vacance de poste

Intitulé publication: Spécialiste des ressources humaines, P4
Intitulé code d’emploi: Spécialiste des ressources humaines
Département / Bureau: L'Autorité Internationale des Fonds Marins
Lieu d'affectation: KINGSTON
Période de candidature: 04 novembre 2022 - 31 décembre 2022
No de l’appel á candidature: 22-Human Resources-ISA-194539-R-Kingston (R)
Staffing Exercise N/A
Valeurs fondamentales de l'ONU: intégrité, professionnalisme, respect de la diversité
Cadre organisationnel

The position is in the Office of Administrative Services (OAS) of the International Seabed Authority (ISA) and reports directly to the Director of OAS.

The Office of Administrative Services provides general administrative and management support to the Secretariat. Its functions include financial management and control, preparation of proposed budgets, assessment of contributions of member States, recruitment of staff and contractors, personnel management, procurement of goods and services, communications and information technology services, and security.

The applicant is expected to be experienced in all matters within the full range of human resources management issues of the administrative unit and to use initiative to resolve problems and identify exceptions. The applicant is also expected to adhere to applicable ISA and UN guidelines, policies and procedures while undertaking these duties.


Within limits of delegated authority, the Human Resources Officer will be responsible for, but not limited to, the following duties:

• Provide advice and support the Director and staff on human resources related matters.
• Initiates and coordinates actions covering the entire span of human resources staffing activities (classification reviews, recruitment, placement, reassignment, promotion, performance management, separation, as well as mobility, career development, gender equality and staff management relations), ensuring consistency in the application of the staff rules and human resources procedures.
• Provides substantive advice with respect to conditions of service, duties and responsibilities, and privileges and entitlements, under the Staff Rules and Regulations.
• Develops and implements new human resources policies, practices and procedures to meet the evolving needs of ISA..
• Promotes staff welfare and security, including through adequate consultations between staff and management, and the application of transparency, responsibility, accountability, due process, equity and fairness in the management of human resources.
• Develops polices and practices for the provision of health care to staff.
• Keep abreast of developments in all areas of human resources in the Authority and at the United Nations.
• Coordinates outreach activities in relation to workforce planning and critical vacancies.
• Monitors and ensures the implementation of human resources policies, practices and procedures.
• Prepare reports and participate and/or lead special human resources projects.

Recruitment and Placement
• Identify upcoming vacancies; prepare vacancy announcements, review applications and provide a short-list for recruitment
• Arrange and conduct interviews to select candidates; review recommendation on the selection of candidate by Senior Management to include gender and diverse geographic representation in selection; serve as Ex-Officio in Appointment and Promotion Bodies, examination boards (e.g. interview panel) and prepare and present cases to these bodies.
• Prepare job offers for successful candidates.
• Monitor and evaluate recruitment and placement-related activities and recommend changes or corrections related to procedures as necessary.
• Supervise and monitor the work of the Human Resources Assistant in carrying out all human resources administrative transactions, including preparation of personnel actions, maintenance of staffing tables and processing of contracts.

Administration of Entitlements and Travel
• Provide advice on interpretation and application of policies, regulations and rules; review and provide advice on exceptions to policies, regulation and rules.
• Administer and provide advice on salary and related benefits; determine and recommend benefits and entitlements for staff on the basis of contractual status;
• Review policies and procedures and recommend changes as required;
• Review and recommend level of remuneration for consultants.
• Process education grant claims.
• Supervise and monitor the implementation of ISA policies and practices on travel related entitlements applicable to staff, consultants, and Member States delegates.
• Monitors and oversees travel, leave entitlements and shipments of staff members.

Performance management
• Supports ISA in the implementation of the performance appraisal system and monitors its proper implementation of the performance management system.
• Provide performance management advice to staff and management; assist supervisors and staff with understanding and using the performance reporting system.

Staff development and career support
• Identify and analyze staff development/training and career support needs and design programmes to meet identified needs; prepare monitoring reports on staff development and career support programmes;
• Conduct training assessment needs and act as Co-ordinator of the Language Training Programme;
• Develop training plans and monitor compliance with mandatory training requirements;
• Provide advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories;
• Design, plan, monitor and provide induction orientation programme and briefing to new staff members;

Other duties
• Advise and counsel staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements;
• Provide guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
• Conduct and co-ordinate salary surveys assessing the labour market, establish salaries and related allowances of locally-recruited staff;


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.

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.

Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

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 the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Managing Performance: Delegates the appropriate responsibility, accountability and decision- making authority; Makes sure that roles, responsibilities and reporting lines are clear to each staff member; Accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; Monitors progress against milestones and deadlines; Regularly discusses performance and provides feedback and coaching to staff; Encourages risk-taking and supports creativity and initiative; Actively supports the development and career aspirations of staff; Appraises performance fairly.


Advanced university degree (Master’s degree or equivalent) in human resources management, organizational development, business or public administration, social sciences, education, law or related field. A relevant first-level university degree in combination with two additional 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, administration, law or related area is required.

Experience in managing a diverse work unit is required.

Experience with management of benefits and entitlement is desirable.

Experience working with the human resources module of an Enterprise Resource Planning (ERP) system is desirable.

Experience in supporting an organization-wide change management programme is desirable.

Connaissances linguistiques

English and French are the working languages of the Authority. For the post advertised, fluency in English is required. Knowledge of another UN official language is an advantage.

Méthode d'évaluation

Qualified applicants may be evaluated through a competency-based interview and/or other assessment methods.

Notice spéciale

Candidates eligible for consideration must also be nationals of ISA Member States.

Consideration is given to achieving diverse gender, geographical and economic representation at the ISA, to the extent possible.

ISA reserves the right to not make any appointment to the vacancy, and/or to make an appointment at a lower level from the one advertised.

All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. On-line applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgement within 24 hours of submission, your application may not have been received. If the problem persists, please seek technical assistance through the Inspira "Need Help?" link.

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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