Org. Setting and Reporting
The Department of Safety and Security (UNDSS) is responsible for providing leadership, operational support and oversight of the United Nations security management system (UNSMS) globally. As a global leader in security risk management principles, UNDSS enables the safe and effective delivery of United Nations programmes and activities in the most complex and challenging environments, while maximizing precious resources. To this end, the work of the Department is aligned under a clear mission, to enable United Nations system programme activities through trusted security leadership and solutions. This position is located in the Executive Office of the Department of Safety and Security and is under the direct supervision of the Senior Human Resources Officer and the overall guidance of the Executive Officer. The Executive Office provides administrative support to the head of the department, programme managers and staff members, in carrying out their financial, personnel and general administrative responsibilities. The Executive Office provides the necessary support services to facilitate the implementation of the Department’s mandates and approved programme of work globally across multiple duty stations including Headquarters, Offices away from Headquarters and Field Operations. This is a unique opportunity to join a diverse, dynamic and exciting organization gaining unique and valuable experience where security provides great value. Besides the opportunity to gain new skills and further advance security expertise, this position offers a fulfilling environment that gives you satisfaction by contributing directly or indirectly to peace and security, human rights, and achievement of the Sustainable Development Goals. For more information on the Department, and how we make an impact on the world in enabling the achievement of SDGs, visit: https://www.un.org/undss/
Responsibilities
Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties: GENERAL: • Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. • Monitors and ensures the implementation of human resources policies, practices and procedures. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources project. • Plan, organize, manage and supervise the work of the Unit assigned. RECRUITMENT AND PLACEMENT: • Manages, plans, organizes, develops, coordinates and administers the work of the recruitment team. • Projects and monitors vacant posts for the Department, ensures adherence to policies and procedures in filling these posts in a timely and consistent manner. • Takes the lead in workforce planning and keeps abreast of best practices. • Provides advise, support, guidance, and training/briefing sessions to hiring managers on recruitment processes, classification standards and prepares standard operating procedures and other guidance material. • Manages and monitors the team’s activities related to all recruitment activities, i.e., post classifications, preparation of vacancy announcements, screening processes, review of applications, establishing screening matrixes, preparing long and short lists in coordination with hiring managers/subject matter experts, coordinating and scheduling competency-based interviews and serving as HR ex-officio, coordinating, scheduling and proctoring assessments, preparation for submission to the Central Review Bodies, conducting pre-recruitment formalities such as reference verification. • Reviews recommendation on the selection of candidate by client offices, both in HQ and the field, ensuring compliance with gender and geography considerations as well as inclusion and anti-racism strategies. • Serves as ex-officio in interviews. • Prepares job offers for successful candidates. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. ADMINISTRATION OF ENTITLEMENTS: • Advises the Heads of Units and Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements. • 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. OTHER DUTIES: • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Represents the management in classification appeal cases. • Prepares classification analysis of jobs in Professional and General Service and related categories. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Performs other duties as required.
Competencies
• 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.
Education
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, law, social sciences, education or related field. A first-level university degree in combination with additional two years of 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, preferably at the international level is required. Experience in the complete cycle for recruitment and selection process of the UN or other similar international organization is required. Experience in using Inspira or similar recruitment platforms as a Human Resources practitioner for the purposes of recruitment and talent management is required. Experience in using ERP systems for staff administration purposes is desirable. Experience in the administration of technical assessments (online, in-person etc), and coordination of interviews with substantive subject matter experts is desirable. Experience in data analytics in relation to recruitment and vacancy management reporting is desirable.
Languages
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English (oral and written) is required. Knowledge of another official United Nations language is desirable. NOTE: ”Fluency” equals a rating of ”fluent” in all four areas (read, write, speak, understand) and ”Knowledge of” equals a rating of ”confident” in two of the four areas.
Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice
• This position is funded through General Temporary Assistance (GTA) funding with funding available for one year. 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 in its staff. Female candidates are strongly encouraged to apply for this position. The United Nations Department of Safety and Security (UNDSS) is taking efforts to improve gender parity, including full implementation of the UN-wide, and Departmental Gender Strategies. We are committed to providing an inclusive culture and exciting opportunities for women in the security and operations field. • An impeccable record for integrity and professional ethical standards is essential. • Applying to this job opening carries an expectation to accept the offer, if selected. 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. • Those candidates who apply and are subsequently recommended and endorsed for the job opening, but are not selected for the current vacant position, will be placed on the roster for similar functions at the level and category of the job opening for possible future selection. Roster membership does not guarantee selection. • 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. • 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. • The selection process for this job opening will be conducted pursuant to ST/AI/2010/3 on the “Staff Selection System” and include the compliance review process by a review body described in staff rule 4.15. The Staff Regulations, Staff Rules and administrative issuance governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English.
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.