Org. Setting and Reporting

This position is located in the Response Support Branch (RSB), Coordination Division, Office for the Coordination of Humanitarian Affairs (OCHA), in Geneva. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA ensures there is a framework within which each actor can contribute to the overall response efforts. OCHA’s mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions.

RSB is the HQ response entity within OCHA. RSB provides the tools, services and human resources to support any response required. RSB brings together local, regional and global humanitarian responders to prepare for and rapidly respond to emergencies; and to develop and promote interoperable norms, guidance and tools to advance operational and technical excellence in crisis response.

With delegated authority of the Coordination Division Director, the Chief of Branch is responsible to lead the three sections under his/her authority: (1) the Emergency Response Section, (2) the Civil Military Coordination Service, and (3) the Humanitarian Negotiations Section. The Chief of Branch will oversee the support provided by the three sections to effectively contribute to the implementation of OCHA’s Strategic Plan, especially concerning the transformative priorities of a coherent humanitarian response that is people-centered, locally driven, and agile, and a systematic and predictable leadership on access.

The incumbent of this post reports to Director, Coordination Division.

Responsibilities

With delegated authority, the Chief of Branch will be responsible for the following duties:

MANAGEMENT/REPRESENTATION:
-Streamlines the functions of the Branch to ensure cohesion and ‘fit-for-purpose’ structures
designed to effectively implement its responsibilities under the OCHA Strategic Plan 2023-
2026.
-Fosters and strengthens collaboration and consultation with all functions of OCHA HQ and
Country and Regional Offices.
-Provides strategic vision and leadership to all sections in the Branch.
-Guides and coordinates the establishment of a work plan for the Branch, the determination of
priorities, and the allocation of resources to ensure timely delivery of agreed outputs.
-Ensures regular and effective supervision of staff, particularly by leading, managing,
developing and training staff.
-Fosters teamwork and communication among staff, and strengthens the linkages between
staff in the field, regional and headquarters offices.
-Undertakes or oversees the programmatic and administrative tasks necessary for the
functioning of the Branch, including preparation of budgets, reporting on budget and
programme performance, evaluation of staff performance, interviews of candidates for job
openings, and evaluation of candidates.
-Promotes OCHA’s mandate and highlights RSB tools and services through contacts with member states, diplomatic missions, regional stakeholder, UN entities, non-governmental organizations, and the media.
-Promotes gender and cross-cultural responsiveness.

GUIDANCE AND FIELD SUPPORT:
-Leads the development and maintenance of normative guidance, services and tools that
enable OCHA Country/Regional Offices, to effectively support all aspects of an emergency response, civil military coordination, and humanitarian negotiations.
-Facilitates the documentation and dissemination of best practice and drives innovation and ensuring processes and tools evolve and are adaptable to different contexts.

CAPACITY BUILDING AND TRAINING:
-Works with the Operations and Advocacy Division and OCHA Heads of Country/Regional
Offices to identify and fill technical support requirements through coordinated missions.
-Oversees the comprehensive training plan to OCHA staff and humanitarian partners developed by the sections in the Branch.
-Supports and complements on-going efforts by OCHA Country/Regional Offices to build capacities within national entities, international and regional organisations and other stakeholders responding to emergencies.

CONTRIBUTION TO CORPORATE LEADERSHIP:
-Contributes, as a member of OCHA’s General Management Team (GMT), to policy development at corporate level that enhances OCHA’s overall effectiveness.
-In support of the Director, Coordination Division, OCHA Geneva, advises the ERC and other Senior Leadership Group members on all issues of policy and practice related emergency response, civil military coordination and humanitarian negotiations.
-Provides leadership and oversight to ensure that RSB adheres to relevant areas of OCHA’s Strategic Plan and its results framework.

Competencies

PROFESSIONALISM: Knowledge of the field of international humanitarian emergency response and humanitarian programme cycle management. Ability to apply UN rules, regulations, policies and guidelines in work situations. 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.

CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; works with others to develop new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.

CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; works collaboratively with others to achieve organizational goals and meet clients’ needs; 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.

LEADERSHIP: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular decisions. Provides leadership and takes responsibility for incorporating gender and diverse perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

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.

Education

Advanced university degree (Master’s degree or equivalent) in business or public administration, finance, accounting, law, social sciences or related area is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of 15 years of progressively responsible experience in humanitarian assistance, disaster or crisis management or related fields, including at the international level is required.

At least four (4) years of international field experience within the last 10 years is required.

Senior management experience leading and coordinating humanitarian relief operations in complex emergencies or natural disaster situations is required.

Management experience at the international level, including experience managing cross-functional teams comprised of persons from diverse professional and cultural backgrounds is required.

A minimum of two (2) years of experience in building and maintaining partnerships and donor engagement is desirable.

A minimum of two (2) years of experience in interagency coordination is desirable.

Languages

English and French are the working language of the UN Secretariat; for this position, fluency in English is required. Knowledge of French is desirable.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

• This position is temporarily available until 30 November 2023 with a possibility of extension. 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.
• 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.
• 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.
• 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.

Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.

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.

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.