Director of the Division of Human Resources Management (DHR)

Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017.

Director (DHR)

ORGANIZATIONAL CONTEXT AND FUNCTIONAL STATEMENT

    Organizational Context

UNHCR has a highly mobile, global workforce which comprises around 11,000 staff members and nearly 5,000 colleagues on flexible working arrangements serving in over 460 locations in 130 countries. Some 40% or more of UNHCR's workforce is posted in difficult and remote duty stations where working and living conditions can be challenging. Some locations are impacted by security risks and ongoing conflicts and ensuring their safety and wellbeing is of paramount importance. Given this context, a key feature of UNHCR's approach to delivering services to people of concern is a rotational system for international staff combined with recognition of the critical role our national and affiliate workforce who form the backbone of these operations.

As a UN agency, UNHCR's workforce is committed to upholding the UN principles and values as outlined in the UN Charter and Staff Rules and Regulations. In particular, and as reflected in UNHCR's Code of Conduct and related policies, it is of paramount importance that all colleagues adhere to the highest standards in serving persons of concern and in behaving in a manner that demonstrates respect for inclusion, diversity and gender equity. This is vital to achieving our mission and to the integrity of the organization. To meet these requirements, UNHCR requires a committed, motivated, professional workforce and an inclusive and enabling working environment, where performance evaluation is a valued process, and senior managers are recognised as competent and highly respected leaders.

To support the above, a robust HR risk management system is critical to ensure that personnel recruitment systems stand up to the highest standards of public scrutiny and when following through on cases of misconduct, including Sexual Harassment and Abuse (SHA) and Sexual Exploitation and Abuse (SEA).

An active contributor to the Secretary General's UN Reform, UNHCR is an active member of the UN Human Resources network and contributor to various UN fora. UNHCR seeks to learn from others and enhance its creativity through partnership with Governments, sister agencies, NGO partners and the private sector, with a particular emphasis on workforce exchange arrangements to expand our capabilities and knowhow.

The Division's mission statement is as follows: DHR is a strategic, trusted and innovative partner in enabling UNHCR to protect and respond to persons of concern by attracting, motivating, retaining and developing a talented, diverse and agile workforce while nurturing a culture of excellence, respect and wellbeing for all.

    The Role and Responsibilities of the Director of the Division of Human Resources

Based in UNHCR's headquarters in Geneva, the Director, Division of Human Resources (DHR) reports directly to the Deputy High Commissioner (DHC) and serves as the senior most advisor on global strategic workforce planning and human resource matters for the Senior Executive Team (SET) led by the High Commissioner.

The Director is supported by and supervises a Senior Management Team of five Heads of Service at the D1 grade level, including the Deputy Director. The Director, in collaboration with the DHR Senior Management team, is charged with ensuring that UNHCR has the human resources capacities needed to deliver on its mandate in today's increasingly complex humanitarian landscape within the framework of the High Commissioner's Strategic Directions.  In doing so, the Director, follows through on the implementation of UNHCR's People Strategy, and the recommendations of a 2018 independent and holistic review of the work of the Division which formed the basis for the establishment of DHR's 2019 to 2020 vision and strategic priorities. The implementation of these strategic priorities is to be supported by a reconfiguration of DHR to enable the division to transform from a HR administration service into a strategic business partner for field operations and senior management.

S/he is instrumental in communicating the link between the importance of strategic human resources planning and delivery, including duty of care and the effective delivery of UNHCR's mandate. An integral part of the Senior Management Committee (SMC), the Director is a strategic advisor on complex, sensitive and far ranging human resources issues.

The Director, in partnership with the SMC, and in particular the Director of Change, is instrumental in championing a transformative process to ensure our workforce is fully supported  and optimally positioned to meet organizational needs in a respectful, inclusive, workplace environment.  Particular focus is placed on the organization's values, behaviour and approach to performance and ensuring robust HR risk and oversight mechanisms.  Current plans of Inclusion, Diversity and Gender are supported by studies undertaken in 2016 and the guidance of an expert in these areas, as well as on a more inclusive approach to some 4,000 members of the affiliate workforce.

The Director ensures UNHCR's support, alignment and leadership with broader UN reforms, including the SG¿s gender parity goals, as well as other forward-thinking, cross-cutting initiatives.  S/he develops strategic partnerships, represents the Organization at inter-agency meetings and conferences as well as meetings with senior government officials and other external officials, ensuring that the strategic vision and needs of the Organization in terms of human resources are well articulated and understood and concerns of governments are adequately considered and addressed, as appropriate.

Close collaboration with the Legal Affairs Service, the Ethics Office, the Office of the Ombudsperson, the Inspector General's Office and advising the High Commissioner on specific cases is a crucial aspect of the Director's work. Maintaining open dialogue with the Staff Council/Associations is critical to advancing the organization's goals.

S/he leads and oversees the work of the Division which comprises a workforce of approximately 300 personnel, primarily based in Geneva and Budapest, and supports a team of regional and country based HR staff. The Division's responsibilities include talent recruitment and assignment; administration of benefits and entitlements, payroll included; HR policy development; staff health and welfare; strategic workforce planning and succession planning as well as UNHCR's Global learning centre based in Budapest which plays a pivotal role in training and supporting the development of our workforce. Close coordination is expected with the D2 Head of UNHCR's Global Service Centre in Budapest.

Accountabilities

- UNHCR's strategic vision and needs of the Organization in terms of human resources are well articulated and understood by both internal and external parties.
- UNHCR's human resource division is fully transformed to incorporate strategic workforce planning which is operationally focused and the timely delivery of a streamlined, comprehensive and integrated HR service that is optimally positioned to meet organizational needs.
- DHR is valued as an established strategic business partner to the High Commissioner and the Senior Executive Team members, as well as to operations, providing expert and authoritative advice on Strategic Workforce Planning, Duty of Care, Succession planning, and other Human Resources issues.
- The recruitment, retention, development, deployment, wellbeing of the UNHCR workforce are well coordinated and undertaken in a timely and seamless manner and operational HR needs in emergencies are met on time, supported by clear, simple policies and processes and an effective personnel administration system.
- UNHCR's role in duty of care is understood across the organization and colleagues are free to voice their HR concerns and receive timely, respectful responses, supported by a strong staff health and welfare service.
- UNHCR fosters an inclusive and respectful working environment where creative thought is encouraged and where diversity is valued as a strong asset and the composition of the workforce from a diversity perspective is closely monitored.
- UNHCR has up to date HR IT systems, reliable HR metrics, people analytics and tools in order to drive and support informed HR decisions and provide senior management with critical business intelligence on overall workforce trends, regional diversity and gender balance, and emerging issues to proactively anticipate, plan and meet workforce needs.
- UNHCR's performance management is re-framed, in coordination with the Director of Change Management and the SET, based on a consultative process to establish an organization wide compact on the behaviours and competencies that must be demonstrated to uphold the UN and UNHCR's values and principles accompanied by support for development and an exit strategy for under performance.
- UNHCR's administration of justice system is respected and decisions are based on fair and impartial recommendations to the High Commissioner and HR advice, accompanied by a robust HR risk management and oversight system.
- UNHCR is represented at external HR fora, including interagency and international engagements to advance UNHCR's ability to deliver protection, assistance, and solutions to millions of persons of concern to the organization and to encourage the bringing in of new talent and thinking.
- Divisional objectives and work plans are coordinated to support the People Strategy and the implementation of the recommendations of the 2018 independent review of DHR with key performance indicators developed and monitored for DHR's 2019 - 20 Strategic Priorities and the Division's resources are allocated appropriately.

Authorities

- Define and articulate the vision and set the strategic direction for the Division.
- Propose and lead HR initiatives and projects and commit UNHCR to their undertaking, and those related to projects and special initiatives that impact the current and future workforce.
- Assign responsibilities to Heads of Service and staff members within DHR of varying complexity; hold managers accountable for meeting deadlines and performance targets.
- Represent UNHCR at external meetings and fora, including interagency and international engagements to advance UNHCR's ability to deliver protection, assistance, and solutions to millions of persons of concern to the organization.
- Receive investigation reports on disciplinary matters from the Inspector General¿s Office and make recommendations to the High Commissioner for disciplinary measures, in consultation with the Legal Affairs Service. Take decisions on placement of staff on administrative leave and issue administrative measures such as written reprimands.
- Establish an adequate performance framework, supported by a developmental approach and an exit strategy for under performance.
- Make presentations to Member States concerning the workforce.
- Take decisions related to various workforce demographics such as diversity, inclusion, Special Constraints, Medical Board and talent management.
- Take decisions to support an adequate supply of talent to meet succession planning demands, including in relation to leadership positions.
- Approve global HR communications and instructions addressed to UNHCR's workforce.
- Define the training needs of HR staff in the field provide training to enable them to deliver professional advice.
- Allocate resources to ensure timely delivery of HR services and to mitigate the potential negative psychosocial impacts of a given working environment.
- Take discretionary decisions on other human resources matters, such as complex staff placement cases.
- Ensure fair and consistent practise when discussing complex or sensitive staffing issues or decisions through consultation with the Inspector General's Office (IGO), the Ethics Office, Office of the Ombudsperson, Staff Welfare and with Legal Affairs Service (LAS).
- Take decisions on support to managers in the context of the system of the administration of justice and on solutions to individual cases through formal and informal conflict resolution and mediation.
- Take other decisions as delegated to the Director, DHR or within his/her purview.

ESSENTIAL MINIMUM QUALIFICATIONS AND PROFESSIONAL EXPERIENCE REQUIRED
- Minimum of 20 years professional experience, preferably in an international and/or multinational environment, at least 10 years serving as a senior manager, including significant budgetary responsibilities, preferably in a multicultural, organization with a highly mobile workforce.
- An advanced university degree (graduate degree equivalent of a Master's) in Human Resources, Business Administration, Law, Social Sciences or in another field directly relevant to this position.
- Undergraduate degree (equivalent of a BA/BS) with minimum 21 years or Doctorate degree (equivalent of a PhD) with minimum 19 years of previous relevant work experience may also be accepted.
- Demonstrated experience in managing large teams, and in inspiring and leading transformational processes and culture change in an organization.
- Fluency in English (written/oral/comprehension (C1 level of the Common European Framework of References for Languages (CEFR), minimum).
- Demonstrate a high level of discretion while exercising sound interpersonal skills.
- An excellent communicator, comfortable with consultative processes and results driven.
- Demonstrated problem solving and analytical skills.
- Experience in conflict management and negotiation.
- Exemplary track record of ethical behaviour and leadership by example.

DESIRABLE QUALIFICATIONS & COMPETENCIES
- Expertise in Human Resources management, particularly strategic workforce planning.
- Field operational experience in humanitarian settings.
- Working knowledge of French (B2) would be an asset.
- Working knowledge of other official UN languages (Arabic, Chinese, Spanish, Russian). C003L4 - Communication Level 4
C002L4 - Teamwork & Collaboration Level 4
C001L4 - Accountability Level 4
C004L4 - Commitment to Continuous Learning Level 4
C005L4 - Client & Result Orientation Level 4
C006L4 - Organizational Awareness Level 4
M003L4 - Judgement and Decision Making Level 4
M002L4 - Managing Performance Level 4
M001L4 - Empowering and Building Trust Level 4
M004L4 - Strategic Planning and Vision Level 4
M006L4 - Managing Resources Level 4
M005L4 - Leadership Level 4
X001L4 - Analytical Thinking Level 4
X002L4 - Innovation and Creativity Level 4
X004L4 - Negotiation and Conflict Resolution Level 4
X005L4 - Planning and Organizing Level 4
X008L4 - Stakeholder Management Level 4
X007L4 - Political Awareness Level 4
X009L4 - Change Capability and Adaptability Level 4

The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.

Please note that the closing date for this advertisement of Director (DHR) is Wednesday 23 May 2018 (midnight Geneva time).