Job Opening

Posting Title: HUMAN RESOURCES OFFICER, P4
Job Code Title: HUMAN RESOURCES OFFICER
Department/Office: United Nations Joint Staff Pension Fund - Pension Administration
Duty Station: NEW YORK
Posting Period: 13 January 2022 - 26 February 2022
Job Opening Number: 22-Human Resources-UNJSPF PA-170320-R-New York (O)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Org. Setting and Reporting

This position is located in the Business Support Services Unit (BSSU) of the United Nations Joint Staff Pension Fund (UNJSPF). The incumbent reports the P-5 Chief, BSSU.

The United Nations Joint Staff Pension Fund was established in 1949 by the United Nations General Assembly to provide retirement, death, disability, and related benefits for staff upon separation of their service with the United Nations and other member organizations of the Fund. The Pension Fund pays benefits in 17 currencies to more than 80,000 beneficiaries who reside in 190 countries, and services more than 134,000 participants who work in the 25 Member Organizations of the Pension Fund.

The Fund is administered by the United Nations Joint Staff Pension Board, the Chief Executive of Pension Administration, a staff pension committee for each member organization, and a secretariat to each such committee. Investments are managed by the Office of Investment Management (OIM), which reports to the United Nations Secretary-General through his Representative for the investment of the assets of the Fund. In addition, the Secretary of the Pension Board reports to the Pension Board.

The day-to-day management of the Fund’s operations is entrusted to the Chief Executive of Pension Administration, who reports to the Pension Board. These duties include contribution management, entitlement processing, benefits management as well as client servicing. The Fund has offices in New York (United States) and Geneva (Switzerland) and two liaison offices in Nairobi (Kenya) and Bangkok (Thailand), respectively.

Responsibilities

Within limits of delegated authority, the Human Resources Officer will be responsible for the following duties:
General
• Develops and implements new human resources strategies, policies, practices, and procedures to meet the organization's evolving needs.
• Monitors and ensures the implementation of human resources policies, practices, and procedures.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources projects.
• Plans, organizes, manages and supervises the work of the Human Resources Team.

Recruitment and placement
• Projects and monitors vacant posts of assigned level/group, and ensures adherence to policies and procedures in filling these posts.
• Recommends guidelines on promotion and placement of staff.
• Oversees preparation of vacancy announcements, reviews applications, and provides short-lists to substantive offices.
• Reviews recommendations on the selection of candidates by client offices.
• Oversees the preparation of job offers for successful candidates.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.
• Represents the Organization with the full delegation of authority in discussions with senior officials on recruitment and other human resources matters.

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.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the electronic performance appraisal system (ePAS).

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.
• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.

Competencies

• 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.

• 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.

Education

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or 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

A minimum of seven years of progressively responsible experience in human resources management, administration or related field is required.

Experience in the administration of staff contracts, benefits, and entitlements at the United Nations or a comparable international organization is required.

Experience in the use of major Enterprise Resource Planning (ERP) tools for HR administration and recruitment systems (SAP, People Soft, Oracle) is required.

Experience implementing or developing change management or improvement initiatives is desirable.

Experience with the system of administration of justice in an international organization is desirable.

Experience designing and/or implementing strategies to improve gender, diversity, and inclusion 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 another official United Nations language is an advantage.

Assessment

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

Special Notice

The applicable human resources procedures are governed by a Memorandum of Understanding (MoU) between the UNJSPF and the UN Secretariat.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff members are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

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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