HUMAN RESOURCES OFFICER
New York City (United States of America)
Org. Setting and Reporting
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 Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel.
The Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities.
The Specialized Assessments Section (SAS) is responsible for the development and administration of various competitive examinations and assessments used for talent acquisition. The Section is responsible for the United Nations Secretariat flagship assessment, the Young Professionals Programme, and for the placement and managed mobility of Young Professionals.
The position is located in the Specialized Assessment Section (SAS), Staffing Service (SS) in the Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Human Resources Officer will report to the Chief of Section.
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
• Provides advice and support to managers and staff on human resources matters, especially those related to United Nations Young Professionals Programme (YPP) and Managed Reassignment Programme (MRP).
• Prepares special reports and participates and/or leads special human resources projects. Keeps abreast of developments in various areas of human resources.
• Keeps abreast of developments in various areas of human resources.
Recruitment and placement:
• Identifies upcoming YPP vacancies in coordination with client offices.
• Reviews vacancy announcements and candidatures, and provides relevant roster lists to those offices.
• Arranges and conducts interviews to select candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Serves as ex-officio in appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
• Coordinates, with hiring offices, the preparation of job offers for successful candidates.
• Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices.
• Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions.
• Assists as needed in the planning of YPP Examinations, and other exams and tests related to recruitment of professional, general service and other categories of staff.
Administration of entitlements:
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
Staff Development and Career Advisory/Client support:
• Identifies and analyzes client needs and requirements in terms of YPP and MRP placements and related matters, what needs, which client, and identifies ways to improve service delivery based on client feedback. Prepares monitoring reports on YPP placements and MRP reassignments.
• Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories.
• Advises on and contributes to the YPP induction orientation programme and briefing to new staff members.
• Provides performance management advice to staff and management in the context of the YPP and MRP.
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Contributes to building staff capacities in SAS areas (related to policy and client knowledge; business understanding; advisory skills; innovation; process expertise; etc.)
• Performs other relevant duties as required.
• 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.
• Planning & 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.
• Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.
An advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with two years of qualifying experience may be accepted in lieu of the advanced university degree.Work Experience
A minimum of five years of progressively responsible experience in human resources,management, administration or related area is required.
Experience in administration of staff entitlements and benefits in the United Nations system or any comparable international organization is required.
Experience with an Enterprise Resource Planning (ERP) system, such as Umoja or equivalent, is desirable.
Experience with recruitment and on-boarding HR platforms, such as Inspira or equivalents, is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of other United Nations official languages is an advantage.Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.Special Notice
This job opening is advertised to fill a temporarily vacant position during the absence of the regular incumbent for a period of one year or longer. The regular incumbent is entitled to return to this position at the expiry of the vacancy period. If the regular incumbent exercises the right to return, the appointment or temporary assignment or promotion of the candidate selected for this job opening will not be renewed or extended.
The appointment or assignment and renewal therefore are subject to the availability of the post or funds, budgetary approval or extension of the mandate.
The selection process for this job opening will be conducted pursuant to ST/AI/2010/3 on the “Staff Selection System” and include the compliance review process by a review body described in staff rule 4.15. In case of selection, a staff member of the United Nations Secretariat who meets the definition of “internal candidate” in staff rule 4.10 will be placed on a temporary assignment if he or she holds the same grade as the job opening; and a temporary promotion if he or she holds a lower grade than the job opening. If the regular incumbent vacates the position during such temporary assignment or promotion, the selected staff member will be laterally assigned, promoted or transferred to the position without further selection process under ST/AI/2010/3.
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. 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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
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.