Org. Setting and Reporting

This position is located in the United Nations Interim Administration Mission in Kosovo (UNMIK). The incumbent will report to the Chief Human Resources Officer.

Responsibilities

Administration of entitlements and benefits:
• Supervise, guide and train HR Partners on administration of staff benefits and entitlements and monitor all transactions performed by HR Partners in Umoja to ensure accuracy and compliance with established rules and regulations and provide effective, reliable, efficient and timely support in the administration of benefits and entitlements of staff members.
• Review grievances/ complaints related to entitlements and benefits of staff, assess/evaluate merit of each case and make recommendation for resolution.
• Advise the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements.
• Review and recommend level of remuneration for consultants and individual contractors.
• Participate in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority.
• Provide inputs on the development, modification and implementation of staff regulations and rules, administrative instructions, policies and procedures and assist in preparing policy, position papers and briefing notes on issues related to human resources management.
• Monitor and evaluate the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.

Planning and Budget:
• Contribute to the mission planning and budget process by conducting analysis and providing inputs on emerging capacity gaps in accordance with the mission’s mandate, including participating in the budget development process and providing advice/guidance on human resources requirements and organizational structure based on the applicable guidelines on budget review.
• Reflect recommendations of the staffing reviews and workforce planning into the staffing requirements for purpose of budget preparation.
• Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.

Workforce Planning and Post Classification:
• Provide advice to managers and supervisors on the use and effectiveness of workforce planning and organizational design.
• Work directly with individual units/sections to identify operational needs and priorities.
• Assist in the development of an operational workforce planning strategy and recruitment plan for the mission.
• Review post/functions of respective units in consultation with relevant stakeholders to ensure that all functions meet the operational needs of the mission and to ascertain the correct application of classification standards.
• Identify positions where the duties and responsibilities of the post may have changed substantially and prepare and submit requests for classification through the approval process.
• Provide guidance to managers and staff on the application of the classification policies and procedures.
Review documentation for submission for classification requests and contribute to the implementation of classification results.

Administration of Justice:
• Research and compile the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system
• Contribute to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
• Contribute to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.

Reporting and Data Management:
• Prepare a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC contributing countries, long-term vacant posts, deployment schedule, recruitment, and workforce planning, upcoming retirements, etc.
• Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission.
• Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment.
• Prepare and submit information on monthly staffing complements.
• Implement and establish a mechanism for recording and tracking recruitment cases
• Serve as focal point for coordination and deployment of new HR Recruitment Innovation systems/applications involving extensive liaison with technical support teams
• Draft reports and presentations for staff and senior management.

Recruitment and Staff Selection:
• Manage recruitment processes including coordinating with Section Chiefs and hiring managers in forecasting and identifying vacancies, preparing job openings, reviewing, and screening of candidates.
• Review job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents.
• Conduct preliminary review, prepares, and submits recruitment cases to Field Central Review Bodies (FCRB).
• Arrange and conduct interviews for selection of candidates.
• Review recommendation on the selection of candidate by client offices.
• Participate in task forces and working groups identifying issues/problems, formulating guidelines, and establishing new procedures on recruitment and staff selection.

Other:
• Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, the Management Dashboard, Service Level Agreements, HR indicators, and the Senior Managers’ Compact.
• Provide guidance in the performance management system by monitoring compliance with the proper implementation of the performance management system.
• Provide substantive support to mission components on standards for the development of individual workplans, manage and counsel staff and managers in cases of underperformance and facilitate the implementation of a Performance Improvement Plan.
• Advice and counsel staff in respect of rights, responsibilities, code of conduct and difficulties associated with performance and entitlements.
• Assist in preparing policy papers, position papers and briefing notes on issues related to human resources management.
• Performs other duties as required.

Competencies

• PROFESSIONALISM: Knowledge of administrative, budgetary, financial and human resources policies and procedures. Demonstrated in-depth technical knowledge of all aspects of administration with proven analytical skills. Ability to apply various United Nations administrative rules and regulations in work situations. Conceptual analytical and evaluative skills to conduct independent research and analysis. 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.

• COMMUNICATION: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.

• 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.

• 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

High school or equivalent diploma is required.
Technical or vocational diploma or certificate and/or training in human resources management, business or public administration or related field experience is a requirement. The minimum years of qualifying experience can be reduced to 5 years for those who possess a first level university degree in human resources management, business or public administration, social sciences, education or related field.

Work Experience

A minimum of 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum year of experience is reduced to 5 years for candidates who possess a first level university degree in human resources management, business or public administration, social sciences, education, or related field.

Experience and training in using Human Resources Talent Management systems (e.g., Inspira) is required.

Experience in using Enterprise Resource Planning (ERP) systems, such as SAP or Umoja in the UN Secretariat, including training and certification as HR Partner-all is desirable.

Experience related to process improvement projects and related change management procedures is desirable.

Experience in reporting and data analysis to support strategic HR decision making is desirable.

Experience in performance management framework of UN or similar international organization is desirable.

Experience in researching, compiling, and drafting responses to the management evaluation, tribunal and Administration of Justice (AoJ) system cases is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required.

Assessment

Evaluation of qualified candidates may include an informal interview.

Special Notice

This “Recruit from Roster” job opening is only open to roster applicants who are already placed on pre-approved rosters, following a review by a United Nations Central Review Body. Only roster applicants who were placed on rosters with similar functions at the same level are considered to be eligible candidates. Eligible applicants receive an email inviting them to apply. Rostered applicants are encouraged to apply only if they are interested and available to take up the position at the duty station/s specified in the Job Opening. Applying to this job opening carries an expectation to accept the offer, if selected.

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.