Org. Setting and Reporting
The United Nations Global Service Centre (UNGSC) provides critical Supply Chain, Geospatial, Information and Telecommunications Technologies services and Training to all Secretariat Entities, Peacekeeping and Special Political missions, Agencies, Funds and Programmes of the UN system worldwide.
The position is located within the Human Resources Unit, Central Service, United Nations Global Service Centre (UNGSC) in Brindisi, Italy.
The incumbent will report to Chief Human Resources Officer (CHRO).
Responsibilities
Within delegated authority, the Human Resources Officer will be responsible for the following duties:
Recruitment and Staff Selection
• Manages recruitment processes including coordinating with client offices in forecasting an identifying vacancies, preparing job openings, reviewing and screening of candidates.
• Reviews job openings in consultation with hiring managers, ensuring that the evaluation and responsibilities are in line with the approved or classified documents.
• Conducts preliminary review, prepares and submits recruitment cases to Field Central Review Bodies (FCRB).
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
• Coordinates and administers the National Competitive Examinations, G to P Examinations Language professional examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
Administration of entitlements and benefits
• Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements.
• Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolution.
• Reviews and recommends level of remuneration for consultants.
• Represents the office in joint bodies and working groups relating to salaries and other conditions of service.
• Participates in the process of knowledge/awareness building amongst managers and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including con implementation of delegated authority.
• Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.
• Receives and reviews grievances and complaints related to entitlements and benefits assessing and evaluating merit of each case and makes recommendation for resolution.
Planning and Budget
• Participates in the mission planning process throughout the mission lifecycle for determining staffing requirements and organizational structure; also conducts analysis and provides in on emerging capacity gaps in accordance with the mission's mandate.
• Contributes to the budget development process by reviewing the drafts and providing input on the human resources requirements and organizational structure of all sections based on the DOS guidelines on budget review.
• Reflects recommendations of the staffing reviews into the staffing requirements for purpose of budget preparation.
• Reviews and monitors staffing related costs and expenditures in ERP systems in line with funds allotment, ensuring that funds for staffing costs are available, and where necessary alerts Human Resources Officer to follow up with Finance and Budget Officer to deploy funds to any shortfall.
• Monitors expenditures related to staffing and ensure they are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the mission and Headquarter levels to ensure availability of funds.
• Advises hiring managers on loaning of posts between sections and movement of posts and between locations based on the SOP on Staffing table and Post Management, ensuring the integrity of the staffing table as approved in the budget without discrepancy in sections and locations.
• Reviews the documentation for submission of classification requests and contributes to the implementation of classification results.
Performance Management
• Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards the development of service, section, unit and individual work plans.
• Liaises with the UNGSC Conference and Learning Centre to organize training/orientation programmes in performance management and supervisory skills as well as work plans.
• Monitors the full-compliance of ePAS and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member.
• Informs staff and managers on underperformance guidelines and facilitates the implementation of a Performance Improvement Plan to improve performance where necessary.
Staff Development
• Provides regular information on vacancies and opportunities for the generic rostering system and works with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling;
• Advises staff on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members;
• Assesses the skill, expertise and knowledge of the Human Resources Partners and Assistants, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems;
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.
Administration of Justice
• Researches and compiles the mission’s responses to formal and informal requests coming different entities under the Administration of Justice (AoJ) system
• Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level.
• Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
Staff and Management Relations
• Assists the CHRO in supporting the dialogue between the management and international and national staff unions to discuss HR matters and related staff issues;
• Participates in meetings with staff representatives to address issues affecting the staff ;
• Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms and other organizational change initiatives etc.
Other:
• Under the supervision of the CHRO, the HRO contributes to the monitoring and evaluation of the implementation of delegated authorities, through interalia, the Human Resources Management Dashboard, Service Level Agreements, and the Senior Managers' Compact;
• Supervises the Human Resources Assistants and provides guidance on policy, procedures, and processes;
• Conducts research on precedents, policy rulings and procedures;
• Maintains human resources information systems including constant update and generation of information and reports for use by management;
• Collects and analyzes data to identify trends or patterns and provides insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting;
• Ensures that requirements and background information used for data analysis are documented;
• Performs other duties as required.
Competencies
Professionalism: Knowledge of human resources policies, practices, procedures, and tools 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; the ability to analyze and
interpret data in support of decision-making and convey resulting information to
management; 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.
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.
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.
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.
Education
High-school or equivalent diploma is required.
Job - Specific Qualification
Technical or Vocational Certificate or training in human resources management, business or public administration, social sciences, education or related field experience is required.
Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is desirable.
Work Experience
At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree.
Experience in recruitment (National and International) and administration of entitlements and benefits in the United Nations or in a similar international organization is required.
Experience with human resources ERP systems based on SAP (Umoja) and Oracle/PeopleSoft (Inspira) or other similar platforms is required.
Experience in data analysis and reporting on human resources metrics is required.
Experience in the engagement and administration of Consultants and Individual Contractors in the United Nations or in a similar international organization is desirable.
Experience in talent or candidate outreach is desirable.
Languages
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English (both oral and written) is required.
Assessment
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice
• This position is temporarily available for six (06) months. 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.
• Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.
• 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.
How to apply
https://careers.un.org/lbw/jobdetail.aspx?id=219821&Lang=en-US