This position is located in the Compensation and Classification Section, Strategic Policy Development Service, Global Strategy and Policy Division (GSPD), Office of the Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent reports to the Chief of Service.
Under the general supervision of the Chief, Strategic Policy Development Service, the Chief of the Compensation and Classification Section will be responsible for:
- Oversees and coordinates the salary survey programme for locally-recruited staff of the United Nations, determining the salaries, allowances and other conditions of service of locally recruited staff, and approving the salary scales for promulgation for some 160 duty stations worldwide;
- Supervises and approves the classification of jobs across the United Nations Secretariat, including reviewing and finalising new generic job profiles, and providing guidance to managers on the application of the classification policies and procedures;
- Provides strategic and managerial guidance for the UN Global Centre for Human Resources Services (OneHR), including planning and organization of workstreams, development and continuous improvement of service lines, oversight of service provision, and strategic communication.
- Carries out programmatic/administrative tasks necessary for the functioning of the Section, including supervising the staff within the Section (in New York and Bonn), evaluating staff performance, guiding and developing staff through the review of their work; preparation of the Section's budgets; completing performance reports; advertising vacancies and identifying and selecting suitable applicants;
- Provides policy guidance to the Chief of Service and other offices on conditions of service of locally-recruited staff serving at Headquarters and non-Headquarters duty stations;
- Coordinates diverse projects in the Section, and, in liaison with other organizations of the United Nations System;
- Provides substantive input and assists senior management in the preparation of policy papers, position papers and briefing notes and advice on issues related to salaries and job classification;
- Contributes to the reporting to intergovernmental bodies on budget/programme performance;
- Participates in inter-agency meetings and through the CEB HR Network and International Civil Service Commission on issues related to compensation and job classification;
- Innovates and improves work processes and tools, through streamlining and the use of new technologies; As a senior HR change agent, communicates new approaches through building strong partnerships with client departments. Influences managers and staff at all levels to contribute to action and delivery of HR reform and talent management programmes in accordance with mandates;
- Ensures that the outputs produced by the Section maintain high-quality standards; that reports are clear, objective and based on comprehensive data.
- Professionalism: Knowledge of human resources management, conditions of service, job classification, administration and compensation issues. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. 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.
- Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.
- 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.
Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.
Advanced university degree (Master’s degree or equivalent) in Human Resources Management, business or public administration, social sciences, finance, accounting, or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
- A minimum of ten years of experience in human resources management, compensation, job classification, administration, financial management or related field, including at least five years of supervisory experience and at least five years in the international context is required
- Experience in business process improvement, innovation and change management is desirable.
- Experience conducting and overseeing salary surveys is desirable.
- Experience conducting and overseeing job classification is desirable.
Languages: English and French are the working languages of the United Nations. For this position, fluency in English is required. Working knowledge of another UN official language is desirable.