Organization: UN Office for the Coordination of Humanitarian Affairs
Closing date: 14 Jul 2019
Org. Setting and Reporting
This position is located in the Human Resources Section of the Executive Office of the Office for the Coordination of Humanitarian Affairs (OCHA) in Geneva. The Human Resources Section is responsible for providing advice and support to OCHA staff located in New York, Geneva and in the field on HR matters such as recruitment and placement, administration of entitlements, human resources planning, performance management and administration of justice. The Human Resources Officer will report to the Chief of Human Resources Section.
Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:
•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 project.
•Deputize for the Chief of HR Section through planning, organizing, managing and supervising the work of the Section.
Human Resources Administration of contracts, benefits and entitlements
•Leads the HR Administration team for OCHA, and responsible for the administration of contract sand entitlements and benefits for OCHA staff based in Geneva and in the Field.
•Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
•Supervises and monitors the work of Human Resources Administration team in carrying out all human resources transactions including but not limited to approving personnel actions in HRIS and related HR transactions and maintenance of staffing tables.
•Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating the merit of each case and making recommendations for resolution;
•Reviews and processes entitlements and benefits related actions, making appropriate recommendations where exception is required.
•Provides advice to staff as first point of contact regarding interpretation and application of policies, regulations and rules concerning conditions of service, entitlements and benefits.
•Administers and provides advice on salaries and related benefits and travel entitlements.
•Determines benefits and entitlements for staff on the basis of contractual status in line with Staff Rules and Regulations, preparing justifications for exceptions for review by the delegated authority;
•Inducts newly recruited staff members by briefing them on administrative formalities, conditions of service, entitlements and benefits.
•Approves personnel related actions in HRIS within authority delegated to the mission;
•Assists in resolving complex HR related issues and problems by conducting necessary research and fact finding, and preparing drafts and related documentation for review by the Supervisor.
Performance Management and Staff Development
•Provides support in advising managers and staff on performance management to ensure effectiveness, compliance and equity.
•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 salaries and other conditions of service.
•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.
•Represents the management in classification appeal cases.
•Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff.
•Prepares classification analysis of jobs in Professional and General Service and related categories.
•Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
•Coordinates duty station classification and subsistence allowance surveys.
•Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
•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. 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& 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.
•Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance 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.
•Creativity: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.
•Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. Experience in administration of staff entitlements and benefits in the United Nations system or any comparable international organization is required.
Experience with Enterprise Resource Planning (ERP) system, Umoja or equivalent, is desirable. Experience with on-boarding HR platforms, such as Inspira or equivalent, 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 UN official language is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.
This position is for a duration of six months with a possibility of extension. Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds. 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. 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.
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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
How to apply: