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 Senior Conduct and Discipline Officer advises the Head of Mission on all matters related to conduct and discipline, across prevention, accountability and assistance to victims of sexual exploitation and abuse, manages the operational activities of the section, oversees the FCDT activities, coordinates and liaises with the UNCT partners for the effective implementation of the victim assistance. S/he acts as SEA focal point for the mission. Ensures section work plans implementation in the mission. S/he participates in the planning and management of the implementation of all aspects of the conduct and discipline function and related activities, including prevention, enforcement and remedial action for misconduct by uniformed personnel, and other initiatives, ensuring appropriate coordination and integration with the mission's general mandate, and other UN entities. The position is based in Port-au-Prince and is located in the Office of the Assistant Secretary-General (Head of UNSOH). The Senior Conduct and Discipline Officer is the head of the Conduct and Discipline Team and reports directly to the Head of UNSOH.

Responsibilities

Within delegated authority, the Senior Conduct and Discipline Officer, P-5 is responsible for the following duties: • Oversees and coordinates programmed activities, including preventing misconduct (including through training, awareness-raising and fraud prevention), seeking accountability for alleged acts of misconduct (including through case management), and ensuring support for victims of sexual exploitation and abuse using a victims' rights-based approach; • Leads the Mission's development of its misconduct risk management framework based on an understanding of the risks of misconduct in the context of Haiti and areas of deployment of personnel in the region, and also based on an understanding of historic risks to United Nations operations in the country; • Using an integrated approach, coordinates on misconduct risk management with key Mission components and members of the United Nations Country Team as needed, particularly with respect to managing the risks of sexual exploitation and abuse; • Provides programmatic/substantive reviews of work and draft reports prepared by others; analyzes implications of emerging issues/trends and formulates recommendations on possible strategies and measures to address them; • Advises management on all issues related to complaint about and questions on alleged acts, omissions and. improprieties committed by the mission's civilian, military and police personnel. • Makes use of relevant data to analyze trends related to conduct and discipline and ensure that Mission leadership can use effective analysis for informed decision -making. • Identifies trends/patterns and best practices related to conduct and discipline issues with a view to furthering mission's objectives in policy development, preventative actions and awareness -building initiatives• Performs other related duties as required. • Provides information to the UN Personnel on UN rules and procedures in place that regulate conduct and discipline. • Oversees case management as well as undertakes reviews of alleged misconduct by UN personnel, receives and documents complaints, gathers information and determines whether further investigation is warranted. • Liaises with the UN OIOS and with missions' investigative entities on investigation into allegations of misconduct, in order to ensure effective follow-up. • Reviews and analyzes investigation reports prepared by investigation entities and prepares appropriate recommendations for further action by the mission. • Takes lead in identifying, establishing and maintaining contacts and partnership with UN and other actors with the view to pursuing the agenda for conduct and discipline activities and ensuring participation and effective integration of ideas in the planning and realization of such activities. • Provides input for the development of various processes, monitoring and control mechanisms to facilitate coordination implementation and evaluation of conduct and discipline activities. • Oversee data management and tracking of all forms of misconduct for all categories of Personnel, develop a system to monitor the implementation and effectiveness of the mission's effort to address and prevent misconduct. • Keep current on development and threads in the field of conduct and discipline and proposes strategies to increase awareness of UN peacekeeping personnel on the UN standards of conduct and measures to prevent instances of misconduct and develops mission specific measures to deter personnel misconduct and ensures compliance with UN standards of conduct. • Contributes to this development and implementation of public infom1ation and community outreach programmes on conduct and discipline issues. • Carries out regular reporting functions, organizes and prepares written outputs including draft background papers, reports and studies, inputs for publication. • Performs other related work as required.

Competencies

Professionalism: The Senior Conduct and Discipline Officer serves as the advisor to the Head of Misson on all matters related to conduct and discipline. The Senior Conduct and Discipline Officer leads and manages the Conduct and Discipline Team (CDT) to successfully address all conduct and discipline issues, continually assess and mitigate misconduct risks and provide guidance to leadership and managers on maintaining harmonious working environments. Under the direct supervision of the Head of Mission, through the Chief of Staff, the Senior Conduct and Discipline Officer will have the following professional expertise: Expert knowledge of conduct and discipline issues in the United Nations context; Demonstrated in-depth understanding of peacekeeping operations generally and issues affecting personnel, human rights and legal issues. Ability to assess risks to misconduct and coordinate practical and effective responses, and to produce reports and conduct presentations by clearly formulating positions on issues, articulating options concisely, making and defending recommendations; ability to communicate with diverse groups papers on technical issues and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. 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. Accountability: Takes ownership of all responsibilities and honors 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. Managerial Competencies Leadership: Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. Judgement/Decision-making: Identifies the key issues in a complex situation and gathers relevant information before making a decision; considers positive and negative impacts of decisions; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the organization; makes tough decisions when necessary. .

Education

An advanced university degree (Master's degree or equivalent) in law, social sciences, human rights, public administration, human resources management or related area is required. A first-level university degree in combination with 2 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 10 years of progressively responsible professional experience in the field of policy, conduct and discipline, human resources, law, personnel dispute resolution processes or management is required Experience in information analysis and problem solving in administration, human rights or legal contexts is required. Experience in the United Nations System and/or field experience with a UN peacekeeping operation including dealing with UN rules and procedures on conduct and discipline and sound knowledge of the challenges of peacekeeping particularly in conflict and post-conflict environments is desirable. Proven track record of excellent management and technical skills is desirable.

Languages

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by 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.