Human Resources Officer

Org. Setting and Reporting

The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions. The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel. The Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities. The Operational Staffing Design Section (OSDS) facilitates a holistic approach to operational workforce planning and organizational design with client entities and provides a methodology to meet the gap analysis between the staffing demand and supply, in particular, by forecasting the future needs in term of rosters. The position is located in the Operational Staffing Design Section (OSDS), Staffing Service (SS) in the Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Human Resources Officer will report to the Senior Human Resources Officer, supervisor of the position with a functional reporting line to the Chief, Non-staff Capacities Unit (NSCU)for all matters regarding non-staff personnel.

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties: General The incumbent will draw upon the expertise that resides in OSDS and NSCU to provide leadership in workforce planning and support in the redesigning of the United Nations Mine Action Service (UNMAS) Programmes, and related areas in Peacekeeping Operations. • Develops and implements 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. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources projects. • May plan, organize, manage and supervise the work of the Unit/Section assigned. • Provide Operational Support Services in Workforce Planning and Organizational Design and workforce planning reviews and identify priority areas • Lead the workforce planning reviews and identify priority areas. • Analyze client requirements, including as relates to organizational design, workforce planning, recruitment, capacity building, knowledge management and other related area • Recommend and formulate workforce planning strategy and monitor its development and assess the effectiveness. • Provide advice and support to clients on the management of workforce planning and organizational design and other human resources activities. • Identify staffing and structural duplications, propose solutions to fill gaps and develop upskilling options for existing staff to improve efficiencies and support the acquisition of a diverse workforce. • Analyze the use of Non-Staff personnel and identify solutions for transition to more appropriate modalities as required. • Review and analyze data to identify trends or patterns and provide insights and produce analytical reports to enable data-driven planning and decision-making for senior management. Advisory Services • Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices . • Reviews and recommends level of remuneration for consultants. • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • Supports the transition or conversion of staff/Non-Staff from UNOPS to relevant PKO or UNMAS staffing. • Liaise with other relevant proponent offices, as well as other areas of HR for administration in the Organization’s ERP systems. • Advise and support in the area of recruitment and roster building 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. • Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. • Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact. • Provides advice on mobility and career development to staff at all levels in all categories. • 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. • Formulates examination policies, and develops and prepares examination questions and papers. Other duties • 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. • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Represents the management in classification appeal cases. • Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff. • Prepares classification analysis of jobs in Professional and General Service and related categories. • Support clients in the justification of potential staffing changes to legislative bodies • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Develop briefing materials and reports and conducts related presentations. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.

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 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

An Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related field is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Job - Specific Qualification

Certification in data analytics, business analytics or data science programs is desirable.

Work Experience

A minimum of seven (7) years of progressively responsible experience in human resources management, administration or related area is required. Experience in an international organization is required. Experience in the area of workforce planning and organizational design is desirable. Experience in the area of policy advice and administration of non-staff (affiliate) personnel is desirable. Experience in data analytics is desirable. Experience in budget preparation is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the post advertised, 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 an assessment exercise which may be followed by competency-based interview.

Special Notice

• This position will be available for 1 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. • 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. • 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. • Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection. • 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. 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 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.