HUMAN RESOURCES OFFICER
Org. Setting and Reporting
The post is located in the Human Resources Management Section, Resources Management Service, United Nations Conference on Trade and Development. The Human Resources Officer reports to the Chief of the Section.Responsibilities
Under the overall supervision of the Chief of the Human Resources Management Section (HRMS) and within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:
• Provides advice and support to managers and staff on human resources related matters.
• Prepares special reports and participates and/or lead special human resources project.
• Keeps abreast of developments in various areas of human resources.
Recruitment and placement
• Identifies upcoming vacancies in coordination with client offices.
• Coordinates with hiring managers the posting and monitoring of job openings in Inspira; liaise with the hiring manager in the review and short-listing of applications.
• Arranges and conducts interviews to select candidates, upon request from the client offices
• Reviews recommendation on the selection of candidates by client offices.
• Reviews recruitment documents for successful candidates.
• Monitors and evaluates recruitment and placement related activities of client offices and recommend changes or corrections related to the Chief of HRMS.
• Supervises and monitor sthe work of the Human Resources Assistants in carrying out human resources administrative transactions including administration of staff contracts, temporary assignments, maintenance of staffing tables, and processing of supporting information for on forwarding to the HRPartner.
• Plans, organizes, develops, coordinates and administer tests related to recruitment of professional and general service staff. Administer the Consultancy Desk, including review and approval of the TOR's, review, and approval of the levels of remuneration, JO approval in Inspira.
• Monitors and ensures timely issuance of contracts for Consultants/Individual Contractors.
• Monitors and ensures timely payment processing.
Administration of entitlements
• Provides advice on interpretation and application of policies, regulations, and rules. Reviews and provide advice on exceptions to policies, regulation, and rules.
• Administers and provides advice on salary and related benefits, travel, and social security entitlements.
• Determines and recommends benefits and entitlements for staff on the basis of contractual status.
• Reviews policies and procedures and recommends changes as required.
Staff development and career support
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
• Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (ePerformance).
• 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.
• Provides support to MEU and UNDT cases by assisting in the preparation of departmental replies.
• Provides guidance to programme managers on the application of job classification policies and procedures in the Professional and General Service and related categories.
• Assists in preparing policy papers, position papers and briefing notes on issues related to human resources.
• Professionalism: Knowledge of UN human resources policies, practices and procedures. Knowledge of organizational ERP tool, Umoja, or equivalent. Ability to identify issues, formulate opinions, make conclusion and recommendation on a wide range of HR matters. 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 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.
• 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.
Advanced university degree (Master’s degree or equivalent degree) in public or business administration, human resources management, or 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.
At least five years of progressively responsible experience in human resources management, administration or related area is required.
Out of these, at least 3 years of experience in human resources management in international organizations is desirable.
Experience in the application of Staff Rules and Regulations in an operational environment covering a wide range of human resources administration is desirable.
Experience with human resources systems and ERP tools, such as UMOJA and Inspira or equivalent, is desirable.
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another UN official language is desirable.Assessment
Evaluation of qualified candidates may include an assessment exercise which will be followed by competency-based interview.Special Notice
This post is financed by project funds. Extension of the appointment is subject to the extension of the mandate, job performance, and/or the availability of the funds.
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.
Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.
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.