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CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT
United Nations Truce Supervision Organization (UNTSO)
United Nations Verification Mission in Colombia
Grade: P-4, Mid-level Professional
Job Expired 24 Jan 2022
Expired
Added 2 weeks ago
Job Description

Org. Setting and Reporting

This position is located in the United Nations Verification Mission in Colombia [UNVMC] in Bogota. The Chief Human Resources Officer (CHRO) at this level is responsible for a fully integrated and regulatory-compliant human resources section in the mission. S/he serves as the Mission Human Resources adviser to the senior leadership team and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HR and mission's strategy are aligned and responsive to evolving changes in mandate and phase, operational priorities and budgetary imperatives. The CHRO reports to the Chief of Operations and Resource Management.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff, as per the Secretary General´s Gender Parity Strategy. Female candidates are strongly encouraged to apply for this position.

Candidates interested to work for the United Nations Verification Mission in Colombia may wish to check out our Realistic Job Preview videos to get an idea of the living and working conditions in different duty stations in Colombia.: https://www.youtube.com/playlist?list=PL-8SCkVjg-e3073SwTDG1VQf1oLTWfUQ4

Responsibilities

Within the limits of delegated authority, the Chief Human Resources Officer will be responsible for the following duties:

Human Resources Management:
• Advises Senior Management on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the mission;
• Supervises the process of knowledge/awareness building amongst program 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 authority;
• Provides advice on interpretation and application of policies, regulations and rules. Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to Field Personnel Division (FPD), where necessary; Ensure compliance with policies related to conduct and discipline and an enabling working environment for non-discrimination and gender parity across all functions;
• Responsible for monitoring and evaluating the implementation of delegated authorities, through, inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers' Compact;
• Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs on the staff selection process, and ensuring compliance and required level of skill to conduct and document competency based interviews for position specific job openings, if required;
• Facilitates the review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies;
• Represents Senior Mission Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate;
• Reviews/approves administrative paperwork pertaining to staff members administered by the section integrated team.

Planning and Budget:
• Participates in the mission planning process throughout the mission life cycle for determining the staffing requirements, and advises on emerging capacity gaps in accordance with the mission's mandate;
• Participates in the budget development process and provides advice to the Senior Management Team on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review;
• Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management.

Performance Management:
• Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system;
• Coordinates with the Mission Training Officer to organize training/orientation program in performance management and supervisory skills as well as work plans;
• Ensures full compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.

Career Development:
• Advises on training opportunities for mission staff giving particular attention to developing and implementing career development paths for national staff members
• Plans and prepares the mission training budget in coordination with the training service;
• Provides regular information on global vacancies and opportunities for the generic rostering system and works with FPD as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling.

Administration of Justice:
• Working with interested parties such as the Staff Association(s), the mission's Conduct and Discipline component and the CMS, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. This includes preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management;
• In coordination with DOS HR and/or OHR DMSPC, the CHRO will also coordinate the mission's responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.

HRM Capacity Building:
• Assesses the level of skills, expertise and knowledge of the HROs and HRAs and ensures the provision of training programs including the use of HR IT systems;
• Establishes and manages a Discussion Forum to provide adequate level of understanding of HR policies among the staff at large.

Other:
• Develops a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action;
• Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings;
• Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff;
• In consultation with the mission Chief Security Advisor and the Welfare Officers, the CHRO works on the mission's response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with DOS HR and OHR DMSPC;
• Performs other related duties as required.

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Competencies

Professionalism: demonstrated in-depth knowledge of all aspects of human resources management with proven analytical skills; Demonstrated use of initiative and ability to nterpret the Organization's HR policies, procedures and practices 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 the audience. Demonstrates openness in sharing information and keeping people informed.

Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates in compliance with organizational regulations and rules. Supports subordinates, provides oversight and takes responsibility for delegated assignments. Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

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.

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Education

An advanced university degree in human resources management, business or public administration, social sciences or a related field is required. A first level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven (7) years of progressively responsible experience in human resources management, administration or a related area is required.

Experience in the strategic and operational application of human resources management policies/practices and knowledge and in particular the staff selection process, talent management and administration of benefits and entitlements is required.

Experience in human resources management in a United Nations peacekeeping or special political mission is required.

Experience in missions with multiple widely-distributed hardship field offices is highly desirable.

Languages

English and French are the two working languages of the United Nations Secretariat. For the position advertised, fluency in English and Spanish is required.

Assessment

Previously rostered candidates are not subject to any further assessment and as such, will not be invited for such an assessment.

Special Notice

This "Recruit from Roster" job opening is only open to roster applicants who are already placed on pre-approved rosters, following a review by a United Nations Central Review Body. Only roster applicants who were placed on rosters with similar functions at the same level are considered to be eligible candidates. Eligible applicants receive an email inviting them to apply. Rostered applicants are encouraged to apply only if they are interested and available to take up the position at the duty station/s specified in the Job Opening. Applying to this job opening carries an expectation to accept the offer, if selected.

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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.

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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.

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