Org. Setting and Reporting

This position is located in the Kuwait Joint Support Office (KJSO). The Chief Human Resources Officer (CHRO) at this level is responsible for a fully integrated and regulatory compliant human resources Section in the Support Office. He/She serves as the Human Resources Adviser to the senior leadership team and hiring managers on human resources, planning and management, policy implementation and monitoring in order to ensure that HR and mission’s strategy are aligned and responsive to evolving changes in mandate and phased operational priorities and staff budgetary imperatives. The CHRO will report to the Chief KJSO.

Responsibilities

Within delegation of authority, the Chief Human Resources Officer will be responsible for the following duties: Strategic Planning: – Participates in the KJSO planning process throughout the KJSO lifecycle and plays a critical role in determining the staffing requirements and structures. – Advises the Senior Management Team on emerging capacity gaps in accordance with the evolution of the KJSO mandate. – Advises the Chief KJSO on workforce planning, including implementation of succession planning and forecasting of human resources requirements. – In coordination with all KJSO components, develops coherent staffing strategies to support the implementation of the KJSO’s mandate including recruitment and deployment plan. – He/she is also responsible for assessment of the workforce per function, skill, level, category, occupational group, gender and geography and for identifying the gap and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates; – Advises and guides KJSO leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources; – Reviews KJSO structures to establish required adjustments that may lead to consolidation, retrenching and reduction of posts. Budget Process: – Participates in the budget development process of the KJSO and provides advice to the Management Team on the human resources requirements, staffing table and organizational structure of all sections based on the UNHQ guidelines on budget review. – Coordinates with UNHQ on the review of the staffing aspects of the KJSO’s budget and manages preparation of documentation for classification of posts and the implementation of classification result. – Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the KJSO and Headquarter levels to ensure availability of funds; – Ensures the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. – 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, Recruitment and staff selection; – Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs on the staff selection process, and ensuring compliance and required level of skill to conduct and document competency-based interviews for position specific job openings, if required. – Facilitates the KJSO’s participation in expert panels to evaluate applicants to generic job openings; – Manages recruitment and selection related process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, geographic diversity, as well as enhancing both the management and staff awareness of these policies; – Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, liaising with the UNHQ on the classification of such posts, advertising and guiding managers on the selection process in line with UN staff rules and regulations Human Resources Management: – Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the KJSO. – Contributes to the formulation of new policies, standards, procedures or guidelines in the area of human resources – Supervises the process of knowledge/awareness building amongst programme managers, senior management 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; – Advises clients on the interpretation and implementation of staff regulations and rules, human resources policies, guidelines, or process guides Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to UNHQ, where necessary. – Responsible for monitoring and evaluating the implementation of delegated authority through inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact; – Represents Senior KJSO Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate; Serves as primary interface regarding crosscutting HR issues between the Chief KJSO and UNHQ, with a key proactive role of open communications, advisory services, and collaborative problem resolution; – Support downsizing and/or drawdown and placements in client missions – Maintenance of an accurate and updated staffing table. Performance Management: – Supports the KJSO in the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to KJSO components on standards for the development of service, section, unit and individual work plans. – Coordinates with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. – Ensures full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member. – Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. Staff Development: – Advises on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members; – Provides regular information on global vacancies and opportunities for the generic rostering system. – Coordinates with UNHQ as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling, which includes the planning and shaping the progression and movement of staff both within and among missions as part of the global secretariat. Capacity Building: – Continuously assesses the skill, expertise and knowledge of the Human Resources Officers and Human Resources Assistants, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (FSS, Inspira, Umoja or other ERP). Administration of Justice: – In coordination with interested parties such as the Staff Association(s) and the KJSO’s focal point for Conduct and Discipline component, Chief KJSO, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. – Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. – In consultation with UNHQ, the CHRO will also coordinate the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission. Staff and Management Relations: – Develops an “open door” dialogue between the management and international and national staff unions, Field Staff Union and National Staff Committee respectively to discuss HR matters and related staff issues; – Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Chief KJSO; – Organizes, as necessary, general or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives etc. Other: – Develops a set of actionable and targeted change management plans, including coaching and training in order to implement the above responsibilities and reports on possible gaps and risks and recommends corrective action. – Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. – Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff. – In consultation with UNDSS, the Staff Counselor and the Welfare Officers, develops the KJSO’s response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with UNHQ.

Competencies

Professionalism: Demonstrated in-depth knowledge of all aspects of human resources management with proven analytical skills; Demonstrated use of initiative and ability to interpret the Organization’s HR policies, procedures and practices 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 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. Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within prescribed time, cost and quality standards. Operates incompliance 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. 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. 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 that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.

Education

• Advanced university degree in human resources management, business or public administration, social sciences or a related field is required. • A first level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree. • Professional Certification in Human Resources Management is desirable.

Job – Specific Qualification

Professional Certification in Human Resources Management is desirable.

Work Experience

A minimum of seven (7) years of progressively responsible experience in human resources management, administrative services or related field is required. Experience in the strategic and operational application of human resources management policies/practices and knowledge and in particular the staff selection process, administration of justice, mission drawdowns and placements, talent management and administration of benefits and entitlements is required. Work experience with a United Nations peacekeeping mission, agency, fund or program in a conflict or post-conflict setting is desirable. Experience in providing strategic human resource guidance to senior management is required.

Languages

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

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 for 364 days. 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.