The Department of Safety and Security (UNDSS) is responsible for providing leadership, operational support and oversight of the United Nations security management system (UNSMS) globally. As a global leader in security risk management principles, UNDSS enables the safe and effective delivery of United Nations programmes and activities in the most complex and challenging environments, while maximizing precious resources. To this end, the work of the Department is aligned under a clear mission, to enable United Nations system programme activities through trusted security leadership and solutions. This is a unique opportunity to join a diverse, dynamic and exciting organization gaining unique and valuable experience where security provides great value. Besides the opportunity to gain new skills and further advance security expertise, this position offers a fulfilling environment that gives you satisfaction by contributing directly or indirectly to peace and security, human rights, and achievement of the Sustainable Development Goals. Simply, all humanity will be benefiting from your work. Together, we can make the world a better place. For more information on the Department, and how we make an impact on the world in enabling the achievement of SDGs, visit: https://www.un.org/undss/ This position is located in the Executive Office, Office of the Under-Secretary-General of the Department of Safety and Security (DSS). The Senior Human Resources Officer reports to the Executive Officer under the overall supervision of the Assistant Secretary-General.

Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties: •Plans, organizes, manages and supervises the work of the Human Resources Section within the Executive Office. •Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization in coordination with relevant stakeholders. •Monitors and ensures the implementation of human resources policies, practices and procedures, taking into account the inter-organizational and interdepartmental scope of the Department as well as the unique global oversight of the various employment profiles and setting of the personnel under UNDSS responsibility. •Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues. •Monitors, advises and acts on informal and formal dispute resolution, conduct and disciplinary matters in accordance with established policies and procedures. •Prepares policy papers, position papers and briefing notes on issues related to human resource matters. •Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions. •Supports senior leadership and staff through transition planning, and communication to maintain business continuity and staff engagement during periods of restructuring. Administration of benefits and entitlements •Monitors and ensures the implementation of appropriate conditions of service and entitlements. •Identifies needs and proposes changes to conditions of service as required. •Provides advice on interpretation and application of policies, regulations and rules. When warranted, recommends exceptions to policies, regulations and rules. •Represents the office in joint bodies and working groups on conditions of service. •Oversees and approves benefits and entitlements of staff and level of remuneration for consultants and other non-staff personnel as applicable. Workforce Planning •Leads the development and implementation of workforce planning strategies to ensure alignment with departmental priorities and evolving operational needs. •Analyzes staffing trends, identifies critical workforce gaps, and proposes forward-looking suggestions to support talent deployment and succession planning. •Advises on HR management related to organizational restructuring, downsizing, and workforce adjustments. Recruitment, placement, and separation •Identifies recruitment needs and priorities, develops and implements recruitment strategies, and, in coordination with relevant stakeholders, conducts targeted recruitment campaigns for the Department and for the Integrated Security Workforce as applicable. •Monitors and ensures timely filling of posts in accordance with established policies and procedures. •Oversees preparation of vacancy announcements, recruitment clearances, promotion and placement submissions to Central Review Bodies. •Reviews short lists and participates in interviews for high-level posts. •Oversees the administration of separations, including retirement and agreed terminations, ensuring compliance with UN policies and sensitivity to staff welfare. Performance management, Staff development and career support •Identifies and analyzes staff development and career support needs. Supervises the preparation of monitoring reports on staff development and career support programmes. •Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories. •Provides performance management advice to staff and management. Assists as necessary with the implementation of the performance management and development system (e-performance). Other duties •Advises and counsels staff in respect of rights, responsibilities, code of conduct. •Monitors staff welfare and identifies/proposes appropriate programmes and remedial action. •Acts as deputy to the Executive Officer and performs other related duties, as assigned.

• PROFESSIONALISM: Ability to provide specialized advice in a broad range of human resources management areas and on key administrative decisions to the Head of Department/Office and managers including on the application of regulations, rules, polices and guidelines in an operational, international environment. Sound knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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. • 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. • 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. • 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. • MANAGING PERFORMANCE: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level degree (Bachelor’s or equivalent) in the specified fields with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.

Not available.

A minimum of ten years of progressively responsible experience in human resources management, including at least five years at the international level within the United Nations or a comparable international organization is required. At least five years of managerial experience leading and managing diverse human resources team is required. Experience providing strategic human resources leadership and oversight over the global operations of a United Nations entity or a comparable international organization is required. Experience advising senior officials on sensitive and complex HR matters is required. Experience leading the planning and delivery of the full spectrum of HR services, including during crisis in a conflict or post-conflict field environment for a UN entity with field operations, or comparable international organization, is required. Experience in addressing grievances and complaints from staff and managers, managing formal dispute resolution processes responding to requests for management review of administrative decisions, and acting on cases involving possible unsatisfactory conduct and misconduct that may lead to disciplinary action is required. Experience in leading HR digital transformation and HR data analysis is desirable. Experience in representing a UN entity or a UN common system organization at inter-agency coordination is desirable. Experience in the use of an SAP system 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. NOTE: ””Fluency”” equals a rating of ””fluent”” in all four areas (read, write, speak, understand) and ””Knowledge of”” equals a rating of ””confident”” in two of the four areas.

Evaluation of qualified candidates may include an assessment exercise and a competency-based interview.

• This position is available as of 1 January 2026. Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. • For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 June 2025, are strongly encouraged to apply: Brunei Darussalam, Democratic People”s Republic of Korea, Dominica, Equatorial Guinea, Guinea-Bissau, Grenada, Kiribati, Lao People”s Democratic Republic, Liechtenstein, Marshall Islands, Micronesia (Federated States of), Nauru, Palau, Papua New Guinea, Qatar, Sao Tome and Principe, Timor-Leste, Tuvalu, United Arab Emirates, Vanuatu, Andorra, Angola, Belize, China, Cuba, Indonesia, Israel, Japan, Kuwait, Libya, Malta, Monaco, Oman, Panama, Paraguay, Saint Vincent and the Grenadines, Saudi Arabia, Singapore, Solomon Islands, Turkmenistan, United States of America. • The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position. The United Nations Department of Safety and Security (UNDSS) is taking efforts to improve gender parity, including full implementation of the UN-wide, and Departmental Gender Strategies. We are committed to providing an inclusive culture and exciting opportunities for women in the security and operations field. • An impeccable record for integrity and professional ethical standards is essential. • Those candidates who apply and are subsequently recommended and endorsed for the job opening, but are not selected for the current vacant position, will be placed on the roster for similar functions at the level and category of the job opening for possible future selection. Roster membership does not guarantee selection. • Applying to this job opening carries an expectation to accept the offer, if selected. Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. • Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. • 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 4.15. The Staff Regulations, Staff Rules and administrative issuance governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English.

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.

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.