Senior Programme Management Officer (Anti-Racism)

Org. Setting and ReportingThe Anti-Racism Office (ARO) was established by the UN General Assembly in the Office of the Under-Secretary-General for Management Strategy, Policy and Compliance to oversee, coordinate and monitor the implementation of the Strategic Action Plan on Addressing Racism and Promoting Dignity for All (SAP). The mandate of the ARO is to dismantle racism within the UN Secretariat and promote a zero-tolerance approach to racism and racial discrimination by promoting open dialogues, effective training and knowledge provision, policy analysis and review as well as racial justice through enhanced reporting and proficient adjudication of racial discrimination cases. The Senior Programme Management Officer (Anti-Racism) will be based at the ARO and will operate under the leadership of the Director of the ARO. The Senior Programme Management Officer is responsible for leading the Accountability pillar of ARO's the three-pronged approach, which addresses (i) Anti-Racism Advocacy, (ii) Anti-Racism Transparency and (iii) Anti-Racism Accountability. The Senior Programme Management Officer oversees, plans, and implements the operational activities related to the work of the Anti-Racism Office on internal accountability systems related to the implementation of the Strategic Action Plan on addressing racism and racial discrimination at the UN global Secretariat. ResponsibilitiesWithin delegated authority, the Senior Programme Management Officer will be responsible for the following duties: Policy and Strategic Management • Identify and design substantive anti-racism interventions related to the accountability pillar in the implementation of the Strategic Action Plan on addressing racism and racial discrimination at the UN global Secretariat. • Provide guidance to the Director on the strategic development and management of activities on the internal accountability systems related to the implementation of the Strategic Action Plan on Addressing Racism and Racial Discrimination at the UN Secretariat. • Plan and implement the operational activities related to the work of the Anti-Racism Office on internal justice mechanisms tackling interpersonal, institutional, and systemic forms of racism and racial discrimination. • Conceptualize and support the implementation of organizational change processes pertaining to institutional and operational transformation towards the promotion of racial equity across the UN Secretariat as envisioned in the Strategic Action Plan. • Coordinate and provide substantive knowledge, guidance, and advice on racism, racial discrimination, and racial justice in the workplace to the work of implementing departments, the Anti-Racism Advocates, and other relevant stakeholders across the Organization. • Monitor and evaluate the effectiveness of entities in the implementation of the Strategic Action Plan with regards to leadership accountability and racial justice issues. • Establish impactful partnerships with the relevant stakeholders to support a sustained commitment to combat racism and racial discrimination in the Organization. • Contribute to the preparation of reports, analytical papers, talking points, and other documents produced by the Anti-Racism Office. • Ensure effective utilization, supervision, and development of staff, provide mentorship, and support the professional development of junior staff. • Manage issues, suggest solutions, communicate with relevant parties, initiate follow-up actions, and escalate them to senior management as required. Programme Management • Conceptualize a robust policy analysis and review of internal systems of accountability related to the implementation of the Strategic Action Plan on Addressing Racism in the Organization. • Coordinate the development of appropriate mechanisms for senior leadership accountability in terms of ensuring a work environment free of racism and racial discrimination where every staff member is treated with dignity. • Provide policy analysis and advice on internal systems of administration of justice as it relates to racism and racial justice to support senior leadership across the Organization related in the implementation of entity level action plans on addressing racism and racial discrimination in the workplace. • Develop research and analysis on topics related to addressing and adjudicating cases involving racism and racial discrimination in the workplace in collaboration with relevant partners to support policy review and implementation. • Coordinate and provide substantive knowledge to support implementing departments and offices working on leadership accountability and internal systems of administration of justice concerning the Strategic Action Plan on Addressing Racism in the Organization. • Provide substantive advice to relevant departments and offices on the review and reform of critical policies, procedures, and frameworks that may lead to racially prejudiced outcomes. • Collaborate with relevant entities on the development of measurable goals and indicators on leadership accountability and racial justice to support the effective implementation of the Strategic Action Plan on Addressing Racism in the Organization. • Support implementing departments and offices in the development of mechanisms for more effective processes in investigations on allegations of racism to strengthen the internal systems and specialists in responding to such allegations. • Develop collaborative mechanisms with relevant stakeholders within the Organization on strengthening staff members’ trust in the internal systems of administration of justice and building safer and more supportive environments for reporting allegations of racism and racial discrimination without fear of retaliation. • Collaborate with and support relevant bodies in the provision of legal advice and/or mediation services to address allegations and tensions related to racism and racial discrimination. • Collaborate with and support relevant bodies in the provision of counselling and support services to staff members affected by racism and racial discrimination. • Support the development of effective induction and training programmes for UN judges and investigators on the key themes on addressing racism and racial discrimination with a view to promote racial justice and racial equity. May perform other duties as required. CompetenciesProfessionalism: Ability to identify key strategic issues, opportunities, and risks. Ability to generate and communicate broad and compelling organizational direction. Ability to communicate clearly links between the Organization’s strategy and the work unit’s goals. Demonstrated ability to provide innovative technical leadership by performing and/or overseeing the planning, development, and management of operation. Demonstrated ability to negotiate and apply good judgment. 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. Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed. Teamwork: Works collaboratively with colleagues to achieve organizational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings. Leadership: Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands. 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. 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 that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary. EducationAdvanced university degree (Master's degree or equivalent) in law, sociology, anthropology, psychology, political science, international development, or related disciplines 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. Job - Specific QualificationNot available. Work ExperienceA minimum of ten (10) years of progressively responsible experience in programme management and coordination or advocacy and communications in human rights, policy development and analysis, or related areas is required. A minimum of three (3) years of experience working on anti-racism issues is required. A minimum of three (3) years of managerial and coordination experience is required. Experience in policy analysis and development of leadership accountability mechanisms, with clear goals and indicators is desirable. Experience in research and analysis on issues pertaining to racism and racial discrimination in the workplace to support policy review and implementation is desirable. Experience conceptualizing and supporting the implementation of organizational change processes pertaining to combating racism and racial discrimination is desirable. Experience in building and maintaining effective collaborative partnerships is desirable. LanguagesEnglish 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 official United Nations language is an advantage. AssessmentEvaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special NoticeAppointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. 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. 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. 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. 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. For this position, applicants from the following Member States, which are un-represented or under-represented in the UN Secretariat as of 31 January 2024, are strongly encouraged to apply: Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, China, Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Germany, Grenada, Guinea-Bissau, Hungary, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Libya, Liechtenstein, Malta, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Panama, Papua New Guinea, Paraguay, Qatar, Republic of Korea, Saint Vincent and the Grenadines, Sao Tome and Principe, Saudi Arabia, Singapore, Solomon Islands, Somalia, Thailand, Timor-Leste, Tuvalu, United Arab Emirates, United States of America, Vanuatu. United Nations ConsiderationsAccording 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. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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 FeeTHE 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.