Job Opening

Posting Title: CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT, P5
Job Code Title: CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT
Department/Office: Economic Commission for Latin America and the Caribbean
Duty Station: SANTIAGO
Posting Period: 12 October 2021 - 25 November 2021
Job Opening Number: 21-Human Resources-ECLAC-165336-R-Santiago (R)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Org. Setting and Reporting

This position is located in the Human Resources Section, Division of Administration, in ECLAC, Santiago, Chile. The Chief of Human Resources Section will report to the Chief of the Division of Administration.

The Economic Commission for Latin America and the Caribbean is one of the five regional Commissions of the United Nations. It was founded in 1948 with the purpose of contributing to the region's economic and social development. Its mission includes the design, monitoring and evaluation of public policies and the provision of advisory services, expertise and training to Governments, as well as support for regional and international cooperation and coordination activities. Please visit our website at www.eclac.org for further information.

Responsibilities

Under the overall supervision of the Chief of the Division of Administration, the Chief of Human Resources Section will be responsible for the following duties:

General
•Plans, organizes, manages and supervises the work of the Unit/Section assigned.
•Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
•Monitors and ensures the implementation of human resources policies, practices and procedures.
•Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
•Represents the Organization in negotiations with staff, staff representatives and at interagency bodies dealing with human resources questions.

Recruitment and placement
•Identifies recruitment needs and priorities, develops and implements recruitment strategies, and conducts targeted recruitment campaigns.
•Monitors and ensures timely filling of posts in accordance with established policies and procedures.
•Approves issuance of vacancy announcements, oversees and clears recruitment, promotion and placement submissions to appointment and promotion bodies. Approves mission replacements and lateral transfers within Departments.
•Reviews short lists and participates in interviews for high level posts.
•Represents the office as an ex-officio member in appointment and promotion bodies, Central Examination Board and Central Recruitment Examination Board, provides guidance on policy relating to recruitment, placement and promotion, and reviews appointments.
•Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
•Manages and administers the National Competitive Examinations, G to P Examinations, Language professionals, examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
•Organizes and administers assessment centers in support of professional recruitment.
•Manages the Internship Programme. Administration of entitlements
•Monitors and ensures the implementation of appropriate conditions of service and entitlements.
•Identifies needs and proposes changes to conditions of service as required.
•Provides advice on interpretation and application of policies, regulations and rules. Approves recommendations on exceptions to policies, regulations and rules.
•Represents the office in joint bodies and working groups on conditions of service.
•Oversees and approves benefits and entitlements of staff and level of remuneration for consultants.

Staff development and career support
•Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
•Monitors and ensures the implementation of staff development and career support programmes.
•Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
•Provides performance management advice to staff and management. Assists the Heads of Departments/Offices with the implementation of the Performance Management and Development System (e-Performance).

Other duties
•Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
•Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
•Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
•Reviews and approves classification analysis of jobs in Professional and General Service and related categories.
•Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally recruited staff.
•Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
•Coordinates duty station classification and subsistence allowance surveys.
•Prepares policy papers, position papers and briefing notes on issues related to examinations and tests.

Competencies

Professionalism:
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.

Leadership:
Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands.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.

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.

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.

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.

Education

Advanced university degree (Master's degree or equivalent) 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.
The successful candidate will require an additional internal certification review to confirm the designation to carry out significant functions in human, financial or physical resources as well as information and communications technology

Work Experience

A minimum of ten years of progressively responsible experience in human resources
management, administrative services, programme management or related area is required.

Experience in supporting senior managers in administrative, programmatic and strategic
matters is desirable.

Experience providing advice and support to senior management in the implementation of
work programmes by providing programmatic and policy issues related analysis desirable.

Experience in the United Nations is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this position, fluency in English and Spanish is required.

NOTE: ''Fluency'' equals a rating of ''fluent'' in all four areas (speak, read, write, and understand)

Assessment

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

Special Notice

- Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover note.
- Candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.
- 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.
- A staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments.

- 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. ECLAC is fully committed to the implementation of the UN system-wide strategy on Gender Parity introduced by the Secretary-General in September of 2017.
- A staff member holding a temporary appointment who is recruited in the Professional and above categories, on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments.
• For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 April 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, Somalia, South Sudan, Suriname, Timor-Leste, Turkey, 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.

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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