Org. Setting and Reporting

This position is located in the Human Resources Management Section of the Executive Office supporting the Department of Economic and Social Affairs (DESA), the Office of the Special Adviser of Africa (OSAA), the Office of the High Representative for LDCs, LLDCs and SIDS (OHRLLS) and the Chief Executives Board New York office. The Human Resources Officer reports to the Executive Officer.

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties: General • Monitors and ensures the implementation of human resources policies, practices and procedures. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources project. • May plan, organize, manage and supervise the work of the Section assigned. • Reviews monthly reports for purposes of vacancy management and staffing table control. • Supports the Executive Officer in staff-management relations and implementation of various corporate initiatives on human resources. Recruitment and placement • Projects and monitors vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts. • Oversees preparation of job openings and reviews applications identified for HR assessment, as required. • Reviews recommendation on the selection of candidate by client offices. • Requests issuance job offers for successful candidates. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Represents the Office in discussions with hiring managers and divisional focal points on recruitment and other human resources matters. • Coordinates the review of the Young Professional and Managerd Reassignment programmes, liaising with DOS and substantive offices • Oversees the placement of selected YPP/MRP candidates (incoming and outgoing • Oversees the Department’s affiliate personnel programme (consultants, individual contractors and interns) • Liaises with relevant entities on the release and transfer of selected staff, including those subject to the inter-organizational agreement on secondments, transfers and loans of UN system staff. Administration of entitlements • Advises the Executive Officer and HR Partners on implementation of United Nations policies and practices on entitlements. • Oversees the work of the Consultant and Individual Contractor (C/IC) team, including reviewing and recommending level of remuneration for this category of affiliate personnel. • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • Represents the office in joint bodies and working groups relating to salaries and other conditions of service. Staff development and career support • Prepares monitoring reports on staff development and career support programmes. • 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. • Provides advice on mobility and career development to staff at all levels in all categories. • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance management system. Other duties • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. • Supervises and monitors the work of the junior human resources assistants in undertaking the full range of human resource management activities. • Provides guidance to programme managers on the application of classification and workforce policies and procedures. • Collects and analyzes human resources-related data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting. • Reviews requests for outside activities by staff and provides recommendations to the Executive Officer • Performs other ad hoc assignments as required

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. 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.

Education

Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related field is required. A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Job - Specific Qualification

Not available.

Work Experience

A minimum of seven years of progressively responsible experience in the full range of human resources management/administration is required. At least three years of experience in the provision of client support services in the human resources area is required. Experience in the application of staff regulations, staff rules, human resources policies, practices and administration of contracts, benefits and entitlements is required. Experience in supervising a diverse team of human resources partners is required. At least two years of experience in staff selection and recruitment is required. Experience in supporting organizational change management, including organization design, is desirable. Two or more years of experience in data analytics or related area is desirable.

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 until 30 June 2026 to support the Office during the transition to the OneEO under the Common Administrative Platform in New York approved by the General Assembly. 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 or of any position in the office. • The appointment or assignment and renewal will be subject to the availability of the funds. • 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.

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.