UN Missions

Human Resources Officer

UN Missions

Job Description

This position is located in Laayoune, in the Human Resources Section of the United Nations Mission for the Referendum in Western Sahara (MINURSO). The incumbent will report to the Chief Human Resources Officer.

Responsibilities

Within delegated authority, the Human Resources Officer P-3 will be responsible for the following duties: General Provides advice and support to managers and staff on human resources policy related matters. Prepares special reports and participates and/or leads special human resources project. Keeps abreast of developments in various areas of human resources. Monitoring, Reporting and internal Communication Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities. The HRO develops and implements practices and procedures based on HR policies to meet the evolving needs of the mission. The HRO is responsible for monitoring the implementation of human resources policies, practices and procedures in the mission. Administration of entitlements The HRO is responsible for providing advice on interpretation and application of policies, regulations and rules. S/he reviews and provides advice on exceptions to policies, regulation and rules. The HRO is responsible for providing advice to staff members on salary and related benefits, travel, and social security entitlements. S/he determines and recommends benefits and entitlements for staff on the basis of contractual status. S/he reviews policies and procedures and recommends changes as required. S/he is responsible for reviewing and recommending the level of remuneration for consultants. Recruitment and placement / Post classification S/he is responsible for serving as ex-officio in appointment and promotion bodies, preparing job offers for successful candidates; evaluating recruitment and placement-related activities of client offices, and recommending changes or corrections related to procedures to these offices. S/he will be responsible for reviewing and submitting job descriptions for classification exercise and reclassification process. Performance Management and Staff Development S/he is responsible to ensure compliance with the UN staff performance management system as promulgated under ST/AI/2010/5. He/she monitors the implementation and compliance of the electronic performance management tool in the mission. The HRO identifies and analyses mission’s staff development and career support requirements to achieve the mission’s mandate. S/he analyses staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and assess/recommend ways to enhance their effectiveness and impact. S/he advises staff members on mobility and training opportunities, and contributes to the mission training budget in Coordination with the integrated training service. Particular attention should be given to developing and implementing Career Development paths for national staff members. Administration of Justice Under the supervision of the CHRO and working with interested parties such as the Staff Association(s) and the mission’s Conduct and Discipline component, Chief of Staff and/or CMS, the HRO contributes to addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. The HRO contributes to responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.

Competencies

•Professionalism: Knowledge of human resources policies, practices, procedures, and tools 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work and for counseling mission leadership and hiring managers on how to bridge the gender gap in the recruitment process in line with the Mission´s Gender Parity Strategy. •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.

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 two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of five years of progressively responsible experience in human resources management, administration or related area is required. Experience as Local Processor Expert (LPE) in UMOJA is highly desirable. Experience in Specialist Support is desirable. Experience in Inspira Staff Selection System is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this position, fluency in oral and written English language is required. Knowledge of the other is desirable.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

• This position is temporarily available until [specific date]. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. • 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. • Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. • This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. • Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. • Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

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.

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.

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