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Human Resources Officer

New York City

  • Organization: UNOPS - United Nations Office for Project Services
  • Location: New York City
  • Grade: Junior level - IICA-1, International Individual Contractors Agreement
  • Occupational Groups:
    • Human Resources
  • Closing Date: Closed

Background Information - Job-specific

Under the guidance and direct supervision of the Manager Small Grants Cluster (SGC), the HR Officer is responsible for transparent implementation of HR strategies in the Small Grants Cluster, effective delivery of HR services and management of the HR tasks. He/she analyses, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Officer promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Officer works in close collaboration works in close collaboration with the Programme, Operations and project teams in the New York Office and SGP country programmes in consultation with IPAS HR to ensure successful performance in HR management.

Functional Responsibilities

  1. Ensures implementation of HR strategies and policies focusing on achievement of the following results:
  • Full compliance of HR activities with UN rules and regulations, UNOPS policies, procedures and strategies; effective implementation of the internal control, proper design and functioning of the HR management system.
  • Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in SGC. Continuous research of the matters related to conditions of service, salaries, allowances and other policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results. 
  • SGC HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
  • Implementation of the strategic approach to recruitment in the SGC, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.
2. Ensures effective human resources, focusing on achievement of the following results:
  • Management of actions related to the unit’s human resource activities, e.g., recruitment (including annual recruitment plans), job descriptions, job classification, vacancy announcement, screening of candidates, organization of interview panels, placement, performance appraisal, job classification reviews, separation of staff members, training etc., ensuring consistency in the application of UNOPS rules and procedures.
  • Oversight of recruitment of SGC staff and project personnel.
  • Review of submissions to the Local Appointment and Selection Board and Appointment and Selection Panel.
  • Information and advice on the conditions of service, duties and responsibilities, and privileges and entitlements under the UN Staff Rules and Regulations.
  • Support to management of International staff entitlements and position funding delegated to the HR Unit. 
  • Management of contracts in and outside oneUNOPS. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through oneUNOPS. 
  • Development and management of rosters. 
  • Liaison with IPAS HR as required by Standard Operating Procedures.
  • Liaison with UNDP and other UN agencies as and when appropriate to ensure consistency with other UN –wide regulations and rules.
  • Preparation and/or review of human resources submission requests to LCPC and HQCPC, in accordance with relevant Procurement/HR guidelines.
  • Collaboration in the planning and development of the HR components of the office annual report

3. Provides support to proper staff performance management and career development focusing on    achievement of the following  results:
  • Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process. 
  • Support to effective learning management including establishment of the learning plan and individual learning plans in collaboration with the Senior Management.
  • Provision of effective counseling to staff on career advancement, development needs, learning possibilities. 
  • Implementation of strategic staffing policies in line with career development.

4. Provides support to knowledge building and knowledge sharing, focusing on achievement of the following results:

  • Organization of training for the operations/ projects staff on HR-related topics.
  • Sound contributions to knowledge networks and communities of practice.
  • Synthesis of lessons learnt and best practices in human resources



Competencies

Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.
Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles.
Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).
Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.
Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.
Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.
Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Contract type, level and duration

Contract type: Individual Contractor Agreement (IICA)
Contract level: IICA - 1
Contract duration: One year durantion with possible extension subject to performance and budget availability.

For more details about the ICA contractual modality, please follow this link:
https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.aspx 

Education/Experience/Language requirements

Education:

  • Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field. 
  • A first-level university degree in combination with required qualifying experience may be accepted in lieu of the advanced university degree.

Experience:
  • A minimum of 2 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
  • Experience in the usage of computers and office software packages and experience in handling of web-based management systems.

Language Requirements:

  • Fluency in written and oral English.  Knowledge of second UN working language desirable.




Background Information - UNOPS

UNOPS supports the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations.

With over 7,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, wherever they need it.

A flexible structure and global reach means that we can quickly respond to our partners' needs, while offering the benefits of economies of scale. 

Background information- ECR

Based in Geneva, the Europe and Central Asia Regional Office (ECR) supports UNOPS offices throughout the region through: management, financial and programmatic oversight of global and country-specific portfolios, clusters and operations centres, including hosting services; fund and management advisory services; project implementation; procuring goods and services; and managing human resources.

ECR ensures that projects are executed to the highest standards, providing a shared knowledge base and ensuring that best practices and lessons learned are disseminated between business units and projects across the entire region.

 ECR strategy is to:

  • Strengthen UNOPS role in operationalizing the Sustainable Development Goals with particular emphasis on health, environment and economic development.
  • Position UNOPS in the Balkan sub-region, the Caucasus and Central Asia.
  • Strengthen the implementation of ECR global and regional programmes, with revitalized partnerships in infrastructure, procurement and project management.

ECR operates global portfolios from offices in Geneva, Brussels and New York, and country-specific programmes from its operations and project centres located in Eastern Europe and Central Asian countries.

Background Information - Small Grants Cluster

Small Grants Cluster

UNOPS executes the UNDP-implemented Small Grants Programme though the Small Grants Cluster. Funded by the Global Environment Facility, the Small Grants Programme efficiently channels direct grants to non-governmental and community-based organizations to help them cope with climate change; conserve biodiversity; protect international waters; reduce the impact of Persistent Organic Pollutants; and prevent land degradation. Helping communities with their initiatives for sustainable livelihoods while generating global environmental benefits is the core inspiration of the Small Grants Programme.

This vacancy is now closed.
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