Deadline: 9 July 2021

Org. Setting and Reporting: The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions.

The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery.

The Operational Support and Advisory Service (OSAS) serves as an enabling partner to support clients in fulfilling their mandates. The key services include: guidance to entities on the proper exercise of delegated authorities; advice on the application of human resources policies and procedures; advice to managers related to formal and informal conflict resolution; input/feedback to the development and/or improvement of simplified policies and procedures; support to clients in developing, formulating and implementing customized entity specific HR strategies and plans; and support to clients and shared services in the achievement of their human resources management targets and objectives.

The Human Resources Advisory Section 1 (HRAS1) serves as the primary entry point and point of contact for clients regarding services provided by OSAS.

This position is located in the Human Resources Advisory Section 1 (HRAS1), Operational Support and Advisory Service (OSAS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Human Resources Officer will serve as the Deputy Chief of the Section and will report to the Chief of the Human Resources Advisory Section 1.

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:

General Management

• Plans, organizes, manages and supervises the work of the Unit assigned.
• Oversees recruitment activities within the assigned Unit, including by identifying required skillsets, creating job openings, reviewing candidate applications, creating short lists, participating in and chairing interview panels, and making recommendations for selection.
• Promotes staff development and career support programmes within the supervised office.
• Establishes collaborative relationships with all relevant internal and external partners.

Advisory Services and Client Relations Management

• Provides guidance to senior management and HR business partners on all aspects of human resources policies and procedures.
• Provides proactive and innovative approaches to the delivery of human resources services in consultation with local HR business partners.
• Provides advice to clients in relation to the interpretation and implementation of Staff Regulations and Rules and on risks associated with new processes or guidance documents.
• Provides advice on complex performance management issues to managers and local HR business partners in supported entities and assists supported entities with the implementation of the performance appraisal system.
• Provides advice on the appropriate usage of all types of staff categories and non-staff capacities throughout the Secretariat in the context of operational workforce planning.
• Supports managers in formal and informal conflict prevention and resolution, including specialized advice to clients on other issues related to the formal and informal system of administration of justice, including complex human resources cases submitted for management evaluation.
• Provides operational inputs, advocating for changes in policies and conditions of service.
• Ensures consistency in human resources advisory services and adherence to the tiered client service model in human resources across stakeholders.

Operational Support

• Coordinates with supported entities to ensure that their evolving needs are addressed in the context of the development and implementation of new human resources policies, practices, and procedures.
• Bridges the gap between policy development and implementation, serving as an enabler for operational support.
• Assists entities in the conduct of human resources aspects of their strategic reviews and contributes to the development of integrated planning processes, the development of human resources concepts of operation and associated implementation plans.
• Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates.
• Assists supported entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts.
• Supports entities in the development and implementation of an entity-specific operational workforce planning strategy and associated recruitment plans.
• Provides advice on the timely filling of posts in accordance with established policies and procedures.
• Provides guidance to HR business partners on the efficiency and effectiveness of various systems and processes.
• Supports multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets.
• Other duties as priorities evolve.

Business Process Improvement

• Advocates for the simplification and development of new human resources policies and leads process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization.
• Provides feedback on and identification of requirements for continuous process improvements and adaptation to policies and processes based on operational requirements and trends.
• In consultation with clients, reviews pain points in business processes with a view to eliminating them while advocating for changes in policies, processes and systems and while proactively looking to fill gaps in processes.

Knowledge Management

• Provides advice on the establishment, maintenance, and utilization of knowledge and/or information management systems related to human resources.
• Develops guidance packages (e.g. Standard Operating Procedures, templates, lessons learned, etc.) on operational human resources matters for the global human resources community.
• Analyses client performance to identify requirements for human resources capacity building, including the need for guidance development to strengthen their ability to exercise delegated authorities.

Competencies

Professionalism:  Knowledge of human resources policies, practices and procedures 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.

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.

Planning and 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.

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 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 degree) in human resources management, business or public administration, social sciences, education, or a related field. 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 seven years of progressively responsible experience in human resources management, administration or a related area is required.

A minimum of two years of experience in an international organization supporting the development and delivery of specific human resources initiatives such as integrated HR planning processes, workforce planning, performance measurement, recommendations on conditions of service or compensation packages is desirable.

A minimum of two years of experience in an international organization advising clients on the interpretation and implementation of staff regulations and rules, human resources policies, guidelines, or process guides is desirable.

A minimum of two years of experience in an international organization supporting business process improvements of human resources procedures 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 United Nations official language is an advantage.

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

Special Notice: The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff.  Female candidates are strongly encouraged to apply for this position.

Appointment or assignment against this position is for an initial period of one year.

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

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Berinyuy Cajetan, Publisher

Berinyuy Cajetan is the founder and publisher of Human Rights and Legal Research Centre (HRLRC) since 2017. He has intensive experience in strategic communications for Civil Society Organizations, campaign and advocacy, and social issues. He has an intensive experiencing in human rights monitoring, documentation and reporting.