HUMAN RESOURCES OFFICER

This position is located within the Mission Support Service/Operations and Resouces Managment of the United Nations Support Mission in Libya. The position is based in Tripoli, Libya (Tripoli is classified as a Hardship "E" duty station and a non-family duty station). The incumbent will be under the overall supervision of the Chief Human Resouces Officer (CHRO).

Within delegated authority, the Human Resources Officer will be responsible for the following duties: Administration of Entitlements and Benefits: - Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements. - Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolutions - Reviews and recommends level of remuneration for consultants. - Represents the office in joint bodies and working groups relating to salaries and other conditions of service. - Participates in the process of knowledge/awareness building amongst manager and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict implementation authority. - Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary. Planning and Budget: - Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission's mandate. - Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the HQ guidelines on budget review. - Reflects recommendations of the staffing reviews into the staffing requirements for purpose of the budget preparation. - Reviews and monitors staffing related costs and expenditures in the ERP system (Umoja) in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall. - Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Section at both the mission and Headquarter levels to ensure availability of funds. - Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOPs on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. - Reviews the documentation for submission of classification requests and contributes to the implementation of classifications results. Data Monitoring and Analysis: Monitor the data of staff on time and attendance in Umoja. Ensure Danger Payment claims (as appropriate) are correct through extracting and analyzing the data from ERP System. Monitoring of the Flexible Working Arrangements and provide analysis of the data. Performance Management: • Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Liaises with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Monitors the compliance of Performance Management System and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan to improve performance. Recruitment and Staff Selection: • Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing, and screening of candidates. • Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents. • Conducts preliminary review, prepares, and submits recruitment cases to Field Central Review Bodies (FCRB). • Arranges and conducts interviews for selection of candidates. • Reviews recommendation on the selection of candidate by client offices. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection. Travel: • Supervise the day-to-day functions and coordinate all travel related matters within the Mission. • Oversee the administration of all official Mission travel, incoming and outgoing official shipments of personal effects including coordination of insurance coverage, processing of requests for visa and border clearances. • Certify travel authorizations after reviewing the supporting documentation for accuracy, validity, and conformity with United Nations, ascertaining that the most direct and economical route is applied. • Ensure that charges for deviation from the authorized itinerary and shipment allowance in excess of entitlements are highlighted upfront and arrangements are made for collection of such costs from the travelers/shippers. • Certify the Expense Report, upon completion of travel, after reviewing the supporting documentation for accuracy, validity, and conformity with United Nations rules prior to forwarding them to the Finance Section for settlement. • Liaise with airline representatives, travel agents and airport authorities as required. • Liaise with Budget and Finance Offices for creating Funds Commitment document and prepare status of allotment and Funds Commitment Reports using Umoja. • Counsel staff members on travel issues and provide expert guidance and training to junior staff. • Maintain an effective database system for reporting both on workload analysis and on travel expenditures. Other: - Under the supervision of the CHRO, contributes to the monitoring and evaluation of the implementation of delegated authorities, Service Level Agreements, HR indicators, and the Senor Manager's Compact. - Contributes to the development of a set of actionable and targeted change management plans, including coaching and training to implement these responsibilities and reports on possible gaps and risks and recommends corrective action. - Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. - Conducts research on precedents, policy rulings and procedures. - Maintain human resources information systems, including constant update and generation of information and reports for use by management. - Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. - Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management. - Performs other duties as required.

PROFESSIONALISM: 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.

High-school or equivalent diploma is required. The minimum year of qualifying experience can be reduced to 5 for candidates who possess a first level university degree.

Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is desirable.

At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree. At least three (3) years of experience working as a Recruiter in Inspira is required. At least three (3) years of experience in the administration of Individual Uniformed and Non-Staff Personnel is required. Experience in the Staffing Review process, Staffing Table/Post Management, including, experience in data analysis and preparation of Human Resources analytical reports for presentation to senior management is required. Experience in supporting staffing review, redeployment or nationalization of positions and downsizing is desirable. Extensive experience in the Administration of Justice and addressing staff grievances is desirable. Experience with supervising a team is desirable.

English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. Either Arabic

or

French is desirable. 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

Desirable Languages

Language

Reading

Writing

Listening

Speaking

Arabic

UN Level I

UN Level I

UN Level I

UN Level I

French

UN Level I

UN Level I

UN Level I

UN Level I

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

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. Please note that pursuant to the Staff selection system policy (ST/AI/2025/2): (1) Applicants for positions in the Field Service category cannot be of the nationality of the country where the position is located, and (2) Applicants for positions in the Professional and higher categories in a mission, field operation, or resident coordinator’s office cannot be of the nationality of the country where the position is located. For currently serving staff of a United Nations Common System organization, only the UN-recognized nationality will be considered for the purposes of these restrictions. • This position is temporarily available for 364 days. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. • 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. • 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. • This temporary job opening may be limited to “internal candidates,” 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. • 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. • 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. Please note that pursuant to the Staff selection system policy (ST/AI/2025/2): (1) Applicants for positions in the Field Service category cannot be of the nationality of the country where the position is located, and (2) Applicants for positions in the Professional and higher categories in a mission, field operation, or resident coordinator’s office cannot be of the nationality of the country where the position is located. For currently serving staff of a United Nations Common System organization, only the UN-recognized nationality will be considered for the purposes of these restrictions.

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.