CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT

Org. Setting and ReportingThis position is located in the Office of the Special Envoy of the Secretary-General for Yemen. The Chief Human Resources Officer (CHRO) at this level is responsible for a fully integrated and regulatory-compliant Human Resources Unit in this Mission and in the United Nations Mission to Support the Hudaydah Agreement (UNMHA), within the integrated Mission Support structure serving both Missions. S/he serves as the Missions Human Resources Adviser to the senior leadership teams and hiring managers on human resources planning and management, policy implementation and monitoring to ensure that HR and Missions’ strategies are aligned and responsive to evolving changes in mandates and phases, operational priorities and budgetary imperatives. The CHRO is based in Amman, Jordan and reports to the Chief of Operations and Resource Management (CORM). ResponsibilitiesWithin delegation of authority, the CHRO will be responsible for the following duties: Strategic Planning: • Participation in the Missions’ planning processes throughout the Missions’ lifecycles and plays a critical role in determining the staffing requirements and structures. • Advising the Senior Management Leadership on emerging capacity gaps in accordance with the evolution of the Missions’ mandates. • Advising Senior Management Leadership on workforce planning, including implementation of succession planning and forecasting of human resources requirements during the start-up, mission transition and draw down, including closely coordinating with Department of Operational Support (DOS) to manage the drawdown and retrenchment of staff and works with individual staff to advise them on potential future placements within UN field operations and beyond. • In coordination with all Mission components, developing coherent staffing strategies to support the implementation of the Missions’ mandates including recruitment and deployment plans. • Assessment of the workforce per function, skill, level, category, occupational group, gender and geography, and identifying gaps and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates. • Advising Missions’ leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources. • Reviewing Missions’ structures to establish required adjustments that may lead to consolidation, retrenching and reduction of positions. Budget Process: • Participates in the budget development process of the Missions and provides guidance and advice to the Senior Management Leadership on the human resources requirements, staffing table and organizational structure of all sections based on the established guidelines on budget review. • Coordinates with Missions’ leadership on the review of the staffing aspects of the Missions’ budgets and manages preparation of documentation for classification of positions and the implementation of classification result. • Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at the Mission level to ensure availability of funds. • Ensures the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. • Advises hiring managers on loaning of positions between sections and movement of positions and staff between locations based on the Standard Operating Procedure (SOP) on staffing table and position management. Recruitment and staff selection: • Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies on the staff selection process and ensuring compliance and required level of skill to conduct and document competency-based interviews for position specific job openings, if required. • Facilitates the Missions’ participation in expert panels to evaluate applicants to generic job openings. • Manages recruitment and selection related process in a transparent, consistent, merit-based, and fair manner, complying with policies related to gender balance, geographic diversity, as well as enhancing both the management and staff awareness of these policies. • Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved positions, liaising with the UNHQ on the classification of such positions, advertising, and guiding managers on the selection process in line with UN Staff Regulations and Rules. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. Human Resources Management: • Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the Mission. • Supervises the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Unit, including consistent implementation of delegated authority. • Provides direction and advice on interpretation and application of policies, Staff Regulations and Rules. • Monitors and evaluates the effectiveness of related guidelines, Staff Regulations and Rules, practices and procedures, and recommends revisions to DOS, where necessary. • Responsible for monitoring and evaluating the implementation of delegated authorities through inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact. • Represents Senior Management Leadership on a variety of joint staff-management advisory bodies in ex-officio advisory or active capacity, as appropriate. • Serves as primary interface regarding cross-cutting HR issues between the Heads of Mission and DOS, with a key proactive role of open communications, advisory services, and collaborative problem resolution. • As requested by the supervisor, might be required to represents the office in joint bodies and working groups relating to salaries and other conditions of service. Performance Management: • Supports the Missions in the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to Missions’ components on standards for the development of service, section, unit and individual work plans. • Coordinates with the Office of the Chief of Mission Support to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Ensures full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member. • Counsels staff and managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. Career Development: • Advises on training opportunities for staff in general giving particular attention to developing and implementing career development paths for national staff members. • Provides regular information on global vacancies and opportunities for the generic rostering system. • Coordinates with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling, which includes the planning and shaping the progression and movement of staff both within and among missions as part of the global secretariat. Human Resources Capacity Building: • Continuously assesses the skill, expertise, and knowledge of the Human Resources Officers (HROs) and Human Resources Assistants (HRAs), ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (Umoja, Inspira, ERP etc.). Administration of Justice: • In coordination with interested parties such as the Staff Association(s) and the Missions’ Conduct and Discipline component, Chief of Staff and/or CMS, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. • Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. • In consultation with DOS, the CHRO will also coordinate the Missions’ responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the Missions. Staff and Management Relations: • Develops an “open door” dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively to discuss HR matters and related staff issues. • Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Heads of the Mission and Chief of Mission Support. • Organizes, as necessary, general, or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives etc. Other: • Develops a set of actionable and targeted change management plans, including coaching and training in order to implement the above responsibilities and reports on possible gaps and risks and recommends corrective action. • Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. • Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff. • In consultation with the Missions Chief Security Advisors, develops the Missions’ response to a natural disaster/incident with focus on anticipating, planning, and coordinating the overall HR response in coordination with DOS. • Performs other related duties as required. CompetenciesProfessionalism: Demonstrates in-depth knowledge of all aspects of human resources management with proven analytical skills. Demonstrates use of initiative and ability to interpret the Organization’s HR policies, procedures and practices 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. 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. Planning and Organizing: Develops clear goals that are consistent with agreed strategies; Identifies priority activities and assignments and 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 improvement; does not accept the status quo-Shows the courage to take unpopular stands. EducationAn advanced university degree (Master’s degree or equivalent) 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 years of additional experience may be accepted in lieu of the advanced university degree. Job - Specific QualificationNot available. Work ExperienceA minimum of (7) seven years of progressively responsible experience in human resources management, administration or related area is required. Experience in the strategic and operational application of human resources management policies/practices, staff selection, talent management, and the administration of benefits and entitlements is required. Experience in data analysis, organization and preparation of analytical HR visualizations and reports is required. At least two years providing strategic human resources advice to senior managers at the Assistant Secretary-General or above levels, or equivalent, is desirable. Experience managing staffing, administration, and talent acquisition, using enterprise resource planning (ERP) platforms, administration of individual uniformed personnel or non-uniformed UN Observers is desirable. Experience with the planning and delivery of human resources services for complex, volatile and conflict and post-conflict environments is desirable. Experience in UN field missions is desirable. LanguagesEnglish and French are the working languages of the United Nations. For the position advertised, fluency in English and Arabic (oral and written) is required. AssessmentEvaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special NoticeThe United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. United Nations ConsiderationsAccording 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. No FeeTHE 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.