HUMAN RESOURCES OFFICER (rostering exercise)

Org. Setting and ReportingThese positions are located throughout the Secretariat, including the field missions. They encompass sub-functional specialties such as talent sourcing and management, administration of entitlements, human resources planning, and staff development and career support. The Human Resources Officer usually reports to the Head of the Unit, Chief of Section, a Human Resources Officer at a higher level, a Senior Human Resources Officer or Chief of Administration. ResponsibilitiesWithin delegated authority, the Human Resources Officer may be responsible for all or some of the following duties: General • Provides advice and support to managers and staff on human resources related matters. • Prepares special reports and participates and/or leads special human resources projects. • Provides contribution to complex reporting on HR issues. • Collects, extracts, and maintains HR-related data, analyses this data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting. • Supervises and monitors the work of Human Resources Assistants, Human Resources Partners or Human Resources Business Partners in carrying out all human resources administrative transactions such as selection and recruitment, review of pertinent case documents, processing of contracts, preparation of personnel actions, maintenance of staffing tables, and processing of contracts, or the organization of training activities. • Provides inputs to the development or adjustment of human resources workflow processes, and to revisions of policies. • Keeps abreast of developments in various areas of human resources. Talent sourcing and management • Participates in workforce planning and succession planning process for determining the staffing requirements and organizational structure; conducts analysis and provides inputs on emerging capacity gaps in accordance with the office's mandate. Supports managers in selecting the best talent, taking into account organizational priorities and system-wide strategies such as gender parity, disability inclusion, geographical representation and youth, among others. • Identifies upcoming vacancies in coordination with client offices and suggests outreach efforts. • Prepares vacancy announcements, reviews applications and short-lists. Provides guidance on the drafting of suitability assessment exercises and on the conduct of interviews to select candidates. Supports, as needed, their organization and administration. Reviews recommendations on the selection of candidates 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 and onboards successful candidates. • Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices. • Provides advice to managers on Affiliated Personnel (AP) related rules and regulations, recruitment processes, and contract management. • Supports AP selection and recruitment processes and contract management. Administration of benefits and 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. • Provides advice and support to staff during their separation or retirement processes. Staff development and career support • Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs, including Language Programmes, as applicable. Prepares monitoring reports on staff development and career support programmes. • 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 briefings to new staff and personnel. • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance management and development system. • Designs and delivers training programmes to staff at all levels throughout the Organization. Other duties • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Contributes to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them. • Contributes to the development of preventive activities such as training and sharing best practices and lessons learnt from recent jurisprudence related to human resources management. • Gathers facts, information and data on administrative decisions contested by staff members for the appropriate assessment of the Administration of Justice entity. • Assists in preparing policy papers, position papers, briefing notes, standard operating procedures and guidelines on HR issues. • Contributes to and participates in various working groups on HR related matters. • Provides support to carrying out salary and cost-of living surveys assessing the labor market at Headquarters and in the field, as well as salary-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. Competencies· Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Knowledge of main principles and building blocks of human resources management. Good knowledge of data analytics, business analytics or data science. Ability to supervise the work of others. Ability to plan and deliver HR services in international organizations or international NGOs. Ability to identify issues, formulate opinions, make conclusions and recommendations. Ability to analyze and interpret data in support of decision-making and convey resulting information to management. 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. · Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client. EducationAdvanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, psychology, education, law or related area is required. A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific QualificationNot available. Work ExperienceA minimum of five years of progressively responsible professional experience in human resources management, administration or related area is required. Experience with Enterprise Resource Planning (ERP) systems or PeopleSoft platforms is required. LanguagesEnglish and French are the working languages of the United Nations Secretariat. For the positions advertised, fluency in English or French is required. Note: To be considered fluent in a language, the proficiency level in all four specified areas (i.e. reading, speaking, understanding and writing) must be “fluent.” AssessmentEvaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special NoticeThe United Nations Secretariat maintains rosters of qualified and available candidates to fill anticipated job openings in headquarters locations, peacekeeping operations, special political missions, and other field operations. The purpose of this job opening is to generate a list of qualified candidates for inclusion in the Human Resources Officer roster at the P-3 level. The entire assessment process takes an average of six months. For planning purposes, written assessments are tentatively scheduled in the second and third week of July 2025, while interviews are tentatively scheduled in the second half of September 2025. All applicants will be notified in writing of the outcome of their application (whether successful or unsuccessful) within 14 days of the conclusion of the process. Successful candidates will be placed on the roster and subsequently will be invited to apply for vacancies open only to roster members. Roster membership does not guarantee selection. 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.