The Human Resources Section is responsible for providing advice and support to OCHA staff located in New York, Geneva and in the Field on HR matters such as recruitment and placement, administration of entitlements, human resources planning, performance management and administration of justice.
These Human Resources Officer posts are based in New York and will report to the Chief of Human Resources, OCHA through a Human Resources Officer at the P-4 level.
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
- Provides advice and support to managers and staff on human resources related matters.
- Provides advice on the implementation of policies related to human resources management, particularly as it relates to HQs and the field, as well as assisting managers and staff with understanding human resources policy.
- Reviews and provides advice to Programme Managers on requests for exceptions to policies, regulations and rules.
- Supports in the compilation and submission of comments to draft Staff Regulations, Staff Rules and Administrative Instructions disseminated by the Office of Human Resources.
- Assists in the review of Prohibited Conduct and disciplinary cases forwarded by OIOS or OHR, and if required, help to arrange investigation panels and communicate conclusions to the relevant parties.
- Assists with the submission of information and comments for MEU, UNDT cases and issues referred by the Office of the Ombudsman.
- Prepares special reports, briefing notes and talking points for senior management on HR related issues and participates and/or leads special human resources project.
- Keeps abreast of developments in various areas of human resources.
- Provides advice as it pertains to recruitment selections and ensures adherence to policies and procedures in filling vacant posts.
- Provides advice on guidelines on promotion and placement of staff.
Administration of entitlements
- Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
- Provides advice on salary and related benefits, travel, and social security entitlements.
- Determines and recommends benefits and entitlements for staff on the basis of contractual status.
- Reviews policies and procedures and recommends changes as required.
- Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
- Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
- Assists in preparing position papers and briefing notes on HR issues.
- 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.
- 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.
- Creativity: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.
Advanced university degree (Master’s degree or equivalent) in human resources management, law, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
A minimum of five years of progressively responsible experience in human resources management, administration or related area is required.
Experience in human resources policies, practices, processes or administration of entitlements in an international organization or similar is required.
Experience in providing human resources policy related advice to field operations in an international organization or similar is desirable.
Experience in analyzing and drafting human resources policies is desirable.
Experience in administration of justice matters is desirable.
Two (2) years of experience within the last five (5) years of international field experience in human resources management, administration or related area is desirable.
Experience in conduct and discipline is desirable.
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 official United Nations language is desirable.
The evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.
This position is funded for a finite period of one year. Extension of the appointment is subject to extension of the mandate and 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.
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.
An impeccable record for integrity and professional ethical standards is essential.
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.
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.
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.
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