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 Chief Human Resources Officer at this level is responsible for a fully integrated and regulatory-compliant human resources management in the mission. The incumbent 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 temporary position is based in Port-au-Prince and is located in the Office of the Chief, Operations and Resources Management. The incumbent will report to the Director Mission Support D-2.

Responsibilities

Within delegated authority, the Chief, Human Resources Officer, P5 will be responsible for the following duties: Strategic Planning • Actively participates in the mission planning process throughout the mission lifecycle and plays a critical role in determining the staffing requirements and structures providing authoritative advice enabling senior management to formulate decisions related to human resources management. • Advises the Senior Management Team on emerging capacity gaps in accordance with the evolution of the mission mandate. • Advises Senior Mission Leadership on workforce planning, including implementation of succession planning and forecasting of human resources requirements during the start-up and draw down, including closely coordinating with DOS to manage the drawdown and retrenchment of staff and working with individual staff to advise them on potential future placements within UN field operations and beyond. • In coordination with all mission components, develops coherent staffing strategies to support the implementation of the Mission’s mandate including developing recruitment and deployment plans for all civilian positions; • He/she is also responsible for conducting systematic assessment of the workforce per function, skill, level, category, occupational group, gender and geography and for identifying the gap and determining what actions to be taken to respond to the needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates; • Advises and guides mission leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources; • Leads the review of mission structures to establish required adjustments that may lead to consolidation, retrenchment and reduction of posts. Budget Process • Participates substantively in the entire budget development process and provides advice to the Senior Management Team on the human resources requirements, staffing table and organizational structure of all sections based on the DOS guidelines on budget review. • Coordinates with DOS on the review of the staffing aspects of the mission’s budget as well as preparation of documentation for classification of posts and the implementation of classification result. • Oversees the expenditures related to staffing to ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarters levels to ensure availability of funds; • Oversees the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. • Supervises the Post Management functions and ensures that the hiring manager are advised on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management. Recruitment and staff selection • Ensures 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 mission’s participation in expert panels to evaluate applicants to generic job openings; • Manages recruitment and selection related process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, geographic diversity, as well as enhancing the management and staff awareness of these policies. Human Resources Management Advisory and Monitoring • Acts as the functional advisor to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the mission. • Acts as the primary conduit between Senior Mission Management and staff regarding all human resources issues through developing close and substantive ties with Senior Management across the Mission spectrum. • Supervises the process of knowledge/awareness building amongst 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 authority; • Provides direction and advice on interpretation and application of policies, staff regulations and rules. • Evaluates the effectiveness of related guidelines, staff rules and regulations, practices and procedures, and recommends revisions to DOS, where necessary. • 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; • Represents Senior Mission Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate; • Serves as primary interface regarding cross-cutting HR issues between the Head of Mission and DFS, with a key proactive role of open communications, advisory services, and collaborative problem resolution. Performance Management • Ensures compliance with the UN staff performance management system by supporting the mission in its implementation and monitoring its compliance and providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Coordinates with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills and relevant policies and procedures as well as work plans. • Ensures full compliance of ePerformance 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. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required Staff Development • Advises on training opportunities for HR staff as well as staff in general, giving particular attention to developing and implementing career development paths for national staff members. • Provides regular information on global vacancies and opportunities for the generic rostering system. • Coordinates with FPD as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling, which includes the planning and shaping the progression and movement of staff both within and among missions as part of the global secretariat. Capacity Building • Continuously assesses the skill, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (IMIS, Nucleus, inspira, ERP etc.). Administration of Justice • In coordination with interested parties such as the Staff Association(s) and the mission’s Conduct and Discipline component, Chief of Staff and/or CMS/DMS, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. • Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management and monitors the effectiveness of such activities. • In consultation with FPD, coordinates the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implements decisions applicable to the mission. Staff and Management Relations • Develops an “open door” dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively) to discuss HR matters and related staff issues; • Meets frequently with staff representatives to address issues affecting the staff and coordinates the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support; • Organizes, as necessary, general or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives. Coordination with Operations of UN Country Team • Maintains open communication with UN Country Team for efficient coordination in conducting national staff salary surveys, DSA/cost of living surveys, and establishing common policies on other in-country entitlements for staff. Communication • Develops and implements a communication strategy. This should include a dedicated intranet page on HR issues, which is updated on a regular basis, regular formal (town halls, meetings with program managers) and informal meetings with staff at all levels to clarify and communicate policy and staff administration issues. Emergency preparedness and crisis management • In consultation with the mission Chief Security Advisor, the Staff Counselor 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 consultation with FPD. The CHRO involves in all the three phases of a) emergency preparedness, b) crisis response and c) the long-term follow-up to the needs of affected staff members. Change Management plan: • Develops a set of actionable and targeted change management plans, including communication, coaching and training plans in order to implement these responsibilities and the evolving directives due to the change in policies, processes, systems and structures in the HR Section and reports on the implementation of the change management process by identifying gaps and risks and recommends corrective action

Competencies

Professionalism: Independently takes responsibility for overall planning, development, management, delivery and coordination of human resources management services in the peacekeeping operations. Supervise HR units and advice human resources officers and other HR personnel in field offices fostering an atmosphere that encourages each team member to achieve assigned responsibility. 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. Planning and Organizing: Develops clear goals that are consistent with agreed strategies; Identifies priority activities and assignments and 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 Judgement/ Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; Gathers relevant information before making a decision; Considers positive and negative impacts of decisions prior to making them; Takes decisions with an eye to the impact on others and on the Organization; Proposes a course of action or makes a recommendation based on all available information; Checks assumptions against facts; Determines that the actions proposed will satisfy the expressed and underlying needs for the decision; Makes tough decisions when necessary.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree is required.

Job - Specific Qualification

Not available.

Work Experience

A minimum of ten years of progressively responsible experience in human resources management, administration or a related area is required. Practical experience with the planning and delivery of human resources services in complex environments is required. Experience in managing staffing, administration, and talent acquisition using enterprise resource platforms is required. Experience in managing complex restructuring processes, including rightsizing of workforce is desirable. Hands on experience with UN Human Resources/Administrative procedures and knowledge of UN Information Management are desirable.

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.