These positions are located throughout the Secretariat including the field missions. They encompass sub-functional specialties such as recruitment and placement, administration of entitlements, human resources planning, and staff development and career support. The Human Resources Officer usually reports to the Head of the Unit, a Human Resources Officer at a higher level, a Senior Human Resources Officer or Chief of Administration. There is a functional reporting relationship to the Assistant Secretary-General, OHRM.
Within delegated authority, the Human Resources Officer will be responsible for the following duties: (These duties are generic, and may not be performed by all Human Resources Officers.)
- Provides advice and support to managers and staff on human resources related matters.
- Prepares special reports and participates and/or leads special human resources project.
- Keeps abreast of developments in various areas of human resources.
RECRUITMENT AND PLACEMENT:
- Identifies upcoming vacancies in coordination with client offices.
- Prepares vacancy announcements, reviews applications, and provides a short-list to those offices.
- Arranges and conducts interviews to select candidates.
- Reviews recommendation on the selection of candidate by client offices.
- Serves as ex-officio in appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
- Prepares job offers for successful candidates.
Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices.
Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions including preparation of personnel actions, maintenance of staffing tables, and processing of contracts.
- Plans, organizes, develops, coordinates and administers the National Competitive Examinations, G to P
- Examinations, Language professionals’ examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
ADMINISTRATION OF ENTITLEMENTS:
- Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
- Administers and provides advice on salary and related benefits, travel, and social security entitlements.
- Determines and recommends benefits and entitlements for staff on the basis of contractual status.
- Reviews policies and procedures and recommends changes as required.
- Reviews and recommends level of remuneration for consultants.
STAFF DEVELOPMENT AND CAREER SUPPORT:
- Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
- Designs and manages sabbatical/external assistance schemes.
- Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories.
- Designs, plans, monitors and provides induction orientation programme and briefing to new staff members.
- Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
- Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Conducts and coordinates salary surveys assessing the labor market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff.
• Prepares classification analysis of jobs in Professional and General Service and related categories.
• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
• Assists in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
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 university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
A minimum of five years of progressively responsible experience in human resources management, administration or related area. Ability to identify issues, formulate opinions, make conclusions and recommendations is required
Expert knowledge of Organizational ERP tool (Umoja) or equivalent and ability to conduct required transactions in a business environment desirable.
Expert knowledge of Organizational recruitment tool (INSPIRA) or equivalent to conduct required transactions in a business environment desirable.
Fluency in one of the working languages of the UN Secretariat, English or French, (both oral and written) is required; knowledge of the other is desirable. Knowledge of another UN official language is an advantage.
L’évaluation des candidats qualifiés pourrait inclure un exercice d’évaluation, pouvant être suivi d’un entretien d’appréciation des compétences.
- Please note that this is a temporary job opening, open to internal as well as external candidates.
- This position is available through 31 December 2016, with the possibility of extension, and the selected candidate is expected to start as soon as possible. All posts are subject to availability of funds.
- The United Nations Joint Staff Pension Fund (UNJSPF) is an independent inter-agency body established by the United Nations General Assembly. The applicable human resources procedures are governed by a Memorandum of Understanding (MoU) between the Fund and the UN Secretariat. Any candidate from a member organization of the UNJSPF applying for this post is considered as an internal candidate provided he/she has been appointed through the appointment and promotion procedures applicable in his/her respective organization.
- A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
- Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
- Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
- 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. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
- The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
- Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
- For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
- The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
Job openings posted on the Careers Portal are taken off at midnight (New York time) on the deadline date.
Applications are automatically pre-screened according to the published evaluation criteria of the job opening on the basis of the information provided by applicants. Applications cannot be amended following submission and incomplete applications shall not be considered. The selected candidate will be subject to a reference checking process to verify the information provided in the application.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on “The
Application Process” and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” on the upper right side of the browser on Inspira.
The United Nations shall place 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. (Charter of the United Nations – Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.
Candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
Aucune restriction ne sera imposée par l’Organisation à l’accès des hommes et des femmes, dans des conditions égales, à toutes les fonctions, dans ses organes principaux et subsidiaires. (Charte des Nations Unies – Chapitre III, Article 8). Le Secrétariat des Nations Unies est un espace non-fumeurs.
L’ONU NE PERÇOIT DE FRAIS À AUCUN STADE DU RECRUTEMENT (DÉPÔT OU TRAITEMENT DE LA CANDIDATURE, ENTRETIEN, FORMATION, ETC.), ET ELLE NE DEMANDE AUCUNE INFORMATION BANCAIRE.