Org. Setting and Reporting

The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions.

The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel.

The Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities.

The Talent Acquisition Section (TAS) is focused on developing and maintaining talent pools and rosters of qualified candidates whose applications have been endorsed by the Field Central Review Bodies, and systematically assessed through substantive assessments inclusive of written tests and or competency-based interviews by an Expert Panel and whose credentials have been verified. Under the direct supervision of the Chief of Section, the Occupational Group Manager (OGM) supports the application of the talent management framework for field missions, both peacekeeping operations and special political missions by building, maintaining, and managing rosters.

This position is located in the Talent Acquisition Section (TAS), Staffing Service (SS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The incumbent reports to a Human Resources Officer in the Section.

Responsibilities

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

Under the direct supervision of the Human Resources Officer and the overall guidance of the Chief of Talent Acquisition Section, the Occupational Group Manager (OGM) takes a lead role in managing the assigned talent pools and occupational groups ensuring that there is adequate supply of available candidates with the necessary qualifications and expertise to meet staffing requirements identified through workforce planning in peacekeeping missions and special political missions. The OGM is expected to become familiar with the staffing needs, within his/her assigned talent pool and occupational group, within the MAGNET network, which may include Administration, Audit, Human Resources, Finance, Management and Analysis, Conduct and Discipline, Risk Management, and is responsible for the following duties:

• Develop, manage and maintain rosters and talent pools for functional specialties in the assigned occupational groups, to ensure the maximum possible use of both to fill vacancies in peacekeeping operations, and special political missions, and other UN Secretariat entities;
• Build Job Openings with clear, objective and consistent evaluation criteria for both generic rosters and mission specific posts; Review applications for eligibility and initial suitability;
• Coordinate substantive assessments of applicants to include knowledge-based evaluations and/or competency-based interviews by Expert Panels (EP);
• Serve as ex-officio for EPs;
• Prepare submissions to the Field Central Review Bodies (FCRB); Develop, manage and maintain rosters for functional specialties in the assigned occupational group(s) up to and including the D-1 level;
• Identify and analyze actual and anticipated capacity gaps in the talent pools and rosters;
• Develop, promote and implement strategies to remedy, including through targeted outreach and specialized recruitment exercises, and working towards human resources targets, including those related to gender representation, diversity and inclusion in collaboration with Office of Human Resources (OHR) and recruitment focal points in related areas;
• Identify and analyze structural, procedural and work process challenges from a policy perspective, generate ideas for improvements and follow up as appropriate;
• In consultation with Headquarters and substantive offices, develop recommendations to Programme Managers in field missions of candidates who would best benefit from consideration for selection, building on personal requirements, gender, mobility and other human resource targets;
• In cooperation with the Outreach and Diversity Section in DMSPC, other OGMs and with recruitment focal points in related areas, build partnerships within occupational groups to strengthen the occupation networks and facilitate succession planning and career development; Perform such other duties as required;
• Take a role in working with the proponent office on identifying capacity gaps in the rosters with a view to undertaking targeted rostering campaigns as well as looking for possible non staff avenues to fill critical vacancies in this area of work (e.g. Government Provided Personnel); In this regard, conduct targeted advertising at the operational level and specific to his/her area of work.

Staff Development:
• Provide regular information on GJOs and opportunities for the generic rostering system;
• Contribute to the skill, expertise and knowledge of the HROs and HRAs in the area of human resources management, including in the use of HR IT systems (Inspira, ERP etc.);
• Receive and review grievances and complaints related to the Continuous Job Opening process, assessing and evaluating merit of each case and make recommendation for resolution;
• Identify and analyze staff development and career support needs.

Administration of Justice:
• Research and compile the Section’s responses to formal and informal requests coming from different candidates under the Administration of Justice (AoJ) system;
• Contribute to 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.

Competencies

• Professionalism: Knowledge of administrative, budgetary, financial and human resources policies and procedures; ability to apply various United Nations administrative rules and regulations in work situations; knowledge of the requirements, roles and responsibilities of civilian staff in the field for peacekeeping operations; sound technical and analytical skills in his/her portfolio of work to support the design and conduct of recruitment processes including job opening design, screening of applicants, testing, and competency based interviewing; ability to build networks and maintain effective working partnerships with a range of actors and to positively influence them; proven conceptual analytical and evaluative skills to advise on the health of rosters compared to mission staffing requirements; 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 client.

• 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 degree) in human resources management, business or public administration, social sciences, education, or related area is required. A first level university degree (Bachelor’s degree or equivalent) in the specified fields of studies, with two (2) additional 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, project management or a related area is required.

Experience supporting recruitment strategies or processes is required.

Experience working in or supporting field operations (inclusive of peacekeeping missions, political missions, those operated by UN agencies, funds, and programmes, or similar international or non-governmental organization) is desirable.

Experience working with and applying administrative or financial policies and procedures in an international organization or non-governmental organization is desirable.

Experience designing and/or implementing strategies to improve gender, diversity and inclusion is desirable.

Experience in building Human Resources data analytics and data visualization is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another official United Nations language is desirable.

Assessment

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

Special Notice

• Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

• Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate.

• 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.

• 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.

• Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection.

• 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.

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.