Org. Setting and Reporting
This position is located in the human resources section of the Executive Office component of the Headquarters Client Support Service. The Senior Human Resources Officer reports to the Chief, Headquarters Client Support Service (HQCSS), in the Division of Administration, Department of Operational Support.
The Senior Human Resources Officer in HQCSS provides human resources support to the following entities: Department of Operational Support, Office of Communication and Information Technology, Office of the Special Representative of the Secretary-General on Sexual Violence in Conflict, the Office of the Special Representative of the Secretary-General on Violence Against Children, the Office of the Special Representative of the Secretary-General on Children and Armed Conflict, the Ethics Office, the Global Compact Office, the Human Security Unit, the Office of Administration of Justice, the Office of the United Nations Ombudsman and Mediation Services, the Office of Special Envoy for Haiti, the Office of Victims’ Rights Advocate, the Office of Special Coordinator on Improving the United Nations Response to Sexual Exploitation and Abuse, the United Nations Office for Partnerships, the Office of the Special Adviser to the Secretary-General on the Preparations for the Commemoration of the United Nations 75th Anniversary, the Office of the Special Adviser on System-wide Implementation of the Chief Executive Board (CEB) decisions, as well as to the liaison offices of the United Nations Office on Drugs and Crime and the United Nations Convention to Combat Desertification in New York.
Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties:
•Plans, organizes, manages and supervises the work of the Human Resources Section of the Executive Office component of the HQCSS.
•Contributes to the development and implementation of new human resources policies, practices and procedures to meet the evolving needs of the Organization.
•Monitors and ensures the implementation of human resources policies, practices and procedures.
•Advises senior management in the client entities supported by HQCSS on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services.
•Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.
RECRUITMENT AND PLACEMENT
•Identifies recruitment needs and priorities, develops and implements recruitment strategies, and conducts targeted recruitment campaigns.
•Monitors and ensures timely filling of posts in accordance with established policies and procedures.
•Approves issuance of job openings, oversees and clears selection recommendations submissions for approval by Head of Entities and/or officials with the delegated selection authority.
•Provides guidance on policy relating to the Staff Selection System. Participate as ex-officio member in interviews for high level posts.
•Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
•Manages the HQCSS Internship Programme in support of client entities.
ADMINISTRATION OF ENTITLEMENTS
•Monitors and ensures the implementation of appropriate conditions of service and entitlements.
•Identifies needs and proposes changes to conditions of service to Office of Human Resources as required.
•Provides advice on interpretation and application of policies, regulations and rules, including on exceptions to policies, regulations and rules.
•Oversees and approves benefits and entitlements of staff and 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.
•Monitors and ensures the implementation of staff development and career support programmes.
•Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
•Provides performance management advice to staff and management. Assists the Heads of client entities with the implementation of the performance appraisal system (PAS).
•Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
•Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
•Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
•Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
•Prepares policy papers, position papers and briefing notes on HR issues related to the client entities supported by HQCSS.
• 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. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
• 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.
• BUILDING TRUST: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.
• 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.
Advanced university degree (Master’s degree or equivalent degree) 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 ten years of progressively responsible experience in human resources management, administrative services or related area is required
Experience in the use of major Enterprise Resource Planning (ERP) and recruitment systems (e.g. SAP, PeopleSoft, Oracle, etc.) is required.
Experience in providing advice to senior managers on complex human resources matters is desirable.
At least five years of human resources experience within the United Nations Common System or other similar organizations at the international level is desirable.
Experience in managing diverse HR functions for multiple clients is desirable.
Experience in supervising a medium or large size team in a multicultural environment is desirable.
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.
Evaluation of qualified candidates may include an assessment exercise which may 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.
Appointment or assignment against this position is for an initial period of one year.
Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.
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.
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.
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.