Human Resources Officer [Temporary]

Kuwait City

 

 

 

 

Special Notice

Notes:
This position this for an initial period of 364 days and is open to both internal and external applicants.

• A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.

• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.

• 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. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.

• The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.

• Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.

• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.

• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English

• 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.

Org. Setting and Reporting

This position is located in the Kuwait Joint Support Office (KJSO). Reporting to the Chief of the Kuwait Joint Support Office, the Human Resources Officer/HR Operations Manager is responsible for managing the staff of the Human Resources Unit and the delivery of human resources transactional processes from KJSO to the client missions (UNAMA, UNAMI, UNRCCA, OSESG-Yemen, POE-Yemen) based on service level agreements with the missions.

Responsibilities

Within delegated authority, the Human Resources Officer/HR Operations Manager, will be responsible for the following duties:

Efficient Service delivery to Client Missions in line with GFSS:

-Provide high quality leadership to the HR Operations Unit in the KJSO in a proactive and positive way. Ensure efficient and effective services delivery to client missions by improving individual and HRM organizational performance to enhance the HR Operations team's reputation and credibility with internal and external stakeholders.
-Build strong and valuable relationships with senior managers, external stakeholders and other members of the HRM Department including FPD.
-Ensure that the operations teams deliver their planned outcomes and that their agreed targets are met in line with the HRM KPI and customer services standards.
-Ensure that processes for such tasks as recruitment, employee relations, change management and systems are in place and are dealt with correctly and effectively.
-Plan, organize, and direct the operations and activities related to the Human Resources Information Systems' functions in consultation with the Stake holders of Client Missions
-Provide leadership in coordinating the activities of the Integrated Human Resources office supporting OSEG-Yemen, POE-Yemen, UNRCCA UNAMA and UNAMI to ensure compliance with all applicable HR Policies, Rules and regulations.
-Provide support and work closely with the Team Leads of the Integrated HRM support office in developing, implementing, and evaluating ongoing HRM programs, functions, and activities.
-Provide oversight and guidance to the Integrated Human Resources Team Leads, administration, and staff on all human resources automated systems.
-Coordinate, implement, and manage inspire Human Resources information System (HRMS).
-Identify optimal solutions that meet the needs of the Human Resources function by recommending process improvements, system enhancements.
-Manage and oversees employee information collection, analysis and reporting; supervise the input of data and ensure data integrity.
-Work with HR Information Management Unit and FPD/IMU to develop plans for proposed systems, functionalities, and enhancements.
-Manage, supervise and carry out work programs of the integrated Travel, Entitlements and Recruitment Services delivery model.
-Optimize processes, policies and systems for KJSO Operations and implement continuous improvement action for the Human Resources Section.
-Support the overall KJSO Business Process improvement initiative including providing critical input to the designing of workflows for the integrated Travel, Entitlements and Recruitment service delivery Model.
-Propose and implement change management for KJSO HR Operations to achieve and improve results.
-Support client orientation approach to service delivery and help stakeholders accept and embrace changes in the business environment.
-Carry out programmatic and administrative tasks necessary for the smooth functioning of the integrated Travel, Entitlements and Recruitment Service Delivery Model, including preparation of budgets, assigning and monitoring performance parameters and critical indicators, reporting on budget, program performance and preparation of inputs for results-based budgeting.


Human Resources Management:

-Leads a team of HR Officers and assistants in administration of entitlements and benefits, contract management and other operational and transactional activities to client missions (organizes and supervises the work of staff under his/her responsibility, coaches them; identifies needs for continuous learning);
-Advises the HR staff in KJSO on the implementation of United Nations policies and practices on entitlements;
-Reviews requests for exceptions in the application of processes, and if justified, submits to FPD for escalating with OHRM as appropriate;
-Advises and counsels HR staff in KJSO on their rights, responsibilities, code of conduct and difficulties associated with work plan and entitlements;
-Reviews requests for change of personal status when necessary, submits to FPD for escalating to OHRM;
-Reviews requests for outside employment, child support, salary withhold cases and requests for termination of employment and submits to FPD for onward transmission to other departments for decision and approval;
-Identifies areas for improvement and consults with FPD on HR administration improvements, standard operating procedures, guidance and support requirements;
-Ensures implementation and monitoring of Service Level Agreements (SLA) targets with client missions;
-Periodically monitors payments of staff benefits and entitlements, ensures their compliance with established rules and regulations. When required, initiates appropriate corrective actions, tracks overpayments and prompts recovery actions;
-Monitors payment of rental subsidy and education grant, initiates random monitoring exercises for verification and entitlements and supporting documentation.

Competencies

Professionalism: demonstrated in-depth knowledge of all aspects of human resources management with proven analytical skills; Demonstrated use of initiative and ability to interpret the Organization’s HR policies, procedures and practices 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

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

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.

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

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 .

Education

High school diploma or equivalent. Technical or vocational certificate in human resources management, business or public administration, education or related area is required.

Work Experience

A minimum of twelve years of (12) years of progressively responsible experience in human resources management, administrative services or a related area. Experience in the application of Human Resource Management Systems (for example: Inspira, Umoja, or related) is required. Practical experience in Position and Staffing Table Management is required. Experience with National Staff administration is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this position, fluency in spoken and written English is required. Knowledge of another UN language is an advantage.

Assessment

Evaluation of qualified candidates may include an informal interview.

 

 

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, including but not limited to, respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to, whether they have committed or are alleged to have committed criminal offences or violations of international human rights law and international humanitarian law.

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 At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The screening and 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, including but not limited to, their education, work experience, and language skills, according to the instructions provided on inspira. Applicants will be disqualified from consideration if they do not demonstrate in their application that they meet the evaluation criteria of the job opening and the applicable internal legislations of the United Nations. Applicants are solely responsible for providing complete and accurate information at the time of application: 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 a reference-checking process to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at midnight (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.

 

 

 

 

Before applying, please make sure that you have read the requirements for the position and that you qualify.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.
Apply
  • Organization: UN-DFS - United Nations Department of Field Support
  • Location: Kuwait City
  • Grade: 1/2, IaDB
  • Occupational Groups:
    • Human Resources
  • Closing Date: 2017-02-09

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