United Nations Executive Office of the Secretary-General (EOSG)
|Posting Title:||HUMAN RESOURCES OFFICER, P3 (Temporary Job Opening)|
|Job Code Title:||HUMAN RESOURCES OFFICER|
|Department/Office:||Department of Management Strategy, Policy and Compliance Office of Human Resources|
|Duty Station:||NEW YORK|
|Posting Period:||27 January 2023 – 09 February 2023|
|Job Opening Number:||23-Human Resources-DMSPC OHR-199266-J-New York (X)|
Org. Setting and Reporting
This position is located in the Human Resources Policy Section (HRPS), Strategy and Policy Development Service (SPDS), Global Strategy and Policy Division (GSPD), Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent will report to the Chief of HRPS.
The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff.
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
Strategy and Policy Development
• Analyzes and evaluates existing human resources policies, practices and procedures. Contributes to the review, design, formulation, implementation and dissemination of new human resources policies, or new applications of policy instruments and guidelines to meet the evolving needs of the Organization;
• Performs extensive policy research and analysis on private and public sector’s strategies, policies and best practices, including those of other organizations of the UN common system, on General Assembly and ICSC decisions;
• Prepares draft amendments to the staff regulations and rules, and draft administrative issuances or amendments thereto, verifying their consistency with the existing staff regulation and rules;
Policy advisory work
• Provides authorative policy advice on substantive and procedural questions (including interpretation and application of policies, regulations and rules) related to administration and management of staff/non-staff and the administration of benefits and allowances to HR practitioners, senior management and counterparts in other organizations of the UN common system;
• Participates on various standing boards, committees, ad hoc working groups and task forces, as required, identifying issues/problems, formulating policies and guidelines; and establishing new procedures. Participate in special human resources projects;
• Prepares draft reports, policy papers, position papers, briefing notes and talking points on issues related to HR policy and conditions of service of UN staff members, non-staff personnel and officials other than staff;
• Handles a wide range of human resources policy matters including interpretation, monitoring, implementation, and application of staff regulations, staff rules, administrative issuances, delegation of authority, policy advices, conditions of service, etc.;
• Participates in the development of capacity-building and learning materials, workflow processes and other relevant tools working in collaboration with other entities of the UN Secretariat and other organizations the UN common system;
• Keep abreast of developments in various areas of human resources; and perform other duties as assigned.
• Performs other functions as required.
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. Ability to interpret and analyze a wide variety of data, identify and resolve data discrepancies. Is able to use internal and external data sources. 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.
Teamwork: Works collaboratively with colleagues to achieve organizational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
Technological Awareness: Keeps abreast of available technology. Understands applicability and limitations of technology to the work of the office. Actively seeks to apply technology to appropriate tasks. Shows willingness to learn new technology.
An advanced university degree (Master’s degree or equivalent) in law, human resources management, business or public administration, social sciences, or related field is required. A first-level university degree (Bachelor’s degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
A minimum of five years of progressively responsible experience in human resources management: policy development, administration of benefits and allowances, conditions of service and compensation, administration of justice, law or related area is required.
Experience in provision of HR policy interpretation and advisory services is required.
Experience in human resources policy development and implementation or administrative law is desirable.
Experience in contributing to the preparation of reports, policy and position papers, briefing notes or talking points on issues related to HR policy and conditions of service is desirable.
Experience in providing authoritative policy interpretation of internal policies on substantive policy and procedural questions related to the management of personnel and the administration of benefits and allowances is desirable.
Experience in collecting, analyzing, and presenting large data sets and other information gathered from diverse sources to analyze performance, identify trends and report results in a clear manner is desirable.
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English (both oral and written) is required. Fluency in French is desirable. Knowledge of another official United Nations language is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
• This position is temporarily available until 31 December 2023. 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.
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.
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