Org. Setting and Reporting
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.
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 interorganizational 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).
•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 as requested 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
•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 & 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.
•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 the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, international relations 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 ten years of progressively responsible experience in human resources management and reform, and/or human resources policy formulation and implementation at the international level. 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 candidates may include an assessment exercise which may be followed by competency-based interview.
This temporary job opening is for an initial period six-months with the possibility of extension.
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.
• The duration of need for this temporary job opening is through 31 December 2018.
• An impeccable record for integrity and professional ethical standards is essential.
• 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.
• 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.
• 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). For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments.
• 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.
• 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
• 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.
• Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
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 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.
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