vacance de poste

Intitulé publication: CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT, P4 (Temporary Job Opening)
Intitulé code d’emploi: Chef du groupe de la gestion des ressources humaines
Département / Bureau: Base de soutien logistique des Nations Unies
Lieu d'affectation: BRINDISI
Période de candidature: 12 mai 2022 - 21 mai 2022
No de l’appel á candidature: 22-Human Resources-UNLB-181389-J-Brindisi (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

The United Nations Global Service Centre (UNGSC) provides critical geospatial, Information and Telecommunications Technologies services and Training to all peacekeeping and special political missions around the world as well as to other UN Offices, Agencies Funds and Programs.
This position is located within the Human Resources Unit in the Central Service of the United Nations Global Service Centre (UNGSC) in Brindisi, Italy.
The incumbent reports to the Chief Central Service.

Responsabilités

The Chief Human Resources Officer is responsible for a fully integrated and regulatory compliant human resources and travel and visa unit for the UNGSC including tenant units comprised of; Standing Policy Capacity, Standing Justice and Standing Corrections, Strategic
Air Operations Centre, the Aviation Safety Assurance and Safety Promotion Unit and the Field Central Review Bodies Unit.
He/she serves as the Human Resources Adviser to the senior leadership team and hiring managers for human resources planning and management, policy implementation and monitoring in order to ensure that HR and the organizational strategy are aligned and responsive to the evolving changes in mandate and phase, operational priorities and budgetary imperatives. This position is responsible for two locations Valencia, Spain and Brindisi, Italy.

Within delegated authority, the Chief Human Resources Officer will be responsible for the following duties

Human Resources Management:
Advises Senior Management on Human Resources policies and practices and provides direction and coherence to all HR activities and systems for the UNGSC.
•Supervises the process of knowledge/awareness building amongst program managers, senior management and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority.
•Provides advice on interpretation and application of policies, regulations and rules. Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to DOS, where necessary.
•Responsible 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. Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs 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 review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies.
•Represents Senior Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate.
•Reviews/approves administrative paperwork pertaining to staff members administered by the section integrated team.
•Liaises with the Department of Operational Support on all HR-related issues.

Planning and Budget:
•Participates in the UNGSC's planning process throughout its the mission life cycle for determining the staffing requirements, and advises on emerging capacity gaps in accordance with the UNGSC's mandate.
•Participates in the budget development process and provides advice to the Senior Management Team on the human resources requirements and organizational structure of all sections based on the DOS' guidelines on budget review.
•Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on Staffing table and Post Management.

Travel and Visa:
•Oversees the administration of travel for staff and dependents.
•Ensures accurate issuance of visa for staff, dependents and visitors.
•Monitors compliance with strategic indicators.
•Procures Travel related service providers.

Performance Management:
•Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system.
•Oversees training/orientation program 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.
•Reviews Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.

Career Development:
•Advises on training opportunities staff; plans and prepares the UNGSC training budget in coordination with the training service. Particular attention will be given to developing and implementing career development paths for national staff members.
•Provides regular information on global vacancies and opportunities for the generic rostering system and works as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling.

Administration of Justice:
•Works with interested parties such as the Staff Association(s), the Conduct and Discipline component and the leadership team, the CHRO will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. This includes preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
•In coordination with senior management and DOS, the CHRO will also coordinate the responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the UNGSC.

Capacity Building:
•Assesses the level of skills, expertise and knowledge of the HROs and HRAs and ensures the provision of training programs including the use of HR IT systems.
•Establishes and manages a Discussion Forum to provide adequate level of understanding of HR policies among the staff at large.

Other:
•Develops a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action.
• 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 the Chief of Security and the Welfare Officers, the CHRO works on the responses to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with DOS.
•Performs other related duties as required

Compétences

Professionalism:
Demonstrated in-depth 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.

Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently.

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.

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.

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.

Formation

Advanced university degree in human resources management, business or public administration, social sciences or a related field is required. A first level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree

Expérience professionnelle

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

Experience in the strategic and operational application of human resources management policies/practices is required.

Experience in all areas of HR Services including staff selection, talent management and the administration of benefits and entitlements is required.

Progressive experience managing and leading teams is required.

Experience working in a multicultural, international organization is desirable

Experience in managing a travel and visa team is desirable.

Practical experience with workforce planning and change management initiatives is desirable.

Connaissances linguistiques

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English (oral and written) is required.

Méthode d'évaluation

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

Notice spéciale

• This position is temporarily available until until 10 June 2023.with possibility of extension . If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment.

• While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post.

• Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station.

• This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.

• Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

• Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

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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