HUMAN RESOURCES OFFICER

Org. Setting and Reporting

This position is located in the Executive Office of the Department for General Assembly and Conference Management, New York. The Human Resources Officer reports to the Deputy Executive Officer.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties: Human resources management •Identify upcoming vacancies in coordination with client offices. •Prepare job openings and reviews applications. •Review recommendation on the selection of candidate by client offices. •Actively participate in the workforce planning activities for the whole Department. •Serve as ex-officio in competency-based interview panels. •Prepare and present cases for filling of vacancies to Central Review Bodies. •Monitor and evaluate recruitment and placement related activities of client offices and recommend changes or corrections related to procedures to these offices. •Supervise and monitor 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. •Provide advice on interpretation and application of policies, regulations and rules. •Review and provide advice on exceptions to policies, regulation and rules. •Administer and provide advice on salary and related benefits, travel, and social security entitlements. •Determine and recommend benefits and entitlements for staff based on contractual status. •Review the applications for internship programmes; handles correspondence with applicants. •Review policies and procedures and recommends changes as required. •Review and recommends level of remuneration for consultants. •Identify and analyze staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes. •Provide performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS). •Provide advice and support to managers and staff on human resources related matters. •Prepare special reports and participates and/or leads special human resources project. •Keep abreast of developments in various areas of human resources. Data analytics •Guide and implement strategic and tactical approaches to support human resources data analysis activities through collaboration with a broad set of stakeholders across various functions (i.e. human resources, finance and substantive areas). •Analyze data from a both a micro- and macro-perspective, identify emerging trends and issues, identify anomalies, gaps and proposes options. •Compile and reconcile data from multiple sources; retrieve, synthesize, and present critical data in formats as required. •Provide HR policy input to support the integration of various conference-management enterprise solutions (CEM) developed by DGACM •Develop and execute initiatives to improve transactional data quality and usability. •Provide senior management with reports and analytics required for decision making. •Identify information sources from Enterprise Resource Planning (ERP) systems modules and other relevant systems of record to capture required data for business performance. •Prepare recommendations based on data analysis and independent root cause analysis conducted with key stakeholders/business process owners. •Produce timely and actionable information which help drive business results and guide decisions making process. Other duties •Advice and counsel staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. •Prepare classification analysis of jobs in Professional and General Service and related categories. •Provide guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. •Perform other duties as assigned.

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to define needs and recommend solutions that deliver value to stakeholders; ability to analyze business processes and translate them into application based on operational requirements. 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. 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. • Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration. A first-level university degree in combination with two 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 five years of progressively responsible experience in human resources management, administration and related area is required. A minimum of five years of experience working with the Human Resources Module of the Enterprise Resource Planning such as SAP Umoja or similar is required. Experience working with a recruitment module/talent management system such as Oracle People Soft (Inspira) or similar applications is required. Experience within the UN system or another international organization is required. Experience in recruitment and administration of benefits and entitlements for language category professional staff (including CELP candidates and temporary staff under AIIC and AITC, e.g. interpreters, translators, editors, revisers, verbatim reporters, linguists in the UN official languages) is required. A minimum one year of experience in data analytics, information management or related area is desirable. Experience working at the Executive/Administrative Offices while managing large staffing tables is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position(s) advertised, fluency in English is required. Knowledge of another official United Nations language is an advantage.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

Appointment against this position is for an initial period of one year and renewal therefore subject to the availability of the post or funds, budgetary approval or extension of the mandate. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. The United Nations is 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. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.