Human Resources Officer, P4

Only candidates under serious consideration will be contacted.

UNISDR does not charge a fee at any stage of the recruitment process. If you have any questions concerning persons or companies claiming to be recruiting on behalf of UNISDR and requesting the payment of a fee, please immediately contact isdr@un.org.



Location: Geneva

Close date: 13 Jan 2018

Job description

Job Opening Number: 17-Human Resources-UNISDR-88758-R-Geneva (X)

Special Notice

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.

Org. Setting and Reporting

Created in December 1999, the United Nations Office for Disaster Risk Reduction (UNISDR) is the designated focal point in the United Nations system for the coordination of efforts to reduce disasters and to ensure synergies among the disaster reduction activities of the United Nations and regional organizations and activities in both developed and less developed countries. Led by the United Nations Special Representative of the Secretary-General for Disaster Risk Reduction (SRSG), UNISDR has over 100 staff located in its headquarters in Geneva, Switzerland, and in regional offices. Specifically, UNISDR guides, monitors, analyses and reports on progress in the implementation of the Sendai Framework for Disaster Risk Reduction 2015-2030, supports regional and national implementation of the Framework and catalyses action and increases global awareness to reduce disaster risk working with U.N. Member States and a broad range of partners and stakeholders, including civil society, the private sector, parliamentarians and the science and technology community. 

The position is located in the UNISDR Office in Geneva. The incumbent reports to the Chief, Resources Planning and Management Section (RPMS).

Responsibilities

Within delegated authority, the incumbent will be responsible for the following duties: 

General human resources management:

Under the supervision of the Chief, RPMS, contributes to the work programme of the Section in collaboration with the Budget and Finance, General Services and Planning and Monitoring Units - determining priorities, and allocating resources for the completion of outputs and their timely delivery. Together with other team leaders, contributes to the planning, organization and implementation of support services, setting clear targets and indicators for his/her Unit, and monitoring performance of the Unit against these targets. Ensures that the outputs produced by his/her Unit maintain high-quality standards and reflect a strong client orientation. Gathers and documents regular and systematic feedback from clients, and proposes corrective action to address identified gaps and challenges. Ensures the integrity of human resources management systems and the controls that underpin them. Proposes improvements to the human resources framework as necessary to ensure fully transparent and results focussed management of the department.

Carries out programmatic/administrative tasks necessary for the functioning of his/her Unit. Oversees recruitment of staff for the Unit, taking due account of geographical and gender balance and core institutional values. Plans, organizes, manages and supervises the work of the Unit. Manages, guides, and provides regular feedback on performance of staff under his/her supervision. Provides coordination, support and backstopping for the Resources Planning and Management Section as required.

Provides authoritative advice on interpretation and application of Staff Rules and Regulations and other applicable human resources policies; ensures all actions are in compliance with relevant procedures for recruitment, transfer, placement and separation of staff, performance management, promotions as well as mobility and career development; gender equality and staff-management relations. Builds a positive engagement and partnership with managers, supervisors and staff members across the organization and including the Staff Representative in support of effective human resources management. As per delegated authority, represents the Organization in discussions with senior government officials on recruitment and other human resources matters.

Prepares reports and participates and/or leads special human resources projects.

Classification and talent sourcing:

Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office reviews. Oversees the drafting and updating of job descriptions and ensures all job descriptions are classified in line with established guidelines. Represents the management in classification appeal cases.

Projects and monitors vacant posts of assigned level/group, and/or for entire organization, including Regional Offices, and ensures adherence to policies and procedures in filling these posts. Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices. Arranges and conducts interviews for selection of candidates. Reviews recommendation on the selection of candidate by client offices. Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. Oversees the on-boarding of new staff members and develops/coordinates an induction process for the Office including the provision of relevant roles in UMOJA and Inspira.

Staff administration and guidance:

Provides authoritative advice and, when needed, personalized guidance, including training, to headquarters and field staff on human resources policies and procedures.

Advises the Chief, RPMS, Senior Management and the staff at large on the development, modification and implementation of United Nations policies and practices on entitlements. Reviews and provides advice on exceptions to policies, regulations and rules.

Develops and implements new human resources practices and procedures to meet the evolving needs of the Organization, in line with the UN rules and regulations. Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. Monitors and ensures the implementation of human resources policies, practices and procedures. Keeps abreast of developments in various areas of human resources.

Oversees staff administration: contracts management, payroll, administration of benefits and entitlements and time and attendance. Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.

Represents the office in joint bodies and working groups relating to salaries and other conditions of service.

Provides guidance on HR-related matters to managers and staff. Develops and maintains SOPs regarding human resources. Oversees the support to end-user in Inspira and UMOJA. Provides guidance on the self-service module of UMOJA to all staff through the development of SOPs, training and trouble-shooting. 

Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases. Focal point for requests from the Management Evaluation Unit or the UNDT regarding HR-related matters.

Workforce planning, performance management and talent management:

Under the overall guidance of the Director and the supervision of the Chief, RPMS, ensures a strategic approach to human resources management in the areas of workforce and talent management, staff development and performance management.

Provides recommendations to the Director and the Chief, RPMS, on workforce planning and organizational management; establishes the annual HR plan and coordinates with Finance and Budget Unit and Resources Mobilization Section to ensure adequate HR staffing resources through resource mobilization. Oversees Staffing table management. Develops and maintains HR metrics, provides analysis of the gaps and proposes solution to promote the efficient planning and management of human resources.

Identifies and analyses staff development and career support needs and proposes a staff development plan to the senior leadership to meet identified needs. Analyses and updates on a regular basis the staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. Oversees the preparation of monitoring reports on staff development and career support programmes. Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact. Provides advice on mobility and career development to staff at all levels in all categories.

Under the direct supervision of the Director and in line with the department’s HR targets, ensures a consistent and systematic approach to implementing and maintaining an effective performance management system within UNISDR which emphasizes regular dialogue and feedback, includes training of all staff and supervisors in their roles and responsibilities, and monitors compliance with the established process. Brings any concerns to the attention of senior management and proposes corrective action. Provides performance management advice to staff and management. Assists supervisors and staff with understanding performance management and using the E-performance appraisal system on Inspira.

In line with the Gender Parity policy established by the Secretary General and the department’s targets related to Gender, ensures that all human resources processes are gender-sensitive, in particular in the areas of workforce planning, recruitment and staff development. 

Provides career support and staff counselling services to staff; liaises with UNOG Staff Counsellor as needed. Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.

Recruitment and administration of non staff:

Reviews requests to hire individual contractors and/or consultants and recommends level of remuneration for consultants. Oversees recruitment/extension of consultancy contracts.

Acts as Certifying Officer under Financial Rule 110.4 to ensure that proposed obligations and expenditures are in accordance with approved budgets and established regulations and rules.

May be asked to perform other related duties.

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. 
  • 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.

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.

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.

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

Education

Advanced university degree (Master’s degree or equivalent degree) in business or public administration, human resources, law, or a related area. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven years of progressively responsible experience in administration, human resources, or related field. Experience supervising a team is desirable. Experience with United Nations system policies and procedures is desirable. Experience in implementing organizational human resources policies and supporting senior management and decentralised offices in their application is desirable. Experience in supporting the human resources component of restructuring and organisational change processes is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required; knowledge of French is desirable. Knowledge of another UN official language is an advantage.

Assessment

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

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, including but not limited to, respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to, whether they have committed or are alleged to have committed criminal offences or violations of international human rights law and international humanitarian law. 

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 At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The screening and 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, including but not limited to, their education, work experience, and language skills, according to the instructions provided on inspira. Applicants will be disqualified from consideration if they do not demonstrate in their application that they meet the evaluation criteria of the job opening and the applicable internal legislations of the United Nations. Applicants are solely responsible for providing complete and accurate information at the time of application: 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 a reference-checking process to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at midnight (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.

How to apply

Apply online here.

Additional information

https://careers.un.org/lbw/jobdetail.aspx?id=88758

Keywords

Countries:
Switzerland
The Asian Ministerial Conference on Disaster Risk Reduction 2018, Ulaanbaatar, Mongolia 3-6 July 2018 The Asian Ministerial Conference on Disaster Risk Reduction 2018, Ulaanbaatar, Mongolia 3-6 July 2018.
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