Job Opening

Posting Title: Chief of Human Resources Policy Section, P5
Job Code Title: CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT
Department/Office: Department of Management Strategy, Policy and Compliance Office of Human Resources
Duty Station: NEW YORK
Posting Period: 08 July 2022 - 05 September 2022
Job Opening Number: 22-Human Resources-DMSPC OHR-184567-R-New York (G)
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 Policy Section, Strategy and Policy Development Service, Global Strategy and Policy Division, Office of Human Resources, Department of Management Strategy, Policy and Compliance.

The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It works closely with stakeholders across the Secretariat the UN system to provide forward-looking policies and authoritative policy advice and guidance, and ensures solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff.

The Chief of the Human Resources Policy Section reports to the Chief, Strategy and Policy Development Service, Office of Human Resources.

Responsibilities

Within delegated authority, the Chief of Section will be responsible for the following.

• Plans and oversees the development of innovative and continuous improvements of the United Nations Secretariat human resources policies in support of strategic objectives, evolving business needs, and lessons learned from policy implementation, including jurisprudence, aiming at simplification and streamlining of the Organization’s policy framework.
• Ensures the development and maintenance of United Nations Secretariat human resources policies is client centric, evidence-based and focuses on substantive simplification following a risk-based approach.
• Proactively and consistently consults with all relevant internal and external stakeholders on policy development and/or revision, working closely with policy business owners, senior management, staff representatives, UN Funds and Programmes and other stakeholder groups.
• Provides policy advice to senior management on the implementation of the human resources policy framework, including recommendations for policy exceptions in line with principles of fairness and consistency.
• Advises entities (e.g. operational counterparts) on complex human resources policy issues including individual cases to ensure consistent application of policies throughout the Secretariat and harmonization at the UN Common system level, where applicable.
• Prepares substantive inputs for various Secretary-General’s reports on human resources policy issues for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, the Fifth Committee of the General Assembly and other policy-making organs, as appropriate. Represents and/or supports senior management in representing the Secretary-General in these inter-governmental bodies.
• Prepares substantive inputs for position papers, briefing and/or background notes, presentations, statements, etc. on human resources policy issues; and conducts related research to support the participation of management representatives in the work of the Staff Management Committee.
• Supports senior management in representing the Secretariat in the sessions of the International Civil Service Commission and the Human Resources Network of the Chief Executives Board, including related sub-committees and working groups.
• Prepares inputs for the annual work programme and budgets of the Division, determining priorities, resources’ needs and allocating resources for the completion of qualitative outputs and their timely delivery.
• Manages the Section’s administration and programmatic planning including supervising staff, evaluating performance, guiding and developing staff through the review of their work, preparation of the Section’s budgets completing performance reports; conducting recruitment processes from advertising of vacancy through assessment of candidates to selection recommendations.

Competencies

Professionalism: Knowledge of human resources strategy and policy work. Ability to conceptualize and develop proposals for implementation of innovation and continuous improvement of the United Nations Secretariat human resources policies in support of strategic objectives, evolving business needs, and lessons learned from policy implementation, aiming at simplification and streamlining of the administrative framework. Ability to apply UN rules, regulations, policies and guidelines in work situations. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to lead teams through innovation and transition. 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.

Communication: Proactively and consistently consults with stakeholders on policy development and revision. 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.

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.

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.

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

An advanced university degree (Master’s degree, or equivalent) in human resources management, business or public administration, social sciences, law or related fields is required. A first-level degree (Bachelor’s degree or equivalent) in the specified fields of studies in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of ten years of progressively responsible professional experience in human resources management, of which at least five years at the international level, is required.

Experience with human resources policy development and policies and procedures in the international context is required.

Experience in handling complex organizational issues in a multicultural setting at the international level is required.

Change management experience is desirable.

Experience in the United Nations system or other international organization is desirable.

Experience in field locations is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in oral and written 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 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 31 March 2022, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, China, Comoros, Cuba, Cyprus, Democratic People's Republic of Korea, Djibouti, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Haiti, Israel, 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, Panama, Papua New Guinea, Paraguay, Qatar, Republic of Korea, Saint Lucia, Saint Vincent and the Grenadines, Samoa, San Marino, Sao Tome and Principe, Saudi Arabia, Solomon Islands, Somalia, South Sudan, Thailand, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.

Staff members of the United Nations Secretariat must fulfil 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 letter.

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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