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Organization: UN-DOS - United Nations Department of Operational Support
Location: United States of America, New York City
Grade: Senior Executive level, D-1, Director - Internationally recruited position
Closing Date: 2021-03-12
Org. Setting and Reporting
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 Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities.
This position is located in the Staffing Service (SS), Human Resources Services Division (HRSD), Office of Support Operations (OSO) of Department of Operational Support (DOS). The Chief of Service will report directly to the Director of HRSD.
Formulates and implements the substantive work programme of the Staffing Service (SS) under his/her supervision as aligned with the program plan of the Human Resources Services Division (HRSD). Oversees the management of activities undertaken by the Staffing Service (SS), ensures that programmed activities are carried out in a timely fashion and co-ordinates work in the different areas both within the Human Resources Services Division (HRSD), Department of Operational Support (DOS), Department of Management Strategy, Policy and Compliance (DMSPC) and with other organizations of the United Nations System, as appropriate.
•Leads and manages the Staffing Service (SS) in terms of its work programme, including: providing expertise and developing processes in the areas of staffing, testing and examinations, operational workforce planning and organizational design and management across Secretariat client entities; developing recruitment processes including management of rosters across all job families; developing tools and processes to assist entities with meeting recruitment targets effectively and efficiently with regard to gender, geographical and troop-and police-contributing country representation; administering the Young Professionals Programme (YPP) and the Managed Reassignment Programme (MRP); providing guidance in the application of standards of classification for newly established or changing functions.
•Ensures client engagement and coordination with HRSD/advisory service for client advice on recruitment, workforce planning, testing and assessment and other areas of talent acquisition.
•Co-ordinates and oversees the preparation of reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, Economic and Social Council, the General Assembly and other policy-making organs, as appropriate.
•Reports to intergovernmental bodies on budget/programme performance or on programmatic/substantive issues, as appropriate, particularly those presented in biannual and/or annual reports.
•Ensures that the outputs produced by the Staffing Service (SS) maintain high-quality standards; that reports are clear, objective and based on comprehensive data. Ensures that all outputs produced by the Sections and Units under his/her supervision meet required standards before completion to ensure they comply with the relevant mandates.
•Assists the Director in preparing the work programme of the HRSD, determining priorities, and allocating resources for the completion of outputs and their timely delivery.
•Contributes to the formulation and implementation of the HRSD’s overall strategies, change management initiatives and policies by participating in various committees, managing and coordinating the review and formulation of human resources management policy or administrative guidance, in consultation with Department of Management Strategy, Policy and Compliance (DMSPC), the Office of Programme, Planning, Finance and Budget (OPPFB) and the Office of Legal Affairs (OLA).
•Undertakes or oversees the programmatic/administrative tasks necessary for the functioning of the Staffing Service (SS), including preparation of budgets, reporting on budget/programme performance, evaluation of staff performance (PAS), interviews of candidates for job openings, evaluation of candidates and preparation of inputs for results-based budgeting.
•Recruit, manages, guides, develops and trains staff under his/her supervision.
•Fosters teamwork and communication among staff in the Staffing Service (SS).
•Leads and supervises the organization of meetings, seminars, etc. on substantive issues. Manages the substantive preparation and organization of such meetings or seminars.
•Participates in international, regional or national meetings and provides programmatic/substantive expertise on an issue or holds programmatic/substantive and organizational discussions with representatives of other institutions.
•Represents the HRSD at international, regional or national meetings.
•Professionalism: Knowledge of human resources management and the implementation of its substantive work programmes, in the areas being supervised. Ability to generate and communicate broad and compelling organizational directions; ability to communicate clear links between the Organization’s strategy and the work unit’s goals; ability to provide innovative leadership by performing and overseeing the planning, development and management of work units; Ability to manage human and financial resources and to apply UN rules, regulations, policies and guidelines in work situations. 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.
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.
•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.
•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.
•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.
•Building Trust: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidence in colleagues, staff members and clients; gives proper credit to others; follows through on agreed upon actions; treats sensitive or confidential information appropriately.
Advanced university degree (Master’s degree or equivalent degree) in in human resources management, business or public administration, social sciences, education or 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.
A minimum of fifteen years of progressively responsible experience in human resources management, administrative services or related area is required.
At least ten years of direct experience in at least three of the following key areas of human resources: talent management, workforce planning, development and implementation of human resources policies and procedures or management of HR professionals in a multicultural international organization, is required.
Experience in human resources policy guidance or development is desirable.
Experience working in support of field operations within the United Nations (inclusive of peacekeeping operations, special political missions, agencies, funds and programmes), or within other similar international organizations is desirable.
Experience in project management either implementing major projects or process improvement 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 another United Nations official languages is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
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.
This position is funded for a period of at least one year and extension of appointment is subject to extension of mandate and availability of funds.
At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.
For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 September 2020, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Cuba, Democratic People’s Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Japan, Kiribati, Kuwait, Lao People’s Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Namibia, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.
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.
The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
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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