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Org. Setting and Reporting

The position is within the United Nations Liquidation Entity (MINUSMA), Bamako duty station. The incumbent at this level is responsible for a fully integrated and regulatory-compliant human resources management in the mission. S/he serves as the Mission Human Resources Adviser to the senior leadership team and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HR and mission’s strategy are aligned and responsive to evolving changes in mandate and phase, operational priorities and budgetary imperatives. The Human Resources Officer reports to the Chief of Operations and Resource Management (ORM) in the Liquidation Team (DLT), Liquidation Entity (MINUSMA).

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties: Strategic Planning • Participates in the Liquidation Entity closing out planning process and plays a critical role in determining the staffing requirements and structures. • Advises the Senior Management Team on capacity gaps and works with individual staff to advise them on potential future placements within UN field operations and beyond; • He/she is also responsible for assessment of the workforce per function, skill, level, category, occupational group, gender and geography and for identifying the gap and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates; • Advises mission leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources; • Reviews mission structures to establish required adjustments that may lead to consolidation, retrenching and reduction of posts. Budget Process • Participates in the budget development process of the entire mission and provides guidance and advice to the Senior Management Team on the human resources requirements, staffing table and organizational structure of all sections. • Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both the Entity and Headquarter levels to ensure availability of funds; • Ensures the integrity of the staffing table as approved in the budget without discrepancy in sections and locations. • Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management Recruitment and staff selection • Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs on the staff selection process, and ensuring compliance and required level of skill to conduct • Manages recruitment and selection related process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, geographic diversity, as well as enhancing both the management and staff awareness of these policies; • Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, advertising and guiding managers on the selection process in line with UN staff rules and regulations. •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. Human Resources Management • Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the Entity. • Supervises the process of knowledge/awareness building amongst programme managers, senior management 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 consistent implementation of delegated authority; • Provides direction and advice on interpretation and application of policies, staff regulations and rules. • Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures. • Responsible for monitoring and evaluating the implementation of delegated authorities Performance Management and Capacity Building • Supports the mission in the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Ensures full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. • Advises 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 Administration of Justice • In coordination with interested parties such as the Staff Association(s) and the Entity’s Conduct and Discipline component, Director of the Liquidation, Chief ORM, address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. • Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. • In consultation with HRSD, the HRO will also coordinate the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the Entity Staff and Management Relations • Develops an “open door” dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee) respectively to discuss HR matters and related staff issues; • Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Director of the Entity.

Competencies

PROFESSIONALISM: The ability to analyze and interpret data in support of decision-making and convey resulting information to management - Shows pride in work and in achievements; Demonstrates professional competence of subject matter; Is conscientious and efficient in meeting commitments; Is motivated by professional rather than personal concerns; Shows persistence when faced with difficult 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; Allocates appropriate amount of time and resources;;Foresees risks and allows for contingencies; Monitors and adjusts plans and actions as necessary; Uses time efficiently 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) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Job - Specific Qualification

Not available.

Work Experience

A minimum of seven (7) years of progressively responsible experience in human resources management, administration or a 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. Experience in planning and implementing Human Resources processes within a limited timeframe is desirable. Experience working in or in support of a drawdown or closing of a large office is desirable. 2 years or more of experience in data analytics or related area 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.

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 within the MINUSMA Liquidation Team until 31 December 2024, subject to budget approval. 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 position is subject to local recruitment pursuant to staff rule 4.4 of the United Nations Staff Rules. Applicants for positions in the General Service and related categories must be authorized to work for the United Nations in the duty station where the position is located. Eligible applicants selected from outside the duty station are responsible for any expenses in connection with their relocation to the duty station. Staff members subject to local recruitment are not eligible for allowances or benefits exclusively applicable to international recruitment. 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 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. 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.

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.

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Confirmed 19 hours ago. Posted 5 days ago.

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