Human Resources Officer, P3

Org. Setting and Reporting

This position is located in the Human Resources Management Unit of the Executive Office of the Department of Global Communications. The Executive Office is responsible for all financial, personnel, information technology service and general administrative matters concerning the Department. The Human Resources Officer will report to the Head of the Unit and the Executive Officer.

  Responsibilities

Within delegated authority, the incumbent of the post will be responsible for the following duties:

General •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. Recruitment and placement •Identifies upcoming vacancies in coordination with client offices. •Prepares job openings, reviews applications under HR Assessment, and releases all eligible candidates for review . •Reviews recommendation on the selection of candidate by client offices. •Serves as ex-officio in examinations boards, and prepares and presents cases to these bodies as necessary. •Prepares job offers for successful candidates. •Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices. •Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions including preparation of personnel actions, maintenance of staffing tables, and processing of contracts. •Plans, organizes, develops, coordinates and administers the Young Professionals Placement Examination , G to P Examinations, and tests related to recruitment of professional, general service and other categories of staff. 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, travel, and other entitlements. •Determines and recommends benefits and entitlements for staff on the basis of contractual status. •Reviews policies and procedures and recommends changes as required. •Reviews and recommends level of remuneration for consultants. Staff development and career support •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. •Designs and manages sabbatical/external assistance schemes. •Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories. •Designs, plans, monitors and provides induction orientation programme and briefing to new staff members. •Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS). •Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization. Other duties •Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. •Prepares classification analysis of jobs in Professional and General Service and related categories. •Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. •Assists in preparing policy papers, position papers and briefing notes •Keeps abreast of developments in various areas of human resources   Competencies

•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.

•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. •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 years 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 using human resources information systems, such as Inspira or similar, is required. Experience in recruitment and staff selection is required. Experience using organizational ERP Systems, such as Umoja or similar systems, to conduct Human Resources transactions, including managing staffing tables, is required. At least three years’ experience in human resources policies, regulations and rules is required. Experience managing a team of five or more is desirable. Experience in the administration of the Internship programme and the organization’s flexible working arrangements is desirable. Experience with post classification is desirable. Experience in an Executive Office is desirable.

  Languages

English and French are the working languages of the UN Secretariat. For this advertised position, fluency in English is required. Knowledge of French is desirable. Knowledge of another UN official language is desirable.

  Assessment

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

  Special Notice

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. 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. For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 January 2020, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Colombia, Comoros, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Islamic Republic of Iran, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.   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.

 

Tags: Department of Global Communications, United Nations