Special Notice-Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying laterals in their Personal History Profile (PHP) and cover note.
-Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds.
- 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.
- These posts are financed by the Support Account for Peacekeeping Operations. Extension of appointment will be subject to budgetary approval.
Org. Setting and ReportingThe Department of Field Support (DFS) is mandated to provide strategic support for the administrative, logistics and technology requirements of all United Nations field missions, including peacekeeping operations and political offices.
This position is located in the Outreach & Workforce Planning Section (OWPS), Field Personnel Specialist Support Service (FPSSS) in the Field Personnel Division (FPD). The incumbent will report directly to the Chief of FPSSS.
ResponsibilitiesGENERAL:
•Plans, organizes, manages and supervises the work of the Unit/Section assigned.
•Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
• Monitors and ensures the implementation of human resources policies, practices and procedures.
• 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.
• Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.
OUTREACH:
•Develops and reviews effectiveness of outreach strategies and other sourcing activities, with a view to enhancing the effectiveness on an on-going basis;
•Coordinates, collaborates and manages targeted outreach campaigns and efforts for the Secretariat, and collaborates with UN agencies on joint outreach activities, as needed;
•Represents the Organization with senior government officials, develops and maintains partnerships with Member States, as well as establishes networks of external partners, professional associations and universities for sourcing potential candidates;
•Provides substantive input for position papers and reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, the General Assembly and other policy-making organs, as appropriate;
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.
•Monitors and ensures the implementation of staff development and career support programmes.
•Leads and strengthens FPD's capacity-building strategy for human resources professionals in the field.
•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 the Heads of Departments/Offices with the implementation of the performance appraisal system (PAS).
WORKFORCE PLANNING:
• Identifies trends in field staffing and anticipates future talent needs in terms of the size, type, experience, knowledge and skills of the field workforce.
• Establishes a workforce planning communication plan to engage all relevant stakeholders and to ensure rapid and efficient implementation of agreed strategies.
• Creates current staff profiles, and in collaboration with the Recruitment Section, Substantive and Mission Support subject-matter experts, develop future and transitional profiles to ensure staffing meets Mission objectives.
• Manages workforce planning activities, including succession planning, recruitment and retention planning, skills audit gap analysis, re-profiling of standard job descriptions and scenario planning.
• Determines and evaluates talent sourcing options and develops appropriate talent management, headhunting and outreach strategies.
• Develops and utilizes effective workforce analytics tools.
Any other tasks as assigned.
Competencies• 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. Demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. 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 AND 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.
• 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 improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
• 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.
EducationAdvanced university degree (Master's degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
Work ExperienceA minimum of ten years of progressively responsible experience in human resources management, administrative services or related area is required. Experience in managing multi-disciplinary teams is required. Experience in managing career development, outreach, or workforce planning is desirable. At least one year of experience working in human resources or administration in an international organization is desirable.
LanguagesEnglish and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of other UN official languages is an advantage.
AssessmentEvaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
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, 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 or violations of international human rights law and international humanitarian law.
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 At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.
The screening and 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, including but not limited to, their education, work experience, and language skills, according to the instructions provided on inspira. Applicants will be disqualified from consideration if they do not demonstrate in their application that they meet the evaluation criteria of the job opening and the applicable internal legislations of the United Nations. Applicants are solely responsible for providing complete and accurate information at the time of application: 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 a reference-checking process to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at midnight (New York time) on the deadline date.
