HUMAN RESOURCES OFFICER (rostering exercise)

Org. Setting and ReportingThese positions are located throughout the Secretariat including the field missions. They encompass sub-functional specialties such as talent sourcing and management, administration of entitlements, human resources planning, and staff development and career support. The Human Resources Officer usually reports to the Head of the Unit, Chief of Section, a Senior Human Resources Officer or Chief of Administration. ResponsibilitiesWithin limits of delegated authority, the Human Resources Officer may be responsible for all or some of the following duties: GENERAL: • Contributes to the development and implementation of new human resources policies, practices and procedures leveraging innovation, creativity and best practices to meet the evolving needs of the Organization. • Monitors and ensures the implementation of human resources policies, practices and procedures. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources projects. • Coordinates and ensures the design and implementation of various human resources action plans related to system-wide organizational priorities (such as gender parity, geographical diversity, disability inclusion, anti-racism, staff engagement, etc.) • Plans, organizes, manages and supervises the work of the Team /Unit assigned. • Supervises the process of knowledge/awareness building amongst the programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated duties. • Supports management in change management process, including through communication. • Monitors the organizational management dashboards for compliance with human resources Key Performance Indicators. TALENT SOURCING AND MANAGEMENT: • Projects and monitors vacant posts of assigned level/group, Secretariat or mission-wide and ensures adherence to policies and procedures in filling these posts. • Contributes to the workforce planning and succession planning process by providing analysis and advice on the staffing requirements and the emerging capacity gaps in accordance with the office’s mandate and organizational priorities. • Contributes to the budget development process by providing analysis and advice on the human resources requirements and organizational structure based on the DOS guidelines on budget review. Reviews and reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation. • Oversees preparation of vacancy announcements, review of applications and short-lists. • Provides guidance on or oversees the preparation of suitability assessment exercises and interviews to select candidates. • Reviews recommendation on the selection of candidate by client offices. • Serves as ex-officio or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. • Prepares job offers and onboards successful candidates. • Oversees administration of Affiliated Personnel (AP) and prepares relevant reports on their use. • Coordinates, supports and carries out outreach activities for the global Secretariat and UN system as necessary. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. ADMINISTRATION OF BENEFITS AND ENTITLEMENTS: • Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements. • 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. STAFF DEVELOPMENT AND CAREER SUPPORT: • Identifies and analyzes staff development and career support needs and takes action to meet identified needs, including Language Programmes, as applicable. Prepares monitoring reports on staff development and career support programmes. • Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. • Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact. • Provides advice on mobility and career development to staff at all levels in all categories. • Participates in the development of actionable and targeted change management plans, including coaching and trainings. • Designs and delivers training programmes to staff at all levels throughout the Organization, as applicable. • Formulates examination policies and develops and prepares examination questions and papers. PERFORMANCE MANAGEMENT • Supports the office in the implementation of, and monitors compliance with the performance management and development system, providing guidance and substantive support to managers on standards for the development of service, section, unit and individual work plans. • Provides training in performance management and supervisory skills as well as assists managers in preparing work plans for the organization's units. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. • Coordinates the work of Rebuttal Panels, as applicable. OTHER DUTIES: • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. • Advises senior management and supports office’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implements decisions. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to human resources. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Reviews and clears the documentation for submission of classification requests as well as the implementation of classification result. • Represents the management in classification appeal cases. • Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff. • Assists with the development of communication plans through the dedicated intranet page, broadcasts, articles and presentations on various HR issues. • Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting to various bodies, including oversight ones. Competencies• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Good knowledge of data analytics, business analytics or data science. Expert knowledge of, and ability to provide advice on the performance management system. Good managerial skills. Ability to analyze and interpret data in support of decision-making and convey resulting information to management. Ability to analyze complex and sensitive human resources matters and provide responses, recommendations and solutions. Ability to plan and deliver HR services or projects in international organizations or international NGOs. Ability to coordinate talent acquisition activities including planning and conducting outreach activities to identify and attract qualified talent. Ability to design and deliver human resources related training workshops/presentations/briefings. 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. EducationAdvanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, psychology, education, law or related field is required. A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific QualificationNot available. Work ExperienceA minimum of seven years of progressively responsible professional experience in human resources management, administration or related area is required. Experience with Enterprise Resource Planning (ERP) systems or online Talent Management platforms is required. LanguagesEnglish and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English or French is required. NOTE: To be considered fluent in a language, the proficiency level in all four specified areas (i.e. reading, speaking, understanding and writing) must be “fluent.” AssessmentEvaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special NoticeThe United Nations Secretariat maintains rosters of qualified and available candidates to fill anticipated job openings in headquarters locations, peacekeeping operations, special political missions, and other field operations. The purpose of this job opening is to generate a list of qualified candidates for inclusion in the Human Resources Officer roster at the P-4 level. The entire assessment process takes an average of six months. For planning purposes, written assessments are tentatively scheduled at the end of July/beginning of August 2025, while interviews are tentatively scheduled at the end of September/beginning of October 2025. All applicants will be notified in writing of the outcome of their application (whether successful or unsuccessful) within 14 days of the conclusion of the process. Successful candidates will be placed on the roster and subsequently will be invited to apply for field mission vacancies open only to roster members. Roster membership does not guarantee selection. For this roster exercise, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 30 April 2025, are strongly encouraged to apply: Brunei Darussalam, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Guinea-Bissau, Kiribati, Lao People's Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu, Andorra, Angola, Belize, China, Cuba, Indonesia, Israel, Japan, Kuwait, Libya, Malta, Monaco, Oman, Panama, Paraguay, Saint Vincent and the Grenadines, Saudi Arabia, Singapore, Solomon Islands, Turkmenistan, United States of America. Eligibility Notice: Pursuant to section 6.9 of ST/AI/2010/3/Rev. 1, interns, consultants, individual contractors, and gratis personnel may not apply for or be appointed to any vacancy in the Professional or higher categories within six months of the end of their current or most recent service. United Nations ConsiderationsAccording 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 FeeTHE 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.