Org. Setting and Reporting

The position is located in the Human Resources Section of the Office of the Special Envoy of the Secretary-General for Yemen. The incumbent will be based in Amman, Jordan and will report to the Human Resources Officer at the P-3 level.

Responsibilities

Within the delegated authority, the Associate Human Resources Officer will be responsible for the following duties: Recruitment and Staff Selection: • Assists in the management of recruitment process including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening candidates. • Assists in the review of job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities; • Arranges interviews for selection of candidates. • Supports the supervisor in task forces and working groups identifying issues/problems, formulating policies and guidelines, and providing inputs on new procedures on recruitment and staff selection. • Reviews and determines eligibility of applicants in line with requirements stated in the job openings; • Follows up with the service center on reference checks and academic verifications, ensuring the completion of the prerecruitment formalities Administration of entitlements and Benefits: • Advises the supervisor on the implementation of United Nations policies and practices on entitlements. • Assists in advising and guiding managers and staff on human resources related matters. • Monitors issues on conditions of services for staff and advises the supervisor of any developments; • Conducts research and prepares written responses to queries related to HR matters. • Assists in the monitoring and evaluating the effectiveness of the related guidelines, HR rules, regulations practices and procedures. Planning and Budget: • Assists with the review of recommendations resulting from staffing reviews and translates them into staffing requirements for the purpose of budget preparation; • Assists in conducting initial review and analysis on the staffing aspects of the mission’s budget as well as classification of the posts; • Assists in ensuring that expenditures related to staffing for non staff categories are within the budgeted staffing costs, coordinating with the Finance and Budget Unit in the mission to ensure availability of the funds; • Advises hiring managers on loaning of posts between sections and movement of the posts and staff between locations based on the SOP on the staffing table and post management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in the sections and locations Performance Management: • Assists the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on the standards for the development of service, section, unit and individual work plan. • Maintains contacts integrated Mission Training Centre to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Gathers data full compliance of ePerformance Management System and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal panel and acts as their facilitator and ex-officio member. Administration of Justice: • Provides assistance to compile the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system. • Supports the supervisor in providing inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. • Assists with the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Staff and Management Relations: • Provides the supervisor with inputs on HR matters for purpose of discussions and dialogue between the management and international and national staff unions (Field Staff Union and National Staff). • As assigned by the supervisor, participates in meetings with staff representatives to address issues affecting the staff and assists in the coordination of the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support; Other: • Assists in implementing the communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. • Assists in reviewing and processing requests for classification, providing advising and answering queries on classification procedures and processes. • Maintains human resources information systems, including constant update and generation of information and reports for use by management; • Performs other duties as required.

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. 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 clients.. 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.

Education

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 combination with additional experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of two years of progressively responsible experience in human resources management, administration or related area is required. Experience with Enterprise Resources Planning systems (such as Umoja) is required. At least two years’ experience in recruitment and staffing using online recruitment systems such as Inspira is required. At least two years’ experience in staffing table and post management is required. Experience in data analysis and preparation of analytical reports and budget as well as post re-classification is desirable. Experience in working in the UN Common System or comparable international organizations is desirable.

Languages

English and French are the working languages of the United Nations. For the position advertised, fluency in English and Arabic (both oral and written) is required. NOTE: Fluency equals a rating of “fluent” in all four areas (read, write, speak, understand) and “knowledge of” equals a rating of “confident” in two of the four areas.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by infomral interview.

Special Notice

Candidates for the National Professional Officer category shall be of the nationality of the country where this position is located. The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff, as per the Secretary General´s Gender Parity Strategy. Female candidates are strongly encouraged to apply for this position. #United_for_Gender_Parity • This position is temporarily available through 31 December 2024. 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.

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. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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.

No Fee

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.