Senior Human Resources Officer (Chief of Section)
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 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 Operational Staffing Design Section (OSDS) facilitates a holistic approach to operational workforce planning with client entities during budget cycles, and provides a methodology to meet the gap analysis between the staffing demand and supply, in particular, by forecasting the future needs in term of rosters, including the rosters for the Young Professional Programme.
The position is located in the Operational Staffing Design Section (OSDS), Staffing Service (SS) in the Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Senior Human Resources Officer (Chief of Section) will report to the Chief of Staffing Service (SS).
• Plans, organizes, manages and supervises the work of the Section assigned.
• Oversees recruitment activities within the assigned Section, 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.
• Reports and coordinates on specific issues through the production of business intelligence and analytical reports and talking points and briefing notes for the attention of senior managers regarding the status of the performance of human resources functions, both internally within the Section and for supported entities.
• Serves as subject matter expert as part of capacity building programmes conducted by the Department of Operational Support.
• Promotes staff development and career support programmes within the supervised office.
• Establishes collaborative relationships with all relevant internal and external partners.
Operational Support Services in Workforce Planning
• Identifies entity's needs and requirements to design and assist entity to understand and build its corporate operational workforce planning and organizational design models that can be adapted to an increasingly decentralized management approach.
• Develops operational guidance and tools to support entities in workforce planning and organization design.
• Provides advice on the appropriate usage of all types of staff categories and non-staff capacities throughout the Secretariat in the context of operational workforce planning.
• Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates.
• Analyses data and identifies trends in staffing and anticipates future talent needs in terms of the size, type, experience, knowledge and skills of the entity’s workforce.
• Advocates for workforce planning and establishes a communication plan to engage all relevant stakeholders and to
ensure rapid and efficient implementation of agreed strategies.
• Advises clients on the management of workforce planning activities, including succession planning, recruitment and retention planning, skills gap analysis, re-profiling and scenario planning.
• Oversees the effectiveness of workforce analytics tools.
• Provides guidance to Programme Managers and local Human Resources offices on the application of classification policies and procedures and on the feasibility to undertake whole office reviews.
• Assists managers and local HR business partners in the development of recruitment strategies and plans.
• Assists entities in the conduct of human resources aspects of their strategic reviews and contributes to the development of integrated planning processes, the development of human resources concepts of operation and associated implementation plans.
• Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates.
• Assists supported entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts.
• Supports entities in the development and implementation of an entity-specific operational workforce planning strategy and associated recruitment plans.
• Provides advice on the timely filling of posts in accordance with established policies and procedures.
• Collaborates in multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets while providing support in specific identified areas of concern.
Business Process Improvement in Workforce Planning
• Advocates for the simplification and development of new human resources policies and process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization.
• Provides feedback on and identification of requirements for continuous process improvements and adaptation to
policies and processes based on operational requirements and trends.
• Reviews pain points in business processes with a view to eliminating them while advocating for changes in policies, processes and systems and while proactively looking to fill gaps in processes.
• Provides advice on the establishment, maintenance, and utilization of knowledge and/or information management systems related to human resources.
• Develops guidance packages (e.g. Standard Operating Procedures, templates, lessons learned, etc.) on operational human resources matters for the global human resources community.
• Supports managers and HR business partners on the use of human resources data and related reports by ensuring proper utilization and application to entity-specific situations.
• Analyses client performance to identify requirements for human resources capacity building to strengthen their ability to exercise delegated authorities in the areas of workforce planning, organization design, staffing reviews, etc.
Professionalism: 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. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify, and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.
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.
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.
Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work. Encourages others to set challenging goals. Holds others accountable for achieving results related to their area of responsibility. Genuinely values all staff members' input and expertise. Shows appreciation and rewards achievement and effort. Involves others when making decisions that affect them.
Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education, or related field 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 ten years of progressively responsible experience in human resources management, administration or a related area is required.
A minimum of two years of experience in an international organization leading the development and delivery of specific human resources initiatives such as workforce planning, talent management and organizational design is required.
A minimum of two years of experience in an international organization contributing to the formulation and implementation of new policies, standards, procedures or guidelines in the area of human resources is required.
A minimum of two years of experience in an international organization supporting business process improvements of human resources processes is desirable.
Experience in change management and communication strategy is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Fluency in French is desirable. Knowledge of another official United Nations 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
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.
Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.
Appointment or assignment against this position is for an initial period of one year.
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.