Org. Setting and Reporting

This position is located with the UN Action Secretariat within the Office of the Special Representative of the Secretary-General on Sexual Violence in Conflict in New York, who chairs the UN Action network. UN Action unites the work of 25 UN system entities with the goal of ending sexual violence during and in the wake of conflict. UN Action is governed by a Steering Committee, comprising Principals from the member entities, and supported by a small Secretariat. The incumbent will report to the SRSG through the Chief of Staff.

Responsibilities

Under the overall leadership of the Chair of UN Action, the SRSG-SVC, supervised by the Chief of Staff of the OSRSG-SVC and working as part of the UN Action Secretariat, the Adviser will direct and coordinate the work of UN Action in support of a coherent, comprehensive and coordinated UN-wide approach to addressing conflict-related sexual violence. The Adviser will support the work of Focal Points from the 25 UN member entities and of the Steering Committee comprised of Principals from the member entities to leverage the capacities and comparative advantages of these entities to ensure system-wide implementation of the CRSV-mandate, liaise with external partners- including the NGO community and donors, and manage the UN Action Secretariat. In particular, the Coordinator will perform the following duties under the overall leadership and in support of the Chair of UN Action to ensure the effective functioning of the network: • Develop a multi-year strategic framework and annual work plans setting out roles and responsibilities of all UN Action member entities and concept for the UN Action’s Multi-Partner Trust Fund (MPTF) through structured consultation with all 25 UN entities and other key stakeholders, including the OSRSG-SVC, donors and civil society partners; • Plan, convene and chair monthly focal point meetings at the technical/working-level, annual strategic planning meetings, quarterly meetings of the Resource Management Committee of the MPTF, produce results-oriented reports and track progress in agreed outputs accordingly; • Organize and prepare the SRSG-SVC to chair half-yearly meetings of the UN Action Steering Committee at Principals-level and support bilateral meetings of the SRSG-SVC with heads of UN Action member entities; prepare options and decision points for the Steering Committee, as the governance body of UN Action, and ensure appropriate follow up; • Support the SRSG-SVC in field missions and engagements at headquarters and provide advice to the SRSG-SVC on issues related to UN system coordination and “delivering as one”, and help to build consensus and broad-based support for the SRSG’s mandate and agenda in line with Security Council resolution 1888 (2009); • Manage the UN Action’s MPTF and prepare funding proposals, mobilize resources, oversee the budget and expenditures in line with the Terms of Reference of the MPTF and the UN Action strategic framework and prepare donor reports. • Ensure the monitoring and evaluation of projects funded by the MPTF against log-frames provided by project entities and the overall UN Action results-based framework. • Liaise with the UNDP MPTF Office and UN Action Resource Management Committee in relation to the management and strategic use of this fund; • Identify gaps and support needs in addressing CRSV by the UN System and take action to ensure these gaps are met. This includes gaps in institutionalizing an approach to addressing CRSV by UN Action member entities as well as gaps in CRSV response in countries of concern; • Supervise the work of the UN Action Secretariat, including the preparation and circulation the annual progress report, guidance on CRSV and other informational materials; supervise or conduct field assessment visits to identify gaps in the implementation of Joint Communiqués signed between the UN and Governments and parties to conflict to address CRSV and encourage the development of joint survivor-centered projects to be funded by the MPTF to fill these gaps; oversee or conduct monitoring visits to follow-up on the implementation of such projects; • Strengthen capacity of the UN Action Secretariat and links with member entities through inter alia the development of secondment arrangements to the UN Action Secretariat; • Build consensus on the use of the Stop Rape Now campaign going forward, in particular around the 15-year anniversary of SCR 1888 (2009); ensure that the Stop Rape Now campaign website is maintained. • Engage, as appropriate, with other peacekeeping, peacebuilding and humanitarian coordination mechanisms such as the cluster system and the Inter-Agency Standing Committee (IASC) and its Sub-Working Groups on Gender and Gender-Based Violence, the Steering Committee on Women, Peace and Security, integrated mission planning task forces, and other inter-agency networks and initiatives to ensure cross learning and sharing of effective inter-agency procedures; • Frequently interact with the following: designated Focal Points and Principals from the 25 UN member entities; the UNDP Multi-Partner Trust Fund Office and UN Action Resource Management Committee, which oversees funding allocations; other teams in the Office of the SRSG on Sexual Violence in Conflict including the Programmes and Communications Team and the Team of Experts on the Rule of Law and Sexual Violence in Conflict; and the SRSGSVC as Chair of the network; • Regularly interact with donors, representatives and officials from national governments, non-governmental organizations, international organizations, consultants, civil society actors, and survivors of sexual violence.

Competencies

• Professionalism: understands the mandates of peace and security, human rights, humanitarian and development entities; knowledge of institutions, processes and work of the United Nations System; Knowledge of the gender dimensions of conflict, in particular sexual violence in conflict and post-conflict situations, as well as the broader women, peace and security agenda; understanding of the work undertaken by nongovernmental and civil society actors in addressing CRSV; ability to facilitate meetings, build consensus and reach agreement on difficult issues; ability to advise senior management and other senior officials on approaches and techniques to address highly complex/sensitive issues; ability to lead and participate effectively in inter-agency teams; ability to communicate sensitively and effectively across different constituencies; strong interpersonal skills; excellent drafting and oral communication skills; Knowledge of results-based budgeting, monitoring and evaluation, and ability to manage multi-donor-funded budgets; capacity to be a self-starter, self-motivator, with the capacity to take initiative; sound judgment; capacity to perform effectively within a multidisciplinary and multicultural work environment. 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. • Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. • 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. • 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; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. • Building Trust: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidence in colleagues, staff members and clients; gives proper credit to others; follows through on agreed upon actions; treats sensitive or confidential information appropriately. • Teamwork: Works collaboratively with colleagues to achieve organizational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Education

An advanced university degree (Master’s degree or equivalent degree) in development studies, gender studies, public health, international relations, political sciences, international law or related discipline 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 ten years of progressively responsible experience on Women, Peace and Security/gender and conflict in the United Nations or comparable international organizations is required. • Experience working in inter-agency coordination and partnership with United Nations entities, other international organizations and national counterparts on Conflict-Related Sexual Violence is required. • Experience managing a team of professionals in the United Nations or comparable international organisation is required. • Experience working on Sexual Violence in conflict/Women, Peace and Security, including familiarity with the relevant Security Council frameworks, or similar intergovernmental bodies is required. • Experience advising senior officials, notably on strategic political advocacy engagements, is required. • Experience organizing high-level events and meetings is desirable. • Experience in fund-raising and donor relations is desirable.

Languages

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.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

• This post is financed by Extra budgetary resources. The appointment or assignment and renewal thereof are subject to the approval of the classification unit, the availability of the post or funds, budgetary approval or extension of the mandate. • This position is temporarily available through 31 December 2024. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. • Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. • This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. • The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15. • While this temporary job opening may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. • A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. • A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 and staff rule 4.16 (b) (ii). • While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions. • The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. • The 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. • Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. • Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as “retirement.” Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. • At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

United Nations Considerations

According 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 Fee

THE 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.