Job Opening ID: 220651
Job Network : Gestion et administration
Job Family : Ressources humaines
Category and Level : Professional and Higher Categories, P-3
Duty Station : NEW YORK
Department/Office : Department of Operational Support
Date Posted : Nov 20, 2023
Deadline : Jan 3, 2024
Org. Setting and Reporting
The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions.
The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel.
The Operational Support and Advisory Service (OSAS) serves as an enabling partner to support clients in fulfilling their mandates. The key services include: guidance to entities on the proper exercise of delegated authorities; advice on the application of human resources policies and procedures; advice to managers related to formal and informal conflict resolution; input/feedback to the development and/or improvement of simplified policies and procedures; support to clients in developing, formulating and implementing customized entity specific HR strategies and plans; and support to clients and shared services in the achievement of their human resources management targets and objectives.
The Human Resources Advisory Section 1 serves as the primary entry point and point of contact for clients regarding services provided by OSAS. The Human Resources Officer will report to the Deputy Chief of the Human Resources Advisory Section 1.
Advisory Services and Client Relations Management
• Provides consistent, strategic, and timely advice in response to entity-specific requests for guidance on all aspects of human resources management as Tier 2 advisory support to human resources practitioners in client entities conducting in-depth reviews of relevant information and documentation, preparing precise and detailed summaries of facts, liaising with relevant HQ offices to gather relevant information and conducting research into and interpretation of relevant regulations, rules, and jurisprudence. Advice on topics includes but is not limited to human resources planning, organizational management and classification, staffing, staff development, performance management, the administration of entitlements and the appropriate usage of all types of staff categories throughout the Secretariat in the context of operational workforce planning.
• Provides advice to client entities on complex human resources procedures and processes on the basis of existing guidance.
• Prepares submissions to the Department of Management Strategy, Policy and Compliance requesting guidance on cases requiring exceptional policy clarification.
• Keeps abreast of the latest changes in human resources policies in order to be able to correctly advise client entities seeking guidance.
• Reviews and provides advice on exceptions to policies, regulations, and rules.
• Provides inputs into the development of human resources policies, procedures, and processes by observing trends in the nature of requests received from entities and making recommendations to address challenging or unclear areas in the human resources framework.
• Analyzes client entities by researching their specific composition, needs, and capacity and recommends appropriate tools to capture and report on such information.
• Contributes to the development of communication and outreach strategies to client entities by identifying issues raised by multiple entities and by actively engaging with counterparts at the working level in those entities to better understand their requirements.
• Researches and prepares background documents related to specific entities, as required.
• Participates in project teams for the provision of customized, entity-specific operational support for the development and implementation of human resources strategies, providing advice, recommendations, and information on human resources matters, as appropriate, to the individual needs of the entity.
• Supports entities in the development and implementation of entity-specific operational workforce planning strategies and associated recruitment plans.
• Provides support to cross-Service projects aimed at developing entity-specific human resources strategies.
Business Process Improvement
• Contributes to global HR innovation and process improvement projects.
• Recommends which business processes require streamlining or simplification.
• Provides advice in relation to the interpretation of Staff Rules and Regulations in connection with new processes or guidance documents developed by the Division or the Department and initiates requests for policy clarifications or amendments from the Department of Management Strategy, Policy, and Compliance.
Capacity-Building and Knowledge Management
• Contributes to the development of internal capacity within the Division by identifying knowledge gaps based on requests received for advisory services from client entities and making recommendations for the development of templated responses for inclusion in the centralized knowledge management repository.
• Develops policy-related process guides, FAQs, guidance packages, and Standard Operating Procedures by researching applicable Staff Rules and Regulations and HR policies.
• Conducts internal and external briefings on guidance material developed.
• Identifies the priorities of internal and external capacity-building and knowledge management needs in the human resources community by observing trends in the types and number of queries received and by discussing them in regular meetings with supervisors and colleagues.
• Provides inputs to policy papers, position papers and briefing notes.
• Serves as ex-officio and interview panels in YPP interviews and Generic Job Opening rostering exercises.
• Supervises and monitors the work of Human Resources Assistants.
• Trains and provides guidance to new staff.
• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures 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.
• 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.
• 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.
An Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education, law or related area is required. 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
A minimum of five years of progressively responsible experience in human resources management, administration or related area is required.
A minimum of two years of experience in an international organization advising clients on the interpretation and implementation of staff regulations and rules, human resources policies, guidelines, or process guides is required.
A minimum of one year of experience in an international organization contributing to the formulation of new policies, standards, procedures or guidelines in the area of human resources is required.
A minimum of two years of experience in an international organization in the direct provision of human resources services is desirable.
A minimum of two years of experience in an international organization supporting business process improvements of human resources procedures is desirable.
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another UN official language is desirable.