Under the direct supervision of the Head of Administration, the Human Resources Officer is responsible for the following duties:
MONITORING, REPORTING AND INTERNAL COMMUNICATION: • Contribute to the monitoring and evaluation of the implementation of delegated authorities, through, inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact. • Develop and implement practices and procedures based on HR policies to meet the evolving needs of the mission. • Responsible for monitoring the implementation of human resources policies, practices and procedures in the mission. • Prepares special reports, mission standard operating procedures (SOPs), and information circulars and participate and/or lead special human resources projects. • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
RECRUITMENT AND STAFF SELECTION:- •Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates. •Reviews job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents. •Conducts preliminary review, prepares and submits recruitment cases to Field Central Review Bodies (FCRB). •Arranges and conducts interviews for selection of candidates. •Reviews recommendation on the selection of candidate by client offices. •Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
ADMINISTRATION OF ENTITLEMENTS: • Responsible for providing advice on the application of policies, regulations and rules. •Review and provide advice on exceptions to policies, regulation and rules. •Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution. •Reviews and recommends level of remuneration for consultants. •Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority. •Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary. •Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions including preparation of personnel actions, updates human resources databases, and processing of contracts.
PLANNING AND BUDGET:- •Participates in the mission planning process throughout the mission life cycle for determining the staffing requirements and organizational structure; also conducts Analysis and provides inputs on emerging capacity gaps in accordance with the mission's mandate. •Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the applicable guidelines on budget review. •Reflects recommendations of the staffing reviews into the staffing requirements for purposes of budget preparation. •Reviews and monitors staffing related costs and expenditures in the ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and follows up with Budget Office to deploy funds to meet any shortfall. •Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Budget Unit to ensure availability of funds. •Reviews the documentation for submission of classification requests and contributes to the implementation of classification results PERFORMANCE MANAGEMENT:- •Supports the mission leadership in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. •Monitors the full-compliance of ePerformance and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member. •Counsels staff and managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan to improve performance STAFF DEVELOPMENT :- •Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. •Prepares monitoring reports on staff development and career support programmes. •Advises staff on Career Development, giving particular attention to developing and implementing career development paths for national staff members. •Continuously assesses the skill, expertise and knowledge of human resources staff, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems.
• Perform other duties as required.
Extensive training in the Organization’s human resources management practices, policies and procedures, especially related to post management; skills in databases, ERP and other Human Resources Systems.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
Planning & 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
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 product or services to client.
Managerial competencies 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. Makes 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.
High school diploma or equivalent. Technical or vocational certificate in human resources management, business or public administration, education or related area is required.Work Experience
At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree.
Extensive training in the Organization’s human resources management practices, policies and procedures; skills in databases, ERP and other Human Resources Systems is required.
At least one year experience managing/supervising a Human Resources Business Unit is desirable.
Experience in international or multinational public institution is desirable.
English and French are the working languages of the United Nations Secretariat. For the positions advertised, fluency in English is required.Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by informal interview.Special Notice
• This position is temporarily available until 31 July 2021. 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.
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.
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.