Human Resources Officer

  • Location:
  • Salary:
    negotiable / YEAR
  • Job type:
  • Posted:
    1 month ago
  • Category:
    Human Resources
  • Deadline:


Job Opening
Job Opening ID: 225888
Job Network : Management and Administration
Job Family : Human Resources
Category and Level : Professional and Higher Categories, P-4
Duty Station : NEW YORK
Department/Office : Department of Operational Support
Date Posted : Jan 23, 2024
Deadline : Jan 29, 2024

Org. Setting and Reporting
This position is located in the Client Support and Special Situations Section (CSSSS) in the Division for Special Activities (DSA) in the Department of Operational Support (DOS). The focus of this job will encompass sub-functional specialties such as recruitment and placement, administration of entitlements, human resources planning, and staff development and career support.

The Human Resources Officer will report to the Chief of Section.
Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:

• 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.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources project.
• May plan, organize, manage and supervise the work of the Unit/Section assigned.

• Provides guidance and support to entities in the development of entity-specific workforce plans, including participation in operational support concept activities to build the entities’ capacity.
• Provide in-situ support on residual actions and planning via required travel to the mission area on a regular frequency.
• Develops generic and entity specific operational guidance and tools to support entities in workforce planning and organizational design.
• Provides advice on the appropriate usage of all types of staff categories and non-staff capacities throughout the Secretariat in the context of operational workforce planning.
• Participates in working groups to support entities conducting staffing reviews upon request and workforce planning and organizational design exercises including providing analysis on roster health, talent acquisition, classification, re-profiling of positions, organizational design and other HR related issues.
• Analyzes data and identifies trends in staffing and anticipates future talent needs in terms of the size, type, experience, knowledge and skills of the entity’s workforce.
• Leads and contributes to talent acquisition, roster analysis and roster management planning and activities to support the acquisition of a diverse workforce.
• Advises clients on the management of workforce planning and organizational design activities, including succession planning, recruitment, skills gap analysis, re-profiling and scenario planning.
• Assesses the effectiveness of workforce analytics tools.
• Develops briefing materials and conducts presentations on workforce planning, talent acquisition and organizational design.
• Assists entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts.
• Collaborates in multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets while providing support in specific identified areas of concern.

• Projects and monitors vacant posts of assigned level/group, Secretariat or mission-wide and ensures adherence to policies and procedures in filling these posts.
• Recommends guidelines on promotion and placement of staff.
• Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices.
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
• Prepares job offers for successful candidates.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.
• Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
• Plans, organizes, develops, coordinates and administers the National Competitive Examinations, G to P Examinations, Language professionals examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.

• Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
• Reviews and recommends level of remuneration for consultants.
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
• Represents the office in joint bodies and working groups relating to salaries and other conditions of service.

• 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.
• Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates.
• Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
• Provides advice on mobility and career development to staff at all levels in all categories.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS).
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
• Formulates examination policies, and develops and prepares examination questions and papers.

• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
• Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
• Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.
• Represents the management in classification appeal cases.
• Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and 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.
• Coordinates duty station classification and subsistence allowance surveys.
• Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
• Perform other related duties as required.
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.

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 audience; demonstrates openness in sharing information and keeping people informed.

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.

Judgement/decision making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.
An Advanced university degree (Master’s degree or equivalent degree) 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 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 seven years of progressively responsible experience in human resources management, administration or related area is required.

• At least five years of relevant experience in managing complex staff drawdown during entity closure in humanitarian or peace operations is desirable.

• Two years or more of experience in data analytics and reporting of HR metrics, or related area is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of another official United Nations language is desirable.

This job has expired.