HUMAN RESOURCES OFFICER
New York City (United States of America)
Org. Setting and Reporting
This position is located in the Operational Support and Advisory Service (OSAS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS).
The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to entities across the Secretariat, including departments, offices away from headquarters, peace operations, regional commissions and tribunals.
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 Operational Support and Advisory Service (OSAS) serves as an enabling partner to support clients in fulfilling their mandates. The key services include: guidance to entities on the proper exercise of delegated authorities, advice on the application of human resources policies and procedure, advice to managers related to formal and informal conflict resolution, input/feedback to the development and/or improvement of simplified policies and procedures, support to clients in developing, formulating and implementing customized entity-specific HR strategies and plans, and support to clients and shared services in the achievement of their human resources management targets and objectives.
The Human Resources Officer will report to the Senior Umoja HR support Focal Point within OSAS.
The Human Resources Officer will be responsible for providing Umoja HR support functions, in particular in the area of development of functional requirements, specifications and support, on behalf of the HRSD Director as the co-lead of the functional sub-group for operational HR functionalities.
• Plans, organizes, manages, and supervises the work of assigned staff
• Oversees recruitment activities within the assigned area of work, including by identifying required skillsets, creating job openings, reviewing candidate applications, creating short lists, participating in and chairing interview panels, and making recommendations for selection
• Promotes staff development and career support programmes within the supervised area
• Establishes collaborative relationships with all relevant internal and external partners
• Keeps abreast of developments in various areas of human resources, in particular as pertaining to HR systems support
Programme and Project Management
• Contributes to the establishment of the Umoja HR support framework in the Department of Operational Support by defining new or enhanced capabilities, supporting system design, prioritizing enhancements, and initiating process improvements
• Leads Umoja related projects for the business and coordinates change management activities such as communications with all relevant stakeholders
• Supports strategic project management activities for Umoja HR support projects
• Promotes the utilization of good project management processes and tools for Umoja operational HR activities, including the use of Gantt charts, organizational charts, workflow and use case diagrammes, RACI charts, templates, and risk management strategies
• Collaborates with business owners and project leads to implement project schedules, achieve milestones, and manage project resources
• Implements best practices, templates, and controls for Umoja HR projects under the direction of the Senior Umoja HR support focal point
• Manages daily project activities and teams, including by resolving conflicts and mitigating risks
• Provides status reports to project stakeholders and the Senior Umoja HR support focal point
• Provides ongoing operational Umoja HR support
• Contributes to business and user testing activities and business intelligence activities
• Acts as a change management expert on HR business process and procedures emanating from the introduction of Umoja enhancements and continuous improvements
• Identifies data and information needs related to the Umoja HR operational support framework
Business Process Improvement
• Analyses existing documentation related to Umoja HR business processes in order to identify opportunities for streamlining and automating processes
• Advocates for the simplification and development of new human resources policies to support policy and system alignment and support process improvement initiatives emanating from Umoja enhancements and continuous Umoja HR related improvements to meet the evolving needs of the Organization
• In consultation with clients, reviews pain points in business processes, including based on operational requirements and trends, in particular as related to systems with a view to eliminating them while advocating for adaptation in policies, processes and systems
• Supervises and monitors the work of junior colleagues in undertaking the full range of HR management activities
• Performs other work-related duties as may be required
Professionalism: Skills in project management, communication, and process improvements. Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues.
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.
Technological Awareness: Keeps abreast of available technology; understands applicability and limitations of technology to the work of the office; actively seeks to apply technology to appropriate tasks; shows willingness to learn a new technology.
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.
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.
Advanced university degree (Master’s degree or equivalent degree) in human resources management, project management, administration or a related field is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. For candidates with university degrees in fields other than project management, certification in project management is desirable.Work Experience
A minimum of seven years progressively responsible experience in human resources management, administration, programme management or a related area is required.
A minimum of two years experience supervising project teams is desirable.
A minimum of two years experience coordinating relevant policy and systems aspects of a complex project is desirable.
Experience in the design and development of technical solutions related to HR processes is desirable.
A minimum of two years direct experience in the provision of human resource services in the United Nations or a similar international organisation, 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 another United Nations official language is an advantage.Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.Special Notice
This position is available until 30 June 2022. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate.
The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.
At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application
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.
The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.
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.