Org. Setting and Reporting

This position is located within the Human resources Unit in the United Nations Verification Mission in Colombia (UNVMC), with duty station Bogota. The Human Resources Officer reports to the Chief Human Resources Officer (CHRO).

The Human Resources Officer (HRO) at this level undertakes wide range of responsibilities in human resources management, including but not limited to advising and applying the Organization’s staff rules and regulations as well as internal procedures and processes related to human resources planning and management, review of the staffing aspects of the budget, conditions of service, recruitment and selection and administration of justice.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties:

Recruitment and Staff Selection
• Monitors vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts.
• Contributes to the recruitment process and support the development of recruitment strategies and plans, 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.
• Conducts preliminary review, prepares and submits recruitment cases to approving officials/entities.
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
• Coordinates and administers language professional examination and other programmes and tests related to the recruitment of professional, general service and other categories of staff.
• Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, liaising with the UNHQ on the classification of such posts, advertising and guiding managers on the selection process in line with UN rules and regulations.

Administration of entitlements and Benefits
• Advises the Head of the Unit or Chief Human Resources Officer 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.
• Recommends level of remuneration for consultants.
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
• As requested by the supervisor, might be required to represent the office in joint bodies and working groups relating to salaries and other conditions of service.
• Assists in the process of knowledge/awareness building amongst programme managers, senior management 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 Unit, including consistent implementation of delegated authority.
• Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to DMSPC/DOS, where necessary.

Planning and Budget
• Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission’s mandate.
• Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the Controller’s guidelines on budget review.
• Reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation.

Performance Management
• Supports 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 standards for the development of service, section, unit and individual work plans.

Staff Development
• Provides regular information on vacancies and opportunities for the generic rostering system and works with DMSPC/DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling.
• Advises staff on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members.
• Assesses the skill, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (Inspira, ERP, etc).
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.

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

Staff and Management Relations
• Assists the supervisors in supporting the dialogue between the management and international and national staff unions (Field Staff Union and National Association of Staff) respectively to discuss HR matters and related staff issues.
• Participates in meetings with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Chief of Mission Support.
• Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.

Other
• Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through interalia, Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact.
• Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
• Assists with the development of a communication strategy with a dedicated intranet page on HR matters.
• Conducts research on precedents, policy rulings and procedures.
• 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 and ability to apply UN Staff Rules and Regulations, policies and guidelines in work situations. Demonstrates sound judgement in decision making to prioritize assigned tasks, maximizing the use of resources available to ensure that the requirements of the office and/or operational requirements are met. Ability to use of initiative to resolve problems/identify exceptions which may arise from time-to-time. 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.

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.

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.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field.

A first-level university degree in combination with two (2) years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of five (5) years of progressively responsible experience in human resources
management, administration or a related area is required.

A minimum of two (2) years of experience in recruiting, staff selection or onboarding is desirable.

Experience in a United Nations common system field operation (inclusive of peacekeeping, political missions and UN agencies, funds, and programs) or similar international organization or non-governmental organization is desirable.

Experience in Enterprise Resource Planning (ERP) systems in the area of human resources
management is desirable.

Experience advising managers and staff on the interpretation and application of human resources policies, including on recruitment and administration of staff entitlements is desirable.

Languages

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

Assessment

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

Special Notice

• 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.

• As per the Secretary General´s Gender Parity Strategy, the United Nations Secretariat is committed to achieving 50/50 gender balance. Female candidates are strongly encouraged to apply for this position.
#United_for_Gender_Parity. Candidates interested to work for the United Nations Verification Mission in Colombia may wish to check out our Realistic Job Preview videos to get an idea of the living and working conditions in different duty stations inColombia.:https://www.youtube.com/playlist?list=PL-8SCkVjg-e3073SwTDG1VQf1oLTWfUQ4 .

• 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.

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.

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.