Human Resources Officer

United Nations Department of Operational Support, New York, United States

Skill Required:, HR and Admin
Preferred Experience: 
7 to 10 Year
Closing Date for Applications: 
8th November, 2020

Job Description

The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions.

The Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery.

The Operational Support and Advisory Service (OSAS) serves as an enabling partner to support clients in fulfilling their mandates. The key services include: guidance to entities on the proper exercise of delegated authorities; advice on the application of human resources policies and procedures; advice to managers related to formal and informal conflict resolution; input/feedback to the development and/or improvement of simplified policies and procedures; support to clients in developing, formulating and implementing customized entity specific HR strategies and plans; and support to clients and shared services in the achievement of their human resources management targets and objectives.

The Client Relations and Specialized Advisory Section (CRSAS) serves as the primary entry point for client entities seeking human resources advice, provides specialized advice in the prevention and resolution of conflict including cases in the system of administration of justice (mainly at the MEU and pre-MEU stages) and maintains the personnel records of New York and international field staff.

The Client Relation Management Unit (CRMU) coordinates the dedicated advice and operational support on all HR matters provided to the Global Secretariat.

This position serves as the Chief of the Client Relations Management Unit (CRMU) within the Client Relations and Specialized Advisory Section (CRSAS), Operational Support and Advisory Service (OSAS), Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The incumbent will report to the Chief of the Client Relations and Specialized Advisory Section (CRSAS).


Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:

General Management

  • Plans, organizes, manages and supervises the work of the Unit assigned.
  • Oversees recruitment activities within the assigned Unit, including by identifying required skillsets, creating job openings, reviewing candidate applications, creating short lists, participating in and chairing interview panels, and making recommendations for selection.
  • Promotes staff development and career support programmes within the supervised office.
  • Establishes collaborative relationships with all relevant internal and external partners.

Advisory Services and Client Relations Management

  • Provides guidance to senior management and HR business partners on all aspects of human resources policies and procedures.
  • Provides proactive and innovative approaches to the delivery of human resources services in consultation with local HR business partners.
  • Provides advice to clients in relation to the interpretation and implementation of Staff Regulations and Rules and on risks associated with new processes or guidance documents.
  • Provides advice on complex performance management issues to managers and local HR business partners in supported entities and assists supported entities with the implementation of the performance appraisal system.
  • Provides advice on the appropriate usage of all types of staff categories and non-staff capacities throughout the Secretariat in the context of operational workforce planning.
  • Supports managers in formal and informal conflict prevention and resolution, including specialized advice to clients on other issues related to the formal and informal system of administration of justice, including complex human resources cases submitted for management evaluation.
  • Provides operational inputs, advocating for changes in policies and conditions of service.
  • Ensures consistency in human resources advisory services and adherence to the tiered client service model in human resources across stakeholders.

Operational Support

  • Coordinates with supported entities to ensure that their evolving needs are addressed in the context of the development and implementation of new human resources policies, practices, and procedures.
  • Bridges the gap between policy development and implementation, serving as an enabler for operational support.
  • Assists entities in the conduct of human resources aspects of their strategic reviews and contributes to the development of integrated planning processes, the development of human resources concepts of operation and associated implementation plans.
  • Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates.
  • Assists supported entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts.
  • Supports entities in the development and implementation of an entity-specific operational workforce planning strategy and associated recruitment plans.
  • Provides advice on the timely filling of posts in accordance with established policies and procedures.
  • Provides guidance to HR business partners on the efficiency and effectiveness of various systems and processes.
  • Supports multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets.
  • Other duties as priorities evolve.

Business Process Improvement

  • Advocates for the simplification and development of new human resources policies and leads process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization.
  • Provides feedback on and identification of requirements for continuous process improvements and adaptation to policies and processes based on operational requirements and trends.
  • In consultation with clients, reviews pain points in business processes with a view to eliminating them while advocating for changes in policies, processes and systems and while proactively looking to fill gaps in processes.

Knowledge Management

  • Provides advice on the establishment, maintenance, and utilization of knowledge and/or information management systems related to human resources.
  • Develops guidance packages (e.g. Standard Operating Procedures, templates, lessons learned, etc.) on operational human resources matters for the global human resources community.
  • Analyses client performance to identify requirements for human resources capacity building, including the need for guidance development to strengthen their ability to exercise delegated authorities.



Knowledge of human resources policies, practices and procedures 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.


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 the audience. Demonstrates openness in sharing information and keeping people informed.

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.

Empowering others:

Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work. Encourages others to set challenging goals. Holds others accountable for achieving results related to their area of responsibility. Genuinely values all staff members' input and expertise. Shows appreciation and rewards achievement and effort. Involves others when making decisions that affect them.


  • Advanced university degree (Master's degree or equivalent degree) in human resources management, business or public administration, social sciences, education, or a related field. 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 human resources management, administration or a related area is required.
  • A minimum of two years of experience in an international organization supporting the development and delivery of specific human resources initiatives such as integrated HR planning processes, workforce planning, performance measurement, recommendations on conditions of service or compensation packages is desirable.
  • A minimum of two years of experience in an international organization contributing to the formulation of new policies, standards, procedures or guidelines in the area of human resources is desirable.
  • A minimum of two years of experience in an international organization supporting business process improvements of human resources procedures 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 French is desirable. Knowledge of other United Nations official languages is an advantage.


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