This position is located in the Human Resources Management Section of the United Nations Mission in South Sudan (UNMISS), Juba. Juba is classified in the “E” category and as a non-family duty station. The incumbent will Head the Specialist Support Unit and reports to the Chief Human Resources Officer.

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

ADMINISTRATION OF ENTITLEMENT AND BENEFITS • Advises the 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. • Reviews and 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. • Represents the office in Joint bodies and working groups relating to salaries and other conditions of service. • Supervises 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 HR Section, including consistent implementation of delegated authority. • Monitors and evaluate the effectiveness of related guidelines, HR Rules, regulations, practices and procedures, and recommends revision to OHR, where necessary.

ADMINISTRATION OF JUSTICE • Supports the Chief Human Resources Officer in working with interested parties such as the Staff Association(s) and the mission’s Conduct and Discipline component, Chief of Staff and/or Director of Mission Support, to address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. • Provides inputs to efforts and measures aimed at addressing and mitigating staff grievances with the purposes of resolving them at the lowest practical level. • Coordinate the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.

STAFF AND MANAGEMENT RELATIONS • Supports dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee 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 tMission and Director 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.

MONITORING, REPORTING AND INTERNAL COMMUNICATION • Under the supervision of the Chief Human Resources Officer, the Human Resources Officer contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, Service Level Agreements, HRM-S indicators, and the senior Manager’s compact. • Participate in the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and report on possible gaps and risks and recommends corrective action. • Assists with the development of a communication strategy with the dedicated intranet page on HR issues and regular formal and informal meetings. • Conducts research on precedents, policy rulings and procedures. • Maintain human resources information systems, including constant update and generation of information and reports for use by management

PLANNING AND BUDGET • Participate 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. • Reflects recommendations of the staffing table reviews into the staffing stable requirements for purpose of budget preparation; • Constantly reviews and monitors staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall; • Ensure that expenditures related to staffing are within the budgeted staffing costs, coordinating with Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds. • 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. • Coordinates in reviewing and processing requests for classification, providing advice and answering queries on classification procedures.

PERFORMANCE MANAGEMENT • Supports the mission 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. • Coordinate with the integrated Mission Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Ensures full-compliance of e-performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member. • Counsel staff and Managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.

STAFF DEVELOPMENT • Provides regular information on global vacancies and opportunities for the generic rostering system and serves as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling. • Advises staff on training opportunities for HR as well as in general giving particular attention to developing and implementing career development paths for national staff members; • Continuously assesses the skills, expertise and knowledge of the Human Resources Officers and Human Resources Assistants in the Mission, 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 electronic systems (BI, Inspira, ERP, etc.) • Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs • Performs other duties 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. 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. • 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.

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. At least seven years of hands-on experience in planning and delivery of human resources services in complex, volatile and conflict and post-conflict environments is required. Experience advising managers and staff on the interpretation and application of human resources policies, including on recruitment, administration of staff entitlements and performance management is required. Experience in drafting legal and /or policy opinions in relation to litigations is required. Experience working with United Nations common systems human resources and administrative procedures is desirable. Experience in an Enterprise Resource Planning (ERP) systems such as SAP in the area of human resources management is desirable.

Languages

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

Assessment

Previously rostered candidates are not subject to any further assessment and as such, will not be invited for such an assessment.

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. Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds. 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. Qualified women that meet the requirements of this job opening are particularly encouraged to apply and will be given full consideration in accordance with the United Nations efforts to increase women participation in its workforce.

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. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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.