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 Operational Support and Advisory Service (OSAS) serves as an enabling partner to support clients in fulfilling their mandates. The key services include: guidance to entities on the proper exercise of delegated authorities; advice on the application of human resources policies and procedures; advice to managers related to formal and informal conflict resolution; input/feedback to the development and/or improvement of simplified policies and procedures; support to clients in developing, formulating and implementing customized entity specific HR strategies and plans; and support to clients and shared services in the achievement of their human resources management targets and objectives. The Client Relations and Specialized Advisory Section (CRSAS) serves as the primary entry point for client entities seeking human resources advice, provides specialized advice in the prevention and resolution of conflict, including cases in the system of administration of justice (mainly at the MEU and pre-MEU stages) and maintains the personnel records of New York and international field staff. The position is located in the CRSAS of the OSAS in the HRSD. The Senior Human Resources Officer will serve as the Chief of CRSAS and report to the Chief of OSAS.

Responsibilities

Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties: General Management • Plans, organizes, manages and supervises the work of the Section assigned. • Oversees recruitment activities within the assigned Section, including by identifying required skillsets, creating job openings, reviewing candidate applications, creating short lists, participating in and chairing interview panels, and making recommendations for selection. • Reports and coordinates on specific issues through the production of business intelligence and analytical reports and talking points and briefing notes for the attention of senior managers regarding the status of the performance of human resources functions, both internally within the Section and for supported entities. • Serves as subject matter expert as part of capacity building programmes conducted by the Department of Operational Support. • Promotes staff development and career support programmes within the supervised office. • Establishes collaborative relationships with all relevant internal and external partners. Advisory Services and Client Relations Management • Advises senior management and local HR business partners on all aspects of human resources policies and procedures and provides proactive and innovative approaches to the delivery of human resources services in consultation with local HR business partners. • Provides advice to clients in relation to the interpretation and implementation of Staff Regulations and Rules and on risks associated with new processes or guidance documents. • Provides advice on complex performance management issues to managers and local HR business partners in supported entities and assists supported entities with the implementation of the performance appraisal system. • Provides advice on the appropriate usage of all types of staff categories and non-staff capacities throughout the Secretariat in the context of operational workforce planning. • Provides guidance on policy relating to recruitment, placement and promotion, and on benefits and entitlements. • Supports managers in formal and informal conflict prevention and resolution, including specialized advice to clients on other issues related to the formal and informal system of administration of justice, including complex human resources cases submitted for management evaluation. • Provides guidance to Programme Managers and local Human Resources offices on the application of classification policies and procedures and on the feasibility to undertake whole office reviews. • Provides operational inputs into discussions advocating for changes in policies and conditions of service. • Ensures consistency in human resources advisory services and adherence to the tiered client service model in human resources across stakeholders. Operational Support • Coordinates with supported entities to ensure that their evolving needs are addressed in the context of the development and implementation of new human resources policies, practices, and procedures. • Bridges the gap between policy development and implementation, serving as an enabler for operational support. • Assists managers and local HR business partners in the development of recruitment strategies and plans. • Assists entities in the conduct of human resources aspects of their strategic reviews and contributes to the development of integrated planning processes, the development of human resources concepts of operation and associated implementation plans. • Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates. • Assists supported entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts. • Supports entities in the development and implementation of an entity-specific operational workforce planning strategy and associated recruitment plans. • Identifies and analyzes supported entity staff development and career support needs and provides support in designing programmes to meet identified needs and provides support in the implementation of staff development and career support programmes. • Provides advice on the timely filling of posts in accordance with established policies and procedures. • Provides guidance to HR business partners on the efficiency and effectiveness of various systems and processes. • Leads multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets while providing support in specific identified areas of concern. • Other duties as priorities evolve. Business Process Improvement • Advocates for the simplification and development of new human resources policies and leads process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization. • Provides feedback on and identification of requirements for continuous process improvements and adaptation to policies and processes based on operational requirements and trends. • Reviews pain points in business processes with a view to eliminating them while advocating for changes in policies, processes and systems and while proactively looking to fill gaps in processes. Knowledge Management • Provides advice on the establishment, maintenance, and utilization of knowledge and/or information management systems related to human resources. • Develops guidance packages (e.g. Standard Operating Procedures, templates, lessons learned, etc.) on operational human resources matters for the global human resources community. • Supports managers and HR business partners on the use of human resources data and related reports by ensuring proper utilization and application to entity-specific situations. • Analyses client performance to identify requirements for human resources capacity building to strengthen their ability to exercise delegated authorities.

Competencies

• Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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. • 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. • Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. • Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. • Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.

Education

An Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, law, social sciences, education, or a related field is required. A first-level university degree in combination with two years of qualifying work experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification

Not available.

Work Experience

A minimum of ten years of progressively responsible experience in human resources management, administration or a related area is required. A minimum of two years of experience with an international organization in the development of HR policies and HR policy guidance is required. A minimum of two years of experience in an international organization leading the development and delivery of specific human resources initiatives such as integrated HR planning processes, workforce planning, performance measurement, review of conditions of service or compensation packages is required. Experience with an international organization managing large HR projects is required. Experience in legal support, analysis and legal writing is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another UN official 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. • Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter. • 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. • 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. 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.