- The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff.
- This position is located in the Human Resources Policy Section (HRPS), Strategy and Policy Development Service (SPDS), Global Strategy and Policy Division (GSPD), Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The Human Resources Officer reports to the Chief of Section.
Strategy and policy development
- Develops innovative and modern new human resources (HR) policies, to meet the evolving needs of the Organization by making contributions to the implementation of the Secretary-General's agenda in areas such as the achievement of gender parity, provision of duty of care, development of a family-friendly work place, delegation of authority and enabling a flexible working environment;
- Conducts and/or leads the comprehensive review of existing human resources-related internal policies (Secretary-General's bulletins, Administrative Instructions, Information Circulars and OHR Policy Guidelines and Directives), with a view to streamline, simplify, consolidate, revise, amend or abolish outdated or obsolete issuances to ensure the current human resources policy framework remains comprehensive, up-to-date and responsive to the needs of the Organization;
- Makes recommendations on HR policy-related practices and procedures. Maintains OHR policy guidelines, develops capacity-building and learning materials, workflow processes and other relevant tools working in collaboration with other entities of the UN Secretariat and other organizations the UN common system;
- Provides authoritative policy interpretation of the United Nations Staff Regulations and Rules and, internal policies on substantive policy and procedural questions related to the management of staff and the administration of benefits and allowances, to senior management, HR practitioners in other entities of the UN Secretariat and counterparts in other organizations of the UN common system; and;
- Keeps abreast of developments and best practices in various areas of human resources from other UN common system organizations as well as from other public and private sectors.
- Advises the Chief of the Section on the development, modification and implementation of United Nations policies and practices in the management of staff and administration of allowances and benefits; and,
- Assists the Office of Legal Affairs, the Management and Evaluation Unit and the Administrative Law Division with policy queries related to pending management evaluation litigation. Similarly assist the Office of the Ombudsman with policy queries related to ongoing informal resolution of and mediation.
- Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities;
- Represents the Service or Section in joint bodies and inter-agency working groups on issues related to HR policies and conditions of service of UN staff members;
- Conducts research on private and public sector’s strategies, policies and best practices, including those of other organizations of the UN common system, on General Assembly and ICSC decisions;
- Prepares draft Secretary-General’s reports, policy papers, position papers, briefing notes and talking points on issues related to HR policy and conditions of service of UN staff members, non-staff personnel and officials other than staff;
- Supports the substantive servicing of intergovernmental meetings by attending and drafting answers to questions asked by members of the committees on HR policy related questions.
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.
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.
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.
- An advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, law or related field is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
- A minimum of seven years of experience in human resources management: policy development, administration of benefits and allowances, conditions of service and compensation, or administration of justice or related area is required.
- Experience in human resources policy development and implementation or administrative law is required.
- Experience in provision of HR policy interpretation and HR advisory services is required.
- Experience in human resources management in the United Nations Common System or a comparable international organization with a large and diverse workforce is required.
- Experience in contributing to the preparation of reports, policy and position papers, briefing notes or talking points on issues related to HR policy and conditions of service is desirable.
- Experience in providing authoritative policy interpretation of internal policies on substantive policy and procedural questions related to the management of personnel and the administration of benefits and allowances is desirable.
- English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English (both oral and written) is required. Fluency in French is desirable. Knowledge of another UN official language is desirable.