Org. Setting and Reporting

The temporary position is located within the United Nations Support Office in Haiti (UNSOH). Pursuant to Security Council resolution 2793 (2025), UNSOH has been mandated to provide support; primarily to the Gang Suppression Force (GSF), the United Nations Integrated Office in Haiti (BINUH), the Haitian National Police (HNP), and the Haitian Armed Forces in the context of any joint operations with the GSF. Additionally, UNSOH is tasked with delivering technical assistance to the Organization of American States (OAS). The incumbent at this level is responsible for a range of human resources functions, including recruitment and onboarding of new staff members. Additional duties involve advising staff on conditions of service, entitlements, and benefits, processing related transactions, supporting the review of mission budgets and job classification documentation and contributing to performance management, career development, and staff development initiatives. The incumbent also performs tasks related to post management and the maintenance of staffing tables. During the start-up phase of UNSOH, the incumbent’s primary focus will be on processing related transactions and onboarding activities. The temporary position is based in Santo Domingo and located in the Office of the Chief, Operations and Resources Management, Human Resources Section. The incumbent will report to a Human Resources Officer.

Responsibilities

Within the limits of delegated authority, the Human Resources Assistant, FS-5 will be responsible for performing the following duties: Administration of entitlements and benefits • Processes and approves all human resources transactions, including but not limited to personnel actions within the ERP system, related HR transactions, and the maintenance of staffing tables. • Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating the merit of each case and making recommendations for resolution; • Reviews and processes entitlements and benefits related actions, making appropriate recommendations where exception is required. • Provides advice to staff as first point of contact regarding interpretation and application of policies, regulations and rules concerning conditions of service, entitlements and benefits. • Administers and provides advice on salaries and related benefits and travel entitlements. • Determines benefits and entitlements for staff on the basis of contractual status in line with Staff Rules and Regulations, preparing justifications for exceptions for review by the Chief Human Resources Officer before submission to the Headquarters; • Inducts newly recruited staff members by briefing them on administrative formalities, conditions of service, entitlements and benefits. • Approves personnel related actions in HRIS within authority delegated to the mission; • Assists in resolving complex HR related issues and problems by conducting necessary research and fact finding and preparing drafts and related documentation for review by the Supervisor. Recruitment and Staff Selection • Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents. • Assists with forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates. • Assists in conducting preliminary reviews, prepares and submits recruitment cases to (Field) Central Review Bodies. • Participates in the selection of candidates; including conducting roster searches for applicants and identifying short-lists of candidates, evaluating and screening applications, generating personal history profiles of candidates, facilitating the interview process and acting as ex-officio. • Assists in the filling of posts for all categories, including initiating and following-up on reference checks and academic verifications, ensuring the completion of pre-recruitment formalities, calculating salaries and related benefits, preparing and dispatching offers of appointments and Statement of Emoluments. • Maintains job opening files, ensuring closure of job openings in HRIS upon completion of selection. • Prepares recruitment status reports for use by management. Performance Management and Staff Development • Provides support in advising managers and staff on performance management to ensure effectiveness, compliance and equity. • Ensures compliance with the performance management system, including inputs to the Joint Monitoring Group and Rebuttal Panels in which he or she serves as ex officio member. • Reviews complaints or grievances from staff on performance related matters and initiates actions to resolve them. • Prepares monitoring reports on staff development and career support programmes. • Assists in the development and tracking of career development programmes in liaison with the mission or regional training focal point. Planning and Budget • Supports the mission planning process throughout the mission lifecycle by preparing documentation and data as well as initial reviews on staffing requirements and organizational structure. • Assists with reviewing recommendations resulting from staffing reviews and providing data that would translate them into staffing requirements for purpose of budget preparation. • Supports review of budget drafts of mission’s sections and ensures that data and actions asked for in the DOS guidelines on budget reviews are provided by HR assistants and mission sections for review and reflection in the budget draft. • Provides assistance and recommendations to the mission’s sections on job classification procedures and the preparation of classification documentation including Job Descriptions and org charts. • Assists with the monitoring of staffing related costs and expenditures in the HRIS in line with the funds. • Ensures that management of posts is conducted in line with established standard procedures, and processes related transactions such as fund commitment in the HRIS to meet any shortfalls. • Advises managers on loaning of posts between sections and movement of posts and staff between locations based on the Standard Operating Procedures, Staffing table and Post Management. • Updates staffing tables in HRIS systems in line with the authorized staffing table provided by DOS. Others • Researches on matters related to the administration of justice and provides inputs and information for formulation of mission response to applications of staff to MEU or UNDT. • Updates HRIS and initiates required transactions in the system. • Provides induction to the Civilian Police and monitors their time and attendance. • Analyses incoming correspondence, and drafts memorandum and faxes related to HR matters. • Prepares monthly reports on staffing compliments and post incumbency. • Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management matters. • Keeps abreast of developments in various areas of human resources. • Performs other duties as may be assigned.

Competencies

Professionalism: Provide support in the delivery of coherent and full range of human resource management activities including but not limited to processing transactions in the ERP system related to entitlements and benefits, interpreting and applying the Organization’s rules and regulations in line with internal procedures and processes related to conditions of service, recruitment, performance management, administration of internal justice, career development and other programmes. Knowledge of human resources policies, procedures and practices and ability to interpret and apply them in an organizational setting. Demonstrates use of initiative and makes appropriate linkages in work requirements and anticipates next steps. Shows pride in work and 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. Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. 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

Education

High-school or equivalent diploma is required. Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is a requirement.

Job - Specific Qualification

Extensive training in the Organization’s human resources management practices, policies and procedures; skills in databases, ERP and other Human Resources Information Management Systems (HRIS) is desirable.

Work Experience

At least eight (8) years of progressively responsible experience in the field of human resources management, administration or related area, is required. Experience processing transactions using enterprise resource planning (ERP) systems such as Umoja or other HR platforms like Inspira is required. Experience in applying UN Staff Rules and Regulations, particularly those related to recruitment, selection, and placement is required. Experience supporting recruitment in peacekeeping or special political missions is required.

Languages

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

This temporary job opening is being advertised for advance planning purposes pending formal approval of the relevant funding and staffing structures. An appointment may be terminated, or post level adjusted in accordance with the Staff Rules for such reasons as abolition of post or reduction of staff or committee funding approvals, for example in the event that the funding for the post is not approved or the mandate of the mission is not extended. The selected candidate will be expected to temporarily deploy until 30 June 2026. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. 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. 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.

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. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. 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.