vacance de poste

Intitulé publication: Chef d'unité, responsable des ressources humaines P4, P4
Intitulé code d’emploi: Chef du groupe de la gestion des ressources humaines
Département / Bureau: Centre de services régional d'Entebbe
Lieu d'affectation: ENTEBBE; ENTEBBE;
Période de candidature: 03 août 2021 - 16 septembre 2021
No de l’appel á candidature: 21-Human Resources-RSCE-159723-R-Entebbe (M)
Staffing Exercise N/A
Valeurs fondamentales de l'ONU: intégrité, professionnalisme, respect de la diversité
Désolé, cet appel à candidature n'est plus disponible.
Cadre organisationnel

This position is located in the Regional Service Centre, Entebbe (RSCE) and reports to the Deputy Chief of RSCE. The Chief Human Resources Officer (CHRO) is responsible for a fully integrated and
regulatory-compliant human resources management in the RSCE. He/She serves as the Human Resources Adviser to the RSCE leadership and hiring managers on human resources, planning and management, policy implementation and monitoring in order to ensure that HR and RSCE's objectives are aligned and responsive to Key Performance Indicators (KPls). He/She also ensures that the staff are availed of proper support in terms of policy and substantive guidance in performing the roles in the system (Umoja).

Responsabilités

Within delegated authority,the Chief of Unit, Human Resources management will be responsible for the following duties:

Strategic Planning:
Participates in the RSCE planning process throughout the RSCE Lifecycle and plays a critical role in determining the staffing requirements and structures;
Advises RSCE Management on emerging capacity gaps in light of the RSCE commitments;
Advises on workforce planning, including implementation of succession planning and forecasting of human resources requirements;
In coordination with all RSCE components, develops coherent staffing strategies to support the implementation of the RSCE's mandate including recruitment plan;
He/she is also responsible for assessment of the workforce per function, skill, level, category, occupational group, gender and geography and for identifying the gap and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates;
Advises and guides RSCE leadership on the implementation of Organization-wide change initiatives especially those related to and have impact on the human resources;
Reviews RSCE structures to establish required adjustments that may lead to consolidation, retrenching and reduction of posts.

Budget Process:
Participates in the budget development process of the RSCE and provides advice to the Management on the human resources requirements, staffing table and organizational structure of all sections based on the DOS guidelines on budget review;
Coordinates with DOS on the review of the staffing aspects of the RSCE's budget and manages preparation of documentation for classification of posts and the implementation of classification result;
Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget at both the RSCE and Headquarter levels to ensure availability of funds;
Ensures the integrity of the staffing table as approved in the budget without discrepancy in the
organizational units;
Maintain an accurate and updated staffing table. Advises hiring managers on loaning of posts between sections based on the SOP on Staffing table and Post Management.

Recruitment and staff selection:
Manages the selection and appointment process by advising managers on the staff selection process and ensuring compliance and required level of skill to conduct and document competency-based interviews for position specific job openings, if required;
Facilitates the RSCE's participation in expert panels to evaluate applicants to generic job openings;
Manages recruitment and selection related process in a transparent, consistent, merit-based and fair manner;
Advises hiring managers and management on organizational targets related to gender balance and geographic diversity to promote compliance;
Manages the recruitment and selection of national staff ensuring advertising based on the classified job descriptions and guiding managers on the selection process in line with UN staff rules and regulations.

Human Resources Management:
Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the RSCE;
Supervises the process of knowledge/awareness building amongst programme managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their application by the HR Section, including consistent implementation of delegated authority;
Provides direction and advice on interpretation and application of policies, staff regulations
and rules;
Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices
and procedures, and recommends revisions to DOS, where necessary;
Responsibie for monitoring and evaluating the implementation of delegated authorities through inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers' Compact;
Represents the RSCE Management on a variety of joint staff-management advisory bodies in some ex-officio advisory or active capacity, as appropriate;
Serves as primary interface regarding cross-cutting HR issues between the Director RSCE and DOS, with a key proactive role of open communications, advisory services, and collaborative problem resolution;

Performance Management:
Supports the RSCE in the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to RSCE components on standards for the development of org units and individual work plans;
Coordinates with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans;
Ensures full-compliance of e-Performance and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as the facilitator and ex-offico member;
Counsels staff and managers in cases of under-performance and facilitates the implementation of a Performance Improvement Plan (PIP) or of the remedial measures, when required.

Staff Development:
Advises on training opportunities for HR staff as well as staff in general giving particular attention to developing and implementing career development paths for national staff members;
Provides regular information on global vacancies and opportunities for the generic rostering system;
Coordinates with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling, which includes the planning and shaping the progression and movement of staff both within and among missions as part of the global secretariat.

Capacity Building:
Continuously assesses the skill, expertise and knowledge of the HROs and HRAs, ensuring participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in human resources management, including in the use of HR IT systems.

Administration of Justice:
In coordination with interested parties such as the Staff Association(s) and the focal point for Conduct and Discipline, Director RSCE, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level;
Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management;
In consultation with DOS, the CHRO will also coordinate the RSCE's responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions as applicable to the RSCE.

Staff and Management Relations:
Develops an "open door" dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee) respectively to discuss HR matters and related staff issues;
Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Director RSCE;
Organizes, as necessary, general or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives.

Other:
Develops a set of action able and targeted change management plans, including coaching and training in order to implement the above responsibilities and reports on possible gaps and risks and recommends corrective action.
Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff. In consultation with UNDSS, the Staff Counselor and the Welfare Officer, develops the RSCE' s response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with DOS. Ensure that all activities
within the Human Resources Unit are in compliance with the DPO/DOS Environmental and Waste Management policies and in line with the DOS Environment Strategy objectives.

Compétences

Professionalism: Demonstrates knowledge of all aspects of human resources management with proven analytical skills; Demonstrated use of initiative and ability to interpret the Organization's HR policies, procedures and practices 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.

Accountability: Takes ownership of all responsibilities and honours commitments; Delivers outputs for which one has responsibility within prescribed time, cost and quality standards; Operates in compliance with organizational regulations and rules; Supports subordinates, provides oversight and takes responsibility for delegated assignments; Takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

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

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 that the actions proposed will satisfy the expressed and underlying needs for the decision; Makes tough decisions when necessary

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

Formation

Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration or related field 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.

Expérience professionnelle

A minimum of (7) seven years of progressively responsible experience in human resources management, administration or related area.
Experience providing strategic human resource guidance to senior management is required.
Experience in the operational application of human resources management policies and practices is required.
Experience in staff selection, talent management, and the administration of benefits and entitlements is required.
Experience in the use of an SAP or People soft based human resources platform is desirable.
Experience in an international organization is desirable.

Connaissances linguistiques

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.

Méthode d'évaluation

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

Notice spéciale

This post is funded for an initial period of one year and may be subject to extension.

The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position.

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 28 February 2021, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, Cambodia, China, Comoros, Cuba, Democratic People's Republic of Korea, Djibouti, 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.

Charte des Nations Unies

Aux termes du paragraphe 3 de l’Article 101 de la Charte des Nations Unies, la considération dominante dans le recrutement du personnel doit être la nécessité d’assurer à l’Organisation les services de personnes possédant les plus hautes qualités de travail, de compétence et d’intégrité. Ne seront pas retenues les candidatures des personnes qui ont commis des violations du droit international des droits de l’homme, des violations du droit international humanitaire, des actes d’exploitation, d’atteintes ou de harcèlement sexuels, ou au sujet desquelles il existe des raisons plausibles de croire qu’elles ont été impliquées dans la commission de tels actes. L’expression « exploitation sexuelle » désigne le fait d’abuser ou de tenter d’abuser d’un état de vulnérabilité, d’un rapport de force inégal ou de rapports de confiance à des fins sexuelles, y compris mais non exclusivement en vue d’en tirer un avantage pécuniaire, social ou politique. On entend par « atteinte sexuelle » toute atteinte physique de nature sexuelle commise par la force, sous la contrainte ou à la faveur d’un rapport inégal, ou la menace d’une telle atteinte. Le harcèlement sexuel s'entend de tout comportement déplacé à connotation sexuelle raisonnablement propre ou de nature à choquer ou humilier, lorsqu'il entrave la bonne marche du service, est présenté comme une condition d'emploi ou crée au lieu de travail un climat d'intimidation, d'hostilité ou de vexation, et lorsque ce comportement est assez grave pour justifier le licenciement de son auteur. La candidature de personnes qui ont commis des infractions autres que des infractions mineures au code de la route ne sera pas retenue.

Sera dûment prise en considération l'importance d'un recrutement effectué sur une base géographique aussi large que possible. Aucune restriction ne sera imposée par l'Organisation à l'accès des hommes et des femmes, dans des conditions égales, à toutes les fonctions, dans ses organes principaux et subsidiaires. Le Secrétariat de l'Organisation des Nations Unies est un espace non-fumeurs.

La considération dominante dans l’engagement, la mutation ou la promotion du personnel est la nécessité de s’assurer les services de personnes possédant les plus hautes qualités de travail, de compétence et d’intégrité. En acceptant une offre d’engagement, les membres du personnel sont soumis(es) à l’autorité du Secrétaire général, qui peut leur assigner l’une quelconque des tâches ou l’un quelconque des postes de l’Organisation des Nations Unies, conformément à l’alinéa c) de l’article 1.2 du Statut du personnel. Dans ce contexte, tous les membres du personnel recrutés sur le plan international sont tenus de changer de fonctions périodiquement à l’intérieur d’un même lieu d’affectation ou dans un autre lieu d’affectation, dans les conditions fixées par le Secrétaire général.

Les candidats sont invités à respecter scrupuleusement toutes les instructions disponibles sur la plateforme de recrutement en ligne Inspira. Pour des informations plus détaillées, ils ou elles peuvent consulter le manuel d'instructions pour le candidat, en cliquant sur le lien hypertexte « Manuels » sur le côté supérieur droit de la page d'accueil de leur compte Inspira.

Les candidatures feront l'objet d'une évaluation et d'un examen préalables sur la base des informations soumises conformément aux critères d'évaluation de l'avis de vacance de poste et aux dispositions législatives internes applicables de l'Organisation des Nations Unies, notamment la Charte des Nations Unies, les résolutions de l'Assemblée générale, le Statut et le Règlement du personnel, les textes administratives et les directives. Les candidats doivent fournir des informations exhaustives et précises conformément aux instructions fournies sur la plateforme Inspira. Une fois la candidature envoyée, aucune modification, suppression ou révision, ni aucun ajout ou changement ne pourra être fait. Il sera procédé à une vérification des références des candidats faisant l'objet d'une attention particulière pour s'assurer de l'exactitude des renseignements qu’ils ont fournis dans leur candidature.

Les avis de vacance de postes publiés sur le Portail des carrières sont retirés à 11:59 p.m. (heure de New York), le jour de la date limite de dépôt des candidatures.

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Désolé, cet appel à candidature n'est plus disponible.
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