vacance de poste

Intitulé publication: Spécialiste des ressources humaines, P3 (Temporary Job Opening)
Intitulé code d’emploi: Spécialiste des ressources humaines
Département / Bureau: Département de l'appui opérationnel
Lieu d'affectation: NEW YORK
Période de candidature: 14 septembre 2022 - 23 septembre 2022
No de l’appel á candidature: 22-Human Resources-DOS-190846-J-New York (O)
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 Human Resources Operations Section, Headquarters Client Support Service (HQCSS), Division of Administration, New York, Department of Operational Support (DOS). The Human Resources Officer reports to the Senior Human Resources Officer, Chief of Section, HROPS/HQCSS/DOS.

In line with the Secretary-General’s management reform, effective 01 January 2019, DOS will focus on operations, services, transactions, and surge support to entities in weak environments. It will service and support the entire Secretariat - at Headquarters, the regional commissions and offices away from Headquarters and in the field.

Responsabilités

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

General
•Provides advice and support to managers, client departments and staff on human resources related matters using Umoja ERP tool.
•Prepares special reports and participates and/or leads special human resources project.
•Keeps abreast of developments in various areas of human resources.

Administration of entitlements
•Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
•Administers and provides advice on salary and related benefits, travel, and social security entitlements.
•Determines and recommends benefits and entitlements, such as dependency, education grant, rental subsidy, and language allowances for staff on the basis of contractual status.
•Reviews policies and procedures and recommends changes as required.
•Reviews and recommends level of remuneration for consultants.

Staff development and career support
•Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories.
•Designs, plans, monitors, and provides induction orientation programme and briefing to new staff members.
•Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the ePerformance appraisal system.
•Assesses training needs, identifies, designs and delivers training programmes to HR Partners as well as leads special projects.

Other duties
•Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements and reviews cases involving outside financial obligations of staff.
•Conducts and coordinates salary surveys assessing the labor market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff and provide support for audit and respond to queries.
•Prepares terms of reference for classification analysis of jobs in Professional and General Service and related categories.
•Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
•Assists in preparing policy papers, position papers, reports related to administration of staff entitlements and benefits and briefing notes on issues related to area of work.

Compétences

Professionalism: Knowledge of human resources management, in particular with regard to administration of entitlements and benefits; analytical skills; Demonstrated ability to interpret Staff Rules and apply them in operational environment; Knowledge of the United Nations common system or similar international organization’s staff rules and regulations, human resources policies, procedures and practices and ability to provide competent advice to internal team members as well as group of clients. 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.

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.

Technological Awareness: Keeps abreast of available technology; Understands applicability and limitations of technology to the work of the office; Actively seeks to apply technology to appropriate tasks; Shows willingness to learn new technology.

Formation

Advanced university degree (Master's degree or equivalent degree) in public or business administration, human resources management or related area. A first level university degree in combination with two additional years of qualifying experience may be accepted in lieu of an advanced degree.

Expérience professionnelle

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

Experience in administration of complex staff entitlements and benefits, such as education grant and dependency allowance, in the United Nations Common System or any comparable international organization is desirable.

Experience with Enterprise Resource Planning (ERP) system, Umoja or equivalent, in the area of human resources is required.

Experience with on-boarding HR platforms, such as Inspira or equivalent is desirable.

Experience with supervising junior staff 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. Knowledge of another official United Nations language 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

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.

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.

This position is temporarily available for 364 days. 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.

Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, 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.

A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. In accordance with ST/AI/1999/17 section 2.3, an SPA may only be granted to one level higher than the personal level of the staff member assigned to higher-level functions in his or her own category, whether the higher-level functions are one or several levels higher than the personal level of the staff member. Staff in the General Service and related categories temporarily placed against a post at the Professional level may receive an SPA to the P-1 or P-2 level. For information on special post allowance, please refer to ST/AI/1999/17.

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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