Org. Setting and Reporting
This position is located in the Strategic Talent Management Service (STMS) in the Global Strategy and Policy Division (GSPD) of the Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent of the position will report to the Senior Human Resources Officer (Mobility) in STMS.
In November 2020, the Secretary-General presented to the 75th General Assembly a New Approach to Staff Mobility, anchored in the fundamental link between career satisfaction, learning and skill development, as they relate to skill acquisition through service in entities with diverse mandates across different geographical locations. The new approach was developed following a comprehensive review of the previous mobility framework, with feedback collected from participating staff, staff at large, and entities. The first exercise of the new approach is expected to be launched in October 2022, with lateral reassignment taking place in summer 2023.
GSPD serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff. Responsibilities
Within limits of delegated authority, the Human Resources Officer (Mobility Implementation) will be responsible for the following duties:
• Develops and implements and evaluates the assigned programmes/projects that emanate from the New Approach to Staff Mobility.
• Monitors and ensures the preparation and conduct of the annual mobility exercise.
• Communicates with entities and consolidates the lists of non-rotational posts.
• Identifies staff members who are due to participate in mandatory mobility upon reaching the maximum occupancy level.
• Consolidates the lists of staff members who opt-in to participate in the annual mobility exercise.
• Coordinates the issuance of Global Compendium of posts which are part of the annual mobility exercise.
• Coordinates and facilitates the work of the Special Constraints Panel.
• Supports the application of the mobility matching tool and analyzes the results of the matching exercise.
• Monitors the final reassignment decisions.
• Closely monitors the implementation of the annual mobility exercise, timely identifies bottlenecks and proposes solutions.
• Provides advice and guidance to entities and managers on implementation of strategies and policies in the area of staff mobility.
• Keeps abreast of developments in various areas of human resources.
• Coordinates policy development, including through the review and analysis of policies and data sets related to staff mobility.
• Organizes and prepares reports and written outputs, e.g. draft background papers, analysis, sections of reports and studies, inputs to publications, etc
• Provides substantive backstopping on consultative and other meetings of the senior management.
• Initiates and coordinates outreach and support activities; conducts training workshops, seminars, supports with strategy development, makes presentations on staff mobility in collaboration with multiple stakeholders across the UN System and field operations.
• Coordinates activities related to budget funding (programme/project preparation and submissions, progress reports, financial statements, etc.) and prepares related documents/reports (pledging, work programme, programme budget, etc.), including developing and implementing a monitoring and evaluation mechanism to track progress made and provides progress updates.
• Contributes to the development of new talent management strategies and processes leveraging innovation, creativity and best practices, to build diverse, inclusive, competent, and agile workforce.
• Contributes to the preparation of proposals and reports of the Secretary-General on human resources management to the General Assembly, and prepares responses to questions from the legislative, advisory and audit bodies, and Member States. 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. The ability to analyze and interpret data in support of decision-making and convey resulting information to management. 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 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.
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 field is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
A minimum of seven years of progressively responsible experience in human resources management, project management, staff mobility, or related area is required.
Experience in data analytics or related area 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 another official United Nations language is an advantage. Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview. Special Notice
This position is temporarily available for up to 364 days. 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.
The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position.
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.