Job Opening

Posting Title: Director, Global Strategy and Policy Division, D2
Job Code Title: DIRECTOR, HUMAN RESOURCES
Department/Office: Department of Management Strategy, Policy and Compliance Office of Human Resources
Duty Station: NEW YORK; NEW YORK;
Posting Period: 08 February 2019 - 24 March 2019
Job Opening Number: 19-Human Resources-DMSPC OHR-111520-D-New York (G)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Org. Setting and Reporting

The Office of Human Resources (OHR) is searching for a highly motivated and creative individual for this position as the Organization implements major reforms intended to transform the organizational culture and management style throughout its global operations. Dynamic individuals with experience in leading major changes in Human Resources business models, encompassing country, regional and HQ locations, including, strategic workforce planning and multinational diversity and staffing functions, organizational and staff leadership and development, are encouraged to apply. This individual will play a key role in defining and implementing new strategies and policies in a rapidly changing environment.

This position is located in the Global Strategy and Policy Division (GDPD) of the OHR in the Department of Management Strategy, Policy and Compliance (DMSPC). The Director of the Global Strategy and Policy Division reports to the Assistant Secretary-General for Human Resources for Human Resources.

Responsibilities

Within delegated authority and under direct supervision and guidance of the Assistant-Secretary-General, the Director serves as a senior advisor to the Assistant Secretary-General and leads the Division which serves as a central strategic authority for matters pertaining to human resources policy. The responsibilities of the Director include:

-Providing leadership in the development, implementation, monitoring and communication of human resources strategy and in the revision of existing or developing of new policies for a global Secretariat and evolving mandates of field entities;

-Supporting the Assistant Secretary-General and Under-Secretary-General in representing the Secretary-General on strategic matters pertaining to human resources management and policy issues before intergovernmental bodies, including coordinating and overseeing the preparation of reports;

-As a senior HR change agent, develop a robust knowledge management system to support change management, capacity-building, training and knowledge-sharing on the Organization’s policy framework for the global human resources community;

-Providing human resource strategic analysis and direction and generating new thinking and opportunities to develop enterprise learning for global organizational development and learning, career development and staff mobility, performance management, and succession development, through effective engagement with a wide array of stakeholders, partners and best practice practitioners inside and outside the Secretariat;

-Generating an Organization-wide framework to acquire, develop and grow staff talent and career paths within job networks that include inter-agency possibilities;

-Overseeing a comprehensive approach to strategic workforce planning and developing strategies and initiatives aimed at building a diverse workforce across the Organization and undertaking targeted outreach campaigns across the Organization;

-Furthering the development of a knowledge management system containing the Organization’s regulatory framework, and the establishment of Organization-wide policies and standards for human resources management matters, taking into account the provisions of the Charter of the United Nations, the mandates of the General Assembly, the Staff Regulations and Rules and the principles and practices of a good employer;

-Introducing cutting edge strategies for effectively implementing new or revised policies and HR programmes, and advising the Assistant Secretary-General on the implications of changes in policies and practices including monitoring of delegated authority and dealing with sensitive and complex Human Resource issues;

-Providing strong leadership in overseeing, formulating and implementing the work programme of the Division, determining priorities, allocating resources for the completion of high-quality outputs and their timely delivery;

-Overseeing the recruitment of staff for the Division taking into account geographical and gender balance and other institutional values; managing, guiding, developing and coaching its staff, fostering teamwork and a positive work environment;

-Coordinating and overseeing the preparation of reports for intergovernmental, expert and interagency bodies including the General Assembly, the Advisory Committee on Administrative and Budgetary Questions, and other organs as appropriate;

-Playing a prominent representational role on HR issues during meetings with legislative bodies; and representing the Organization at international, inter-agency meetings, seminars, conferences providing substantive expertise as appropriate.

Competencies

Professionalism: In-depth knowledge of human resources management including organizational development and reform orientation, including introduction of new systems such as an ERP. Proven record of building and leading managers and staff through change. Capacity to manage highly complex global issues in collaboration with counterparts including at the senior level. Proven record of innovation and new thinking. Strong leadership, managerial, negotiating and interpersonal skills. Knowledge of UN policies, procedures and operations and ability to enforce the application of 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.

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 clients.

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.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Leadership: 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.

Vision: Identifies strategic issues, opportunities and risks. Clearly communicates links between the Organization's strategy and the work unit's goals. Generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction. Conveys enthusiasm about future possibilities.

Education

Advanced University degree (Master's degree or equivalent) in human resources management, public administration, law, business administration, social sciences 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

Over 15 years of progressively responsible experience in human resources management, organizational development, programme planning/management or related area is required. Experience in leadership development and learning, change management and/or implementation of organizational development initiatives in a large international organization is required. Experience in building and maintaining effective partnerships across organizations is required. Experience in applying legislative policies in international organization or the public sector is desirable. Experience of legislative machinery of the United Nations or other comparable international organization is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of a second UN language is an advantage.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

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.

An impeccable record for integrity and professional ethical standards is essential.

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.

For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 November 2018, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belarus, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Comoros, Cyprus, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Indonesia, Islamic Republic of Iran, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Montenegro, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Syrian Arab Republic, Thailand, 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 or sexual abuse, or crimes other than minor traffic offences, 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.

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.

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.

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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