Human Resources Officer

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 procedure, 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 Umoja HR Support Team is a joint undertaking by the Department of Operational Support and the Department of Management Strategy, Policy and Compliance. The Team oversees operational Umoja HR support functions, including managing the defining of new or enhanced business requirements supported by the Umoja system, system design, prioritizing enhancements, and facilitating process improvements. It also oversees various Umoja HR-related change management activities for areas within its mandate, such as ensuring robust communication and engagement with all stakeholders. This position is located in the joint Umoja HR Support Team, Operational Support and Advisory Service (OSAS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Human Resources Officer will be responsible for providing Umoja HR support functions, in particular in the area of development of functional requirements, specifications, and support. The incumbent will report to the Chief of the Umoja HR Support Team or to another Human Resources Officer on the Team.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties: General Management • Contributes to recruitment activities within the assigned area of work, 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. • Promotes staff development and career support programmes within the supervised area. • Participates in collaborative relationships with all relevant internal and external partners. • Keeps abreast of developments in various areas of human resources, in particular as pertaining to HR systems support. Programme and Project Management • Contributes to the establishment of the Umoja HR support framework by defining new or enhanced capabilities, system design, prioritizing enhancements, and developing process improvements. • Contributes to defining business requirements in the context of the simplification of HR processes from an Umoja systems perspective. • Drafts functional specification documents for Umoja-HR enhancements and supports their development, testing, and deployment. • Contributes to change management activities such as communications with all relevant stakeholders. • Supports project management activities for all Umoja HR support projects. • Makes recommendations for the utilization of good project management processes and tools for Umoja HR support activities, including the use of Gantt charts, organizational charts, workflow and use case diagrammes, RACI charts, templates, and risk management strategies. • Collaborates with business owners and project leads to implement project schedules, achieve milestones, and manage project resources. • Implements best practices, templates, and controls for Umoja HR projects under the direction of the Umoja HR support focal point. • Supports daily project activities and teams, including by resolving conflicts and mitigating risks. • Contributes to the provision of ongoing operational Umoja HR support. • Contributes to business and user testing activities of new or enhanced Umoja functionalities. • Contributes to ongoing benefits realization and business intelligence activities. • Supports the supervisor who serves as a change management expert in HR business processes and procedures emanating from the continuous improvement functionality. • Identifies and reviews existing documentation related to HR and Umoja business processes in order to identify opportunities for streamlining and automating processes. • Identifies data and information needs related to the Umoja HR support framework. • Defines requirements for HR reporting and data analysis. Business Process Improvement • With a particular focus on systems, makes recommendations for the simplification and development of new human resources policies and supports process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization. • In consultation with clients, reviews pain points in business processes, including based on operational requirements and trends, in particular as related to systems with a view to eliminating them while advocating for adaptation in policies, processes, and systems. Other Duties • Supervises and monitors the work of junior colleagues in undertaking the full range of Umoja HR support activities for the Human Resources Services Division. • Performs other work-related duties as may be required.

Competencies

Professionalism: Skills in project management, communication, and process improvements. 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. 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. Technological awareness: Keeps abreast of available technology; understands applicability and limitation of technology to the work of the office; actively seeks to apply technology to appropriate tasks; shows willingness to learn new technology.

Education

An Advanced university degree (Master’s degree or equivalent degree) in human resources management, project management, administration, programme management, social sciences, 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.

Job – Specific Qualification

For candidates with university degrees in fields other than project management, certification in project management is desirable. Please explain how you meet this criterion using examples.

Work Experience

A minimum of five years of progressively responsible experience in human resources management, administration, programme management, budget or a related area is required. A minimum of two years of direct experience with the provision of human resource services in the United Nations or a similar international organization is required. A minimum of one year of experience coordinating relevant policy and systems aspects of a complex project is required. A minimum of one year of experience supervising project teams is desirable. Experience in the design and development of technical solutions related to HR processes 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 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 for four (4) months starting 15 May 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.