Org. Setting and Reporting

These positions are located within the United Nations Investigative Team for Accountability of Da’esh / ISIL (UNITAD) and will be based in Baghdad, Iraq. The incumbents report to the Chief Human Resources Officer. UNITAD was established by the Secretary-General pursuant to Security Council resolution 2379 (2017), according to which it is mandated to support domestic efforts to hold ISIL (Da’esh) accountable by collecting, preserving and storing evidence in Iraq of acts that may amount to war crimes, crimes against humanity and genocide committed by the terrorist group ISIL (Da’esh) in Iraq.

Responsibilities

Within the limits of delegated authority, the Human Resources Officer will be responsible for performing the following duties: Recruitment and Staff Selection • Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing and screening of candidates. • Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents. • Arranges and conducts interviews for selection of candidates. • Reviews recommendation on the selection of candidate by client offices. Administration of entitlements and benefits • Reviews the check out status and monitors the final pay status. • Conducts HR audit as part of the check-out process. • Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements. • Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution. • Reviews and recommends level of remuneration for consultants. • Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority. • Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary. Planning and Budget • Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements and organizational structure; also conducts analysis and provides inputs on emerging capacity gaps in accordance with the mission’s mandate. • Reviews and monitors staffing related costs and expenditures in UMOJA in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Office to deploy funds to meet any shortfall. • Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds. • Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. Performance Management • Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Monitors the full compliance of ePAS and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan to improve performance. Administration of Justice • Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system • Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. • Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Support of the Mission Support Centre for liquidation administrative activities: • Follow up on the implementation of the Liquidation plan. • Monitoring of activities as per the signed UNAMI concept Note on closure. • Ensure compliance with established SOPs. Other: • Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through inter-alia, the Human Resources Management Scorecard (HRSC), Service Level Agreements, HR indicators, and the Senior Managers’ Compact. • Contributes to the development of a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action. • Assists with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. • Conducts research on precedents, policy rulings and procedures. • Maintains human resources information systems, including constant update and generation of information and reports for use by management. • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management. • Performs other duties as required.

Competencies

Professionalism: Knowledge of human resources policies, procedures and practices and ability to interpret and apply them in an organizational setting. Demonstrates use of initiative and makes appropriate linkages in work requirements and anticipates next steps. Shows pride in work and 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. 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. 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.

Education

High-school or equivalent diploma is required.

Job – Specific Qualification

Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is required. Certificate in UMOJA or similar Enterprise Resource Planning (ERP) tool is required. Certificate in Project Management is desirable.

Work Experience

At least ten (10) years of progressively responsible experience in the field of human resources management, administration or related area is required. The minimum years of relevant experience is reduced to five (5) years for candidates who possess a first level university degree. A minimum of three (3) years of relevant experience in advising managers and staff on the interpretation and application of human resources policies and procedures, including recruitment policies, is required. Experience in data analysis, organization and preparation of analytical reports is required. Experience working in middle east region is required. Experience in working in a downsizing context is required. Experience in producing the standard operating procedure (SOP) in United Nations or a comparable organization is required. Five years of experience in the use of major Enterprise Resource Planning (ERP) tools for HR staffing, administration and talent acquisition is required. Experience in designing HR analytics strategy is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required and fluency of Arabic is desirable.

Assessment

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

Special Notice

• This position is temporarily available until 17 September 2024. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. • 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. • 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. • 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.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.

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.