HUMAN RESOURCES OFFICER [Temporary]
Org. Setting and Reporting
This position is located in the Human Resources Service Section of the United Nations Multidimensional Integrated Stabilization Mission in Mali (MINUSMA) in Bamako; and will report to the Chief of Client Support Services.Responsibilities
Within the limits of delegated authority, the Human Resources Officer will head the Uniformed Personnel, Travel and Visa Unit, and will be responsible for the following duties:
Manage all travel related activities in respect of Uniformed Personnel and other categories of non-staff in as far as End of Tour of Duty, Medical Evacuation and repatriation of Human remains are concerned;
Provide technical guidance on all travel category in line with the Service Level Agreement and Mission's authorities;
Implement SOFA regarding the entry visa exemption in Mali;
Provide Board of Inquiry and Audit responses; implement recommendations related to Travel and Payment of Uniformed Personnel entitlements;
Coordinate response to Mission and Senior leadership travel expenditures and compliances versus Mission Travel Budget.
Communicate key changes to clients and all stakeholders without delay.
Supervise payment of Monthly Substance Allowances (MSA) and Budget projection of the approved strength for UN Police Officers (UNPOL), Military Staff Officers (MSO) in coordination with the Mission Budget Unit to be made available prior to the end of each six-month.
Obligate funds through Fund Commitments to cover Daily and Recreational Allowances payments requests to Troops Contributing countries (TCC), Police Contributing Countries (PCC).
Ensure Travel/ Shipments Approver functions (TSA), certify the processing of the Daily and Recreational Allowances payments requests as per the approved Strength.
Planning and Budget:
•Participates in the mission planning process throughout the mission life cycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission's mandate.
•Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the applicable guidelines on budget review.
•Reflects recommendations of the staffing reviews into the staffing requirements for purposes of budget preparation.
•Reviews and monitors staffing related costs and expenditures in the ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall.
Staff Development :
•Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.
•Advises staff on career development, giving particular attention to developing and implementing career development paths for national staff members.
•Continuously assesses the skill, expertise and knowledge of staff under supervision, ensuring participation in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management,
Reporting and Data Management:
•Prepares HR related business intelligence reports and statistical reports on IUP, GPP , TCC/PCC contributing countries;
•Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission.
•Draft BI reports and presentations to internal and external audience.
Administration of entitlements and benefits:
•Advises on the development, modification and implementation of United Nations policies and practices on entitlements.
•Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution.
•Represents the office in joint bodies and working groups relating to salaries and other conditions of service.
•Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.
•Under the supervision of the CHRO, the HRO contributes to the monitoring and valuation of the implementation of delegated authorities, through inter-alia, the Human Resources Management Scorecard (HRSC), Service Level Agreements, HR indicators, and the Senior Managers' Compact.
•Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
•Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
•Conducts research on precedents, policy rulings and procedures.
•Maintain human resources information systems, including constant update and generation of information and reports for use by management.
•Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
•Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management.
•Performs other duties as required.
Extensive training in the Organization’s human resources management practices, policies and procedures, especially related to post management; skills in databases, ERP and other Human Resources Systems.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. Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects 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
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 product or services to client.
A high-school or equivalent diploma is required. Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field is desirable.
At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree.
Extensive training in human resources management practices, policies and procedures; skills in databases, ERP Systems (Umoja, inspira) is required.
Experience in managing Travel/Visa services, Uniformed and Government Provided Personnel is required.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required. Knowledge of French is desirable.Assessment
Evaluation of qualified candidates may include an informal interview.Special Notice
• This position is temporarily available for six months. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.
• While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post.
• Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.
• This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.
• Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
• Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.
The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for 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.