Org. Setting and Reporting

The Human Resources Policies Division is one of three Divisions in the International Civil Service Commission secretariat whose role it is to support the Commission by providing expert advice and technically sound application of agreed methodologies as well as suggesting improvements and new approaches when appropriate. The role of the Division is to develop proposals and monitoring systems for the establishment, revision and/or enhancement of Human Resources Management policies in the common system with particular reference to the classification of UN duty stations in terms of relative hardship, evaluating duty stations’ eligibility for nonfamily and danger pay designation, job evaluation, career structures, performance management systems, and interagency mobility and gender equity and diversity strategies. The Division conducts research in the fields of its responsibility; plans, organizes and manages staff attitude surveys in close coordination with organizations and staff federations; and delivers regional workshops on the subject matters under its mandate. *** This is a temporary position brought about by reassignment of the current incumbent. This assignment will expire on 30 November 2025 but is subject to extension should the incumbent choose not to return.

Responsibilities

• Plans, designs and conducts detailed studies based on extensive research in the relevant areas of work and identifies good human resource management practices in the public and private sectors at national and international levels and any implications for the common system; • Considers human resources issues faced by the common system organizations, particularly in the field, and recommends innovative, relevant, effective and optimal systemwide policies and methodological approaches to address; • Drafts documents with recommendations for the revision or introduction of relevant policies for the consideration of the Commission, following relevant methodologies where applicable; • Designs questionnaires and any other instruments to collect and analyze relevant data and information from the common system organizations and external sources as needed; • Participates in the meetings of the Commission, working groups and in various interagency fora as required; • Supports the programme for the classification of field duty stations according to the conditions of life and work and leads in monitoring and evaluating the lists of duty stations eligible for nonfamily designation and danger pay; • Represents the ICSC secretariat at relevant internal and external fora to provide technical assistance, advice and guidance.

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures, particularly in the field, 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. Capacity to integrate data analysis and recognize the benefits of information technology in the management of human resource functions, and the ability to use the most common office software. 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 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. 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 twoway communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed, leadership; vision; empowering others; building trust; judgement and decision making.

Education

Advanced university degree (Master’s degree or equivalenin human resources management, public administration, business administration, social sciences, law, or a related field. A firstlevel degree in combination with qualifying experience in human resources management may be accepted in lieu of an advanced university degree.

JobSpecific Qualification

Not available.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. Experience with and development of human resource policies and practices in the UN common system is desirable. Experience in data analytics or related area is desirable.

Languages

English and French are the working languages of the United Nations secretariat. For this post, fluency in English (both oral and writteis required. Knowledge of French is highly desirable. Knowledge of another official UN language (Arabic, Chinese, Russian, Spanisis an advantage.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competencybased interview.

Special Notice

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. 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. This job opening is advertised to fill a temporarily vacant position during the absence of the regular incumbent for a period ending 30 November The regular incumbent is entitled to return to this position at the expiry of the temporary vacancy period. If the regular incumbent exercises the right to return, the appointment or temporary assignment or promotion of the candidate selected for this job opening will not be renewed or extended. The selection process for this job opening will be conducted pursuant to ST/AI/2010/3 on the “Staff Selection System” and include the compliance review process by a review body described in staff rule In case of selection, a staff member of the United Nations Secretariat who meets the definition of “internal candidate” in staff rule 10 will be placed on a temporary assignment if he or she holds the same grade as the job opening; and a temporary promotion if he or she holds a lower grade than the job opening. If the regular incumbent vacates the position during such temporary assignment or promotion, the selected staff member will be laterally assigned, promoted or transferred to the position without further selection process under ST/AI/2010/

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 nonsmoking 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 SecretaryGeneral, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 2 (. Further, staff members in the Professional and higher category up to and including the D2 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 accountholder 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 timon 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 TRAININ. THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.