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 the POLNET network which may include Political Affairs, Civil Affairs, Human Rights, Rule of Law and Security Institutions, 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 in the fields of political, peace and security; Solid understanding of the contexts within peacekeeping operations function, and appreciation of the roles and responsibilities in the field especially in relation to the knowledge areas previously mentioned; Ability to build networks and maintain effective working partnerships with a range of actors and to positively influence them where appropriate in establishing a common purpose; Ability to advocate issues with respect to key decisions and positions to staff, senior officials; Proven ability to communicate complex concepts orally; Understanding of how to ensure effective coordination; Proven problem solving abilities, 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; 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 political science, international relations, international economics, law, public administration or a related field is required. A first level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of five years of progressively responsible experience in political affairs, international relations, management or 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 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 and fluency in 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

• This position is temporarily available effective immediately until 30 June 2024. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.

• 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.

• The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.

• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.

• A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. In accordance with ST/AI/1999/17 section 2.3, an SPA may only be granted to one level higher than the personal level of the staff member assigned to higher-level functions in his or her own category, whether the higher-level functions are one or several levels higher than the personal level of the staff member. Staff in the General Service and related categories temporarily placed against a post at the Professional level may receive an SPA to the P-1 or P-2 level. For information on special post allowance, please refer to ST/AI/1999/17.

• 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. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.

• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English

• 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.

• The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

• Pursuant to section 7.11 of ST/AE2012/2/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.

• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re -employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.

• Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. 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.

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.