Org. Setting and Reporting

This position is located in the Human Resources Services Division (HRSD) within the Operational Support Office (OSO) of the Department of Operational Support (DOS). The Human Resources Officer will report to the Chief of the Global Rostering Section (GRS).

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for 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. • Ensures the implementation of human resources policies, practices and procedures. • Participates in task forces and working groups identifying issues/problems, contributing to the formulation of 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 Roster Managers within the Global Rostering Section. RECRUITMENT AND TALENT MANAGEMENT: • Uses roster health data to project and monitor vacant posts Secretariat-wide and ensures adherence to policies and procedures in creating rosters used to fill these posts. • Oversees preparation of generic job openings, reviews applications and provides short-lists for rostering. • Provides guidance on or oversees the preparation of suitability assessment exercises for evaluating candidates. • Arranges and conducts interviews for rostering of candidates. • Reviews candidate recommendations by Hiring Managers for centralized Young Professionals Programme placement exercises. • Serves as ex-officio in or secretary to interview panels, examinations boards, and prepares and presents cases to these bodies. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. • Oversees all phases of the rostering and talent pool development process (including administering the Young Professionals Programme and Senior Women Talent Pipeline) in collaboration with subject matter experts, Specialized Boards of Examiners, and colleagues in HRSD, to ensure alignment with efficiency targets and quality standards. STAFF DEVELOPMENT AND CAREER SUPPORT: • 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. • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization. • Contributes to the capacity building of designated roster building partners across the Secretariat to ensure consistency and quality in establishing rosters. • Contributes to formulating examination policies, and develops and prepares examination questions and papers. • Supervises the process of knowledge/awareness building amongst staff members with regard to the staff rules and regulations, and related guidelines in the recruitment area and their strict application by the HR practitioners, including consistent implementation of delegated duties. • Supports management in change management process, including through communication. OTHER DUTIES: • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests. • Participates in projects to pilot new technology or methodologies to achieve efficiency gains. • Provides expert inputs to innovation and efficiency initiatives for rostering, recruitment and assessments, including the identification of challenges and the design of (or contracting of support for) solutions. • Assists with the development of communication plans through the dedicated intranet page, broadcasts, articles and presentations on various HR issues.

Competencies

• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to analyze and interpret human resources related 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 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. 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.

Education

Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, industrial-organizational psychology, education, law or related field. 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

Not available.

Work Experience

• A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. • Experience in conducting and presenting analysis on human resources related data is required. • Experience in the use of major Enterprise Resource Planning (ERP) systems and recruitment systems (e.g., SAP, PeopleSoft) is required. • Experience in developing partnerships and collaborating with a diverse range of international stakeholders (internal and external colleagues and clients) is required.

Languages

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 six months with possibility of extension. 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. • 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. • 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. 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. • The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. • 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.

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.