York, United Nations Institute for Training and Research
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
- Provides advice and support to managers and staff on human resources related matters.
- Prepares special reports and participates and/or leads special human resources project.
- Keeps abreast of developments in various areas of human resources
-Provides inputs to Management Evaluation Unit (MEU) and United Nations Dispute Tribunal (UNDT) cases, as required.
Recruitment and placement;
-Facilitate on boarding and induction of new staff members.
-Prepares job offers for successful candidates, which includes the proposal of grade/step upon recruitment for Professional and above staff members for endorsement by HR Operation.
-Serves as ex-officio in special post allowance (SPA) Panels..Provides inputs to Management Evaluation Unit (MEU) and United Nations Dispute Tribunal (UNDT) cases, as required
- Prepares job offers for successful candidates, which includes the proposal of grade/step upon recruitment for Professional and above staff members for endorsement by OHRM
- Monitors implementation of Service Level Agreement (SLA) targets with client departments and offices and recommends changes or corrections related to procedures to these offices.
- Supervises and monitors the work of the Human Resources Partners in carrying out all human resources administrative transactions and operational activities, including preparation of personnel actions, and processing of contracts.
Administration of entitlements:
-Monitors implementation of Service Level Agreement (SLA) targets with client departments and offices and recommends changes or corrections related to procedures to these offices.
-Generates umoja reports for monitoring purposes.
-Supervises and monitors the work of the Human Resources Partners in carrying out all human resources administrative transactions and operational activities, including preparation of personnel actions, and processing of contracts.
-Administration of entitlements: - Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
-Administers and provides advice on salary and related benefits and travel.
-Determines and recommends benefits and entitlements for staff on the basis of contractual status.
-Provides support on other operational and transactional activities, which includes periodically monitoring on operational activities of HR Partners under supervision, on payments of staff benefits and entitlements, when required, initiates appropriate corrective action, tracks overpayments and prompts recovery actions.
-Initiates random monitoring exercises for verification of entitlements and supporting documentation.
-Coaches staff under his/her responsibility and identifies needs for continuous learning.
-Reviews policies and procedures and recommends changes as required.
-Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements
- Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
• TEAMWORK: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
• 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.
Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related area. 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 minimum of five years of progressively responsible experience in human resources management, administration or related area. Ability to identify issues, formulate opinions, make conclusions and recommendations is required
Expert knowledge of Organizational ERP tool (Umoja) or equivalent and ability to conduct required transactions in a business environment desirable.
Expert knowledge of Organizational recruitment tool (INSPIRA) or equivalent to conduct required transactions in a business environment desirable.
English and French are the working languages of the United Nations Secretariat. For this position fluency in English (both oral and written) is required; knowledge of another UN official language is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
• Please note that this is a temporary job opening, open to internal as well as external candidates.
• This position is available through 31 December 2020, with the possibility of extension subject to availability of funding. The selected candidate is expected to start as soon as possible.
• A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
• Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
• While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
• The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
• Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
Job openings posted on the Careers Portal are taken off at midnight (New York time) on the deadline date.
Applications are automatically pre-screened according to the published evaluation criteria of the job opening on the basis of the information provided by applicants. Applications cannot be amended following submission and incomplete applications shall not be considered. The selected candidate will be subject to a reference checking process to verify the information provided in the application.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” on the upper right side of the browser on Inspira.
The United Nations shall place 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. (Charter of the United Nations - Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.
Candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
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.
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.
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.