JOB DESCRIPTION

Org. Setting and Reporting

The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to entities across the Secretariat, including departments, offices away from headquarters, peace operations, tribunals and regional commissions. The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of affiliated personnel. The Human Resources Staffing Service (HRSS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities. The Assessment and Innovation Section (AIS) provides administrative support to Global Roster Section (GRS) in building and managing rosters for Young Professionals Programmes (YPP) examinations, Competitive Examinations for Language Positions (CELP), and Generic Job openings (Generic Job Openings), administers Language Proficiency Examinations (LPE), provides assessment services for position specific job openings in the Professional category and the General Service and related categories, and provides innovations and technical solutions for talent management including enhancements of Inspira and development and maintenance of the United Nations Online Examinations and Tests System (UNOETS). The position is located in the Assessment and Innovation Section (AIS), Human Resources Staffing Service (HRSS), Human Resources Services Division (HRSD), Department of Operational Support (DOS). The Human Resources Officer reports to the Chief of the Assessment and Innovation Section.

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties: GENERAL

• Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
• Monitors and ensures the implementation of human resources policies, practices and procedures.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources projects.
• Oversee the planning, organizing, development, and administration of various competitive examinations, assessments, and tests related to the recruitment of all categories of staff and to the global roster management.
• Develop, improve and communicate standards, tools, templates for various assessment methods to evaluate knowledge, skills, abilities and competencies for candidates
• Provide quality assurance of examination practices, including review of test contents.
• Provide advice and guidance (including training) on the development and execution of job network specific assessment methods and processes.
• Identify, review, recommend and implement testing and assessment tools, such as internet based or computer-based testing tools, adaptive testing, or asynchronous video interviewing
• Review and improve examination and testing processes and workflows, recommend improvements, and develop guidelines, standard operating procedures for operational activities.
• Develop various test item types, including reasoning questions (numerical, logical, verbal, nonverbal), situational judgment, etc);
• Supervise the analysis of test items to mitigate bias and ensure reliability and validity, RECRUITMENT AND PLACEMENT
• Projects and monitors the administration of assessments and ensures adherence to related policies and procedures
• Oversees preparation of job openings, reviews applications and provides short-lists to substantive offices.
• Arranges and conducts interviews for selection of candidates.
• Serves as ex-officio in or secretary to interview or expert panel bodies, examinations boards, and prepares and presents cases to these bodies.
• Participates in task forces and working groups identifying issues/problems, formulating guidelines, and establishing new procedures.
• Represents the Organization in discussions with senior government officials on competitive examinations matters.
• Supports the Planning, organization, development, coordination and administration of the Young Professionals Programme , Language professional examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff. ADMINISTRATION OF ENTITLEMENTS
• Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations human resources policies and practices.
• Reviews and recommends level of remuneration for consultants.
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules.
• Represents the office in joint bodies and working groups relating to various aspects of human resources management. STAFF DEVELOPMENT AND CAREER SUPPORT
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
• Analyzes staff development and career support plans to ensure that they are consistent with the overall organization’s goals, policies on staff development and career support, and the respective mandates.
• Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
• Formulates examination policies and develops and prepares examination questions and papers. OTHER DUTIES
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
• Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
• Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.
• Advocates for policy changes, prepares position papers and briefing notes on issues related to examinations and tests.
• Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.

Competencies

PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Expert knowledge of end-to-end talent acquisition/recruitment processes with a focus on assessments, including the appropriate use of advanced technologies in the assessment process. Ability to (a) provide expert advisory and operational support to hiring teams on the development and administration of valid, fair, and reliable online assessment processes, (b) develop a variety of assessment items (tests and/or interviews) using proven methodologies with inputs from subject matter experts as required, (c) and provide quality assurance for draft assessments. 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. 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. TECHNOLOGICAL AWARENESS: Keeps abreast of available technology; understands applicability and limitation of technology to the work of the office; actively seeks to apply technology to appropriate tasks; shows willingness to learn new technology. VISION: Identifies strategic issues, opportunities and risks; clearly communicates links between the Organization’s strategy and the work unit’s goals; generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction; conveys enthusiasm about future possibilities.

Education

An advanced university degree (Master’s or Doctorate degree, or equivalent degree) in Human Resources Management, Psychology, industrial and Organizational Psychology, Organizational Development, Public Administration, or related area 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

A relevant professional certification in assessments for use in recruitment is desirable.

Work Experience

• A minimum of seven years of progressively responsible experience in human resources management or related area is required.
• Experience in talent acquisition or recruitment is required.
• Experience in talent/employment assessment methods and tools as part of a corporate (profit or non-profit) recruiting or development function and/or in psychometric test development and/or research or related area is required.
• Experience with project management involving multiple stakeholders is required.
• Experience using online platforms for conducting assessments is required.
• Experience managing assessment contracts with vendors is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details).

Required Languages

LanguageReadingWritingListeningSpeakingEnglishUN Level IIUN Level IIUN Level IIUN Level II

Assessment

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

Special Notice

• The duration of this temporary job opening is 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.
• 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.
• 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.
• 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.

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. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. 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.