| Posting Title: | Senior Human Resources Officer, P5 |
| Job Code Title: | SENIOR HUMAN RESOURCES OFFICER |
| Department/Office: | Department of Safety and Security |
| Duty Station: | NEW YORK |
| Posting Period: | 12 July 2018 - 25 August 2018 |
| Job Opening Number: | 18-Human Resources-DSS-100152-R-New York (G) |
| Staffing Exercise | N/A |
United Nations Core Values: Integrity, Professionalism, Respect for Diversity
The Department of Safety and Security (DSS) is
responsible for providing leadership, operational support and oversight
of the security management system to enable the safest and most
efficient conduct of the programmes and activities of the United Nations
System. The post is located in the Executive Office, Office of the
Under-Secretary-General, of the Department of Safety and Security. Under
the general supervision of the Assistant-Secretary-General, and the
direct supervision of the Executive Officer, the Senior Human Resources
Officer will be responsible for the planning, organizing, managing and
supervision of the work of the Human Resources Section within the
Department's Executive Office.
Responsibilities
Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties:
•Plans, organizes, manages and supervises the work of the Human Resources Section within the Executive Office
•Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
•Monitors and ensure the implementation of human resources policies, practices and procedures, taking into account the inter-organizational and interdepartmental scope of the department as well as the unique global oversight of the various employment profiles and setting of the personnel under the DSS responsibility.
•Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
•Prepare policy papers, position papers and briefing notes on issues related to human resource matters.
•Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.
Recruitment and placement
•Identifies recruitment needs and priorities, develops and implements recruitment strategies, and, in coordination with OHRM, conducts targeted recruitment campaigns for the department as well as compile a security professionals roster for DPKO and the Agencies, Programmes and Funds.
•Monitors and ensures timely filling of posts in accordance with established policies and procedures.
•Assists in preparation of vacancy announcements, oversees and clears recruitment, promotion and placement submissions to Central Review Bodies.
•Reviews short lists and participates in interviews for high-level posts.
Administration of entitlements
•Monitors and ensures the implementation of appropriate conditions of service and entitlements.
•Identifies needs and proposes changes to conditions of service as required.
•Provides advice on interpretation and application of policies, regulations and rules. When warranted, recommends exceptions to policies, regulations and rules.
•Represents the office in joint bodies and working groups on conditions of service.
•Oversees and approves benefits and entitlements of staff and level of remuneration for consultants, for the review of OHRM
Staff development and career support
•Identifies and analyzes staff development and career support needs. Supervise the preparation of monitoring reports on staff development and career support programmes.
•Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
•Provides performance management advice to staff and management. Assists as necessary with the implementation of the performance management and development system (e-performance).
Other duties
•Advises and counsels staff in respect of rights, responsibilities, code of conduct.
•Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
•Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures.
•Acts as deputy to the Executive Officer and performs other related duties, as assigned.
Competencies
•Plans, organizes, manages and supervises the work of the Human Resources Section within the Executive Office
•Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
•Monitors and ensure the implementation of human resources policies, practices and procedures, taking into account the inter-organizational and interdepartmental scope of the department as well as the unique global oversight of the various employment profiles and setting of the personnel under the DSS responsibility.
•Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
•Prepare policy papers, position papers and briefing notes on issues related to human resource matters.
•Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.
Recruitment and placement
•Identifies recruitment needs and priorities, develops and implements recruitment strategies, and, in coordination with OHRM, conducts targeted recruitment campaigns for the department as well as compile a security professionals roster for DPKO and the Agencies, Programmes and Funds.
•Monitors and ensures timely filling of posts in accordance with established policies and procedures.
•Assists in preparation of vacancy announcements, oversees and clears recruitment, promotion and placement submissions to Central Review Bodies.
•Reviews short lists and participates in interviews for high-level posts.
Administration of entitlements
•Monitors and ensures the implementation of appropriate conditions of service and entitlements.
•Identifies needs and proposes changes to conditions of service as required.
•Provides advice on interpretation and application of policies, regulations and rules. When warranted, recommends exceptions to policies, regulations and rules.
•Represents the office in joint bodies and working groups on conditions of service.
•Oversees and approves benefits and entitlements of staff and level of remuneration for consultants, for the review of OHRM
Staff development and career support
•Identifies and analyzes staff development and career support needs. Supervise the preparation of monitoring reports on staff development and career support programmes.
•Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
•Provides performance management advice to staff and management. Assists as necessary with the implementation of the performance management and development system (e-performance).
Other duties
•Advises and counsels staff in respect of rights, responsibilities, code of conduct.
•Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
•Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures.
•Acts as deputy to the Executive Officer and performs other related duties, as assigned.
•
PROFESSIONALISM: Knowledge of human resources policies, practices and
procedures and ability to apply them in an organizational setting.
Ability to identify issues, analyze and formulate opinions, make
conclusions and recommendations on complex human resources policy and
development issues. 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.
• 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 audience; demonstrates openness in sharing information and keeping people informed.
• 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.
• 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 improvements; 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.
• 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.
• 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 audience; demonstrates openness in sharing information and keeping people informed.
• 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.
• 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 improvements; 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.
• 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.
Advanced
university degree (Master’s degree or equivalent) in human resources
management, business or public administration, social sciences,
education or related area. A first-level degree (Bachelor’s or
equivalent) in the specified fields with two additional years of
relevant work experience may be accepted in lieu of the advanced
university degree.
A
minimum of ten years of progressively responsible experience in human
resources management and reform, and human resources policy formulation
and implementation at the international level is required. Experience
providing strategic human resources guidance to senior management is
required. Experience in the administration of human resource policies
and procedures for field staff in an International Organization is
desirable. Experience in supporting an organization-wide change
management programme is desirable. Experience in the use of an SAP
system is desirable.
English
and French are the working languages of the United Nations Secretariat.
For the position advertised, fluency in English is required. Knowledge
of another official United Nations language is desirable.
Evaluation of qualified applicants may include an assessment exercise and a competency-based interview.
The
United Nations Department of Safety and Security (UNDSS) is taking
efforts to improve gender parity, including full implementation of the
UN-wide, and Departmental Gender Strategies. We are committed to
providing an inclusive culture and exciting opportunities for women in
the security and operations field.
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.
For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 May 2018, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belarus, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Comoros, Cyprus, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Indonesia, Islamic Republic of Iran, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, Samoa, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Syrian Arab Republic, Thailand, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.
Staff members of the United Nations Secretariat must fulfill the lateral or geographical move(s) requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral or geographical move(s) in their Personal History Profile (PHP) and cover note.
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
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.
For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 31 May 2018, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belarus, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Comoros, Cyprus, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Indonesia, Islamic Republic of Iran, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, Samoa, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Syrian Arab Republic, Thailand, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.
Staff members of the United Nations Secretariat must fulfill the lateral or geographical move(s) requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral or geographical move(s) in their Personal History Profile (PHP) and cover note.
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
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 or sexual abuse, or crimes other than minor traffic
offences, 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.
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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.
No Fee
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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.
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.
Senior Human Resources Officer, P5 AT UNITED NATION (UN)
![Senior Human Resources Officer, P5 AT UNITED NATION (UN)]()
Reviewed by ISSAH JUMA
on
Wednesday, July 18, 2018
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