Human Resources Officer

This position is located within the Common Administrative Platform at United Nations Headquarters, referred to as the One Executive Office ("One EO"), under the Division of Administration (DoA) in the Department of Operational Support (DOS). One EO started its transition phase on 1 January 2026 as part of the UN80 reform initiative, which aims to consolidate common administrative functions across Secretariat entities into unified service platforms. 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 Division of Administration (DoA) in New York provides administrative support functions (human resources, budget, finance and general administration) and facility management and commercial services to entities at United Nations Headquarters. It also provides financial operational services to entities across the globe. As Common Administrative Platform, the Division comprises the OneEO, the Financial Operations Service (including OnePayroll), and the Facilities and Commercial Activities Service. One EO provides the full range of administrative and operational services required by New York–based Secretariat client entities to fulfill their mandates, including human resources management, financial administration, travel, and general administrative support. Specifically, this position is located at the desk providing administrative and operational support to the DESA/DGACM/OHRLLS, OSAA (Desk3). The incumbent will report to the Chief of the desk and work under the overall guidance of the Director of Administration.

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties: General • Contributes to the planning, coordination and delivery of the human resources work programme within OneEO to ensure consistent application of practices and procedures to meet the evolving needs of the Client Entities and the Organization, while meeting priorities, timelines and outputs of the OneEO. • Monitors and ensures the implementation of human resources policies, practices and procedures and supports service improvement initiatives. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources project, provides information on staff movements and cashflow projection. • Plans, organizes, manages and supervises the work of the Unit/Section assigned. Recruitment and placement • Projects and monitors vacant posts and ensures adherence to policies and procedures in filling these posts and supports client entity workforce planning needs. • Reviews recommendations on the selection of candidates by client offices. • Participates in task forces and working groups identifying issues/s, supporting service innovation, formulating guidelines, and establishing new procedures. • Builds a positive engagement and partnership with client entity focal points, other HR practitioners within OneEO and across the organization, in support of effective human resources management. Administration of entitlements • Advises the client entity managers and staff on staff administration matters including the implementation of United Nations policies and practices on contract management, benefits, entitlements and related issues. • Provides authoritative HR advice to senior managers, supervisors and clients on interpretation and application of policies, regulations and rules and administrative issuance, ensuring compliance across recruitment, placement, staff entitlements and separation. Reviews and provides advice on exceptions to policies, regulations and rules. Staff development and career support • Provides advice on mobility and career development to staff at all levels in all categories. • Provides performance management advice within the values and behaviors framework to client entity staff and management. Provides support to client entity supervisors and staff in the effective use of the Inspira performance management system and promotes a culture of continuous feedback and development. Other duties • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements and supports the prevention, mitigation and resolution of staff grievances at the earliest appropriate level. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures in coordination with relevant stakeholders and conduct and discipline focal points. Supports the prevention, mitigation and resolution of grievances at the earliest appropriate level. • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Conducts assessment of proposed changes to ensure the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Conducts assessment of proposed changes to ensure compliance with classification policies and guidance, contributes to the budget preparations and provides analysis on post requirements and organizational structure. • Collects and analyzes data to identify trends or patterns and provides insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.

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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. 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. ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. 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. 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.

An 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 the specified fields of studies with two additional years of relevant work experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Not available.

A minimum of seven years of progressively responsible experience in a broad range of human resources management, administration or related area is required. Experience working in an international organization or a similar setting with multi-stakeholder is required. A minimum of five years of experience providing authoritative advice to senior managers on the application and interpretation of staff rules, regulations, and human resources policies is required. Experience managing staffing and human resources administration using enterprise HR platforms (e.g., Umoja/Inspira or equivalent ERP HR systems), in compliance with established internal controls is required. Experience in preparing human resources analytics and reports to senior management using available ERP-based HR platforms and applications is required. Experience supporting global and decentralized operations including regional and field/country offices or similar organizational structures, is required. Experience working in a high-volume human resources environment, including handling confidential and sensitive human resources matters, is required Experience working within the United Nations Common System or a similar international organizational setting, including knowledge of human resources administrative issuances, job classification standards, and staff-management relations frameworks, is desirable. Experience advising on, coordinating, or supporting administration of justice and conduct and discipline matters, including grievance prevention and mitigation, case coordination, and preventive training initiatives, is desirable. Two years or more of experience in data analytics or related area is desirable.

English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult

https://languages.un.org

for details).

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Required Languages

Language

Reading

Writing

Listening

Speaking

English

UN Level III

UN Level III

UN Level III

UN Level III

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

This position is funded by the Regular Budget. Appointment or assignment against this position is for an initial period of one year and may be extended subject to funding availability. 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 in its staff. Female candidates are strongly encouraged to apply for this position. Applicants who have reached the mandatory age of separation are not eligible to apply for job openings Individual contractors and consultants (Non-Staff Personnel) who have worked within the UN Secretariat in the last six months, irrespective of the administering entity, are ineligible to apply for professional and higher temporary or fixed-term positions and their applications will not be considered. 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. For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 31 May 2026, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Belize, Brunei Darussalam, China (People's Republic of), Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Papua New Guinea, Paraguay, Qatar, Saint Vincent and the Grenadines, San Marino, Saint Lucia, Sao Tome and Principe, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.

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. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. 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.