HUMAN RESOURCES OFFICER
Org. Setting and Reporting
This position is located in the Human Resources Management Section of the United Nations Conference on Trade and Development. The Human Resources Officer reports to the Chief of Section, Human Resources Management.Responsibilities
Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:
• Monitors and ensures the implementation of human resources policies, practices and procedures.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources projects.
• Plans, organizes, manages and supervises the work of junior staff.
Recruitment and placement
• Projects and monitors vacant posts of assigned client offices, and ensures adherence to policies and procedures in filling these posts.
• Manages recruitment process including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates.
• Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents.
• Provides advice and assistance to hiring managers in preparation for interviews for selection of candidates. Serves as ex-officio when required.
• Reviews recommendations on the selection of candidates by client offices.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.
• Plans, organizes, coordinates and administers examinations and other tests related to recruitment of professional and general service staff.
Administration of entitlements
• Advises the Chief of Section on the development, modification and implementation of United Nations policies and practices on entitlements.
• Provides advice and guidance to managers and staff on human resources related matters
• Reviews and recommends level of remuneration for consultants and individual contractors.
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
Staff development and performance management
• Identifies and analyzes staff development and career support needs.
• Provides advice on mobility and career development to staff at all levels in all categories.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
• Supports client offices and staff in the implementation of the performance appraisal system providing guidance and substantive support on standards for the development of work plans.
• Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
• Monitors, maintains and prepares reports on human resources data, KPIs, post incumbencies, gender and geographical parities.
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
• Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
• Supervises and monitors the work of the junior human resources staff in undertaking the full range of human resource management activities.
• Prepares classification analysis of jobs in Professional and General Service and related categories.
• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Knowledge of staffing policies, procedures, and its application in international organization setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Knowledge of ERP 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.
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.
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.
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) in human resources management, business or public administration, social sciences, education or related field is required. A first level university degree in one of the above-mentioned fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced degree.
A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required.
At least five years of experience in human resources management in the United Nations Common System or a similar international organization is desirable.
Experience in analyzing HR data and drafting reports is desirable.
Experience supervising a team or unit is desirable.
Experience coaching staff members or providing career support and advice is desirable.
Experience working with the human resources module of an Enterprise Resource Planning (ERP) system is desirable.
English and French are the working languages of the United Nations Secretariat. For this position, 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 position is available for an initial period of one year and subject to availability of funding.
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.
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