HUMAN RESOURCES OFFICER [Temporary]

  • Added Date: Wednesday, 10 August 2022
  • Deadline Date: Tuesday, 16 August 2022
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Org. Setting and Reporting

This position is located in the Human Resources Service Section of the United Nations Multidimensional Integrated Stabilization Mission in Mali (MINUSMA) in Bamako; and will report to the Chief of Client Support Services. Responsibilities

Responsibilities

1.Administration of entitlements and Benefits
โ€ข Advises the Chief Human Resources Officer and Human Resources Officer on the development, modification and implementation of United Nations policies and practices on entitlements.
โ€ข Provides advice and guidance to managers and staff on human resources related matters
โ€ข Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
โ€ข As requested by the supervisor, might be required to represent the office in joint bodies and working groups relating to salaries and other conditions of service.
โ€ข Assist in the process of knowledge/awareness building amongst programme managers, senior management 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;
โ€ข Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and proceduresโ€ข Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution

2.Administration of Justice:
โ€ข Researches and compiles the missionโ€™s responses to formal and informal requests emanating from different entities under the Administration of Justice (AoJ) system;
โ€ข Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level;
โ€ข Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.

3.Policy Support:
โ€ข Contributes to the monitoring and evaluation of the implementation of delegated authorities, Service Level Agreements, HR indicators, and the Senior Managers' Compact;
โ€ข Conducts research on precedents, policy rulings and procedures;
โ€ข Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management;
โ€ข Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.;
โ€ข Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action;
โ€ข Assist with the development of a communication strategy with outreach on HR issues and regular formal and informal meetings;
โ€ข Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements;
โ€ข Monitors the full-compliance of e-Performance and provides input to the establishment of a Rebuttal Panel and acts as their facilitator and ex-officio member;
โ€ข Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan to improve performance.

4. Other:
The HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through interalia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers' Compact.
โ€ข Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
โ€ข Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
โ€ข Conducts research on precedents, policy rulings and procedures.
โ€ข Maintain human resources information systems, including constant update and generation of information and reports for use by management;
โ€ข Performs other duties as required. Competencies

Professionalism:
Extensive training in the Organizationโ€™s human resources management practices, policies and procedures, especially related to post management; skills in databases, Enterprise Resource Planning (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. 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 โ€œclients โ€ and seeks to see things from clientsโ€™ point of view. Establishes and maintains productive partnerships with clients by gaining their trust and respect. Identifies clientsโ€™ needs and matches them to appropriate solutions. Monitors ongoing developments inside and outside the clientsโ€™ 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 (Masterโ€™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 with hands-on management of benefits and entitlements of staff, including senior level officials, in a large organization is required.

Previous experience serving in United Nations peacekeeping missions or similar organization is desirable.

Solid experience in customer oriented teams is desirable. Languages

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

Evaluation of qualified candidates may include an informal interview. Special Notice

โ€ข This position is temporarily available for six months. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.

โ€ข 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.

โ€ข 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.

โ€ข This temporary job opening may be limited to โ€œinternal candidates,โ€ 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.

โ€ข 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.

โ€ข 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 โ€œsexual exploitationโ€ 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 โ€œsexual abuseโ€ means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term โ€œsexual harassmentโ€ 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 perpetratorโ€™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 โ€œManualsโ€ 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 APPLICANTSโ€™ BANK ACCOUNTS.

This vacancy is archived.

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