Job Opening

Posting Title: HUMAN RESOURCES OFFICER, FS6 (Temporary Job Opening)
Department/Office: United Nations Multidimensional Integrated Stabilization Mission in Mali
Duty Station: GAO
Posting Period: 24 November 2022 - 30 November 2022
Job Opening Number: 22-Human Resources-MINUSMA-196089-J-Gao (M)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Sorry, this job opening is no longer available.

Org. Setting and Reporting

This position is located in the Human Resources Service Section of the United Nations Multidimensional Integrated Stabilization Mission in Mali (MINUSMA) in GAO and the incumbent will report to the relevant Chief of Units within Human Resources Section.


1. Travel, Visa, Shipment, Individual Uniformed Personnel Unit:
• Manage all travel related activities in respect of Uniformed Personnel and other categories of non-staff; coordinate
medical evacuation and repatriation of Human remains;
• Obligate funds through Fund Commitments to cover Daily and Recreational Allowances payments requests to
Troops Contributing countries (TCC) and Police Contributing Countries (PCC);
• Ensure Travel/ Shipments Approver functions (TSA), certify the processing of the Daily and Recreational
Allowances payments requests as per the approved Strength.

2. Client Support Services (civilian staff):

• Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating
merit of each case and makes recommendation for a resolution/s;
• Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and
recommends revisions where necessary;
• Administration of entitlements and benefits;
• Advises the CHRO on the development, modification and implementation of United Nations policies and practices
on entitlements;
• Represents the office in joint bodies and working groups relating to salaries and other conditions of service;
• Participates in the process of knowledge/awareness building amongst managers 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;
• Focal point for liaison and co-ordination with Regional Service Centre Entebbe (RSCE).

3. Administration of Justice:
• Researches and compiles the mission’s responses to formal and informal requests emanating from different entities
under the Administration of Justice (AoJ) system;
• Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of
resolving them at the lowest practical level;
• Contributes to the development of preventive activities such as training and sharing best practices and recent
jurisprudence related to human resources management.

4. Recruitment and Staff Selection :
• Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies,
preparing job openings, reviewing and screening of candidates;
• Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities
are in line with the approved or classified documents;
• Conducts preliminary review, prepares and submits recruitment cases to Field Central Review Bodies (FCRB).
• Arranges and conducts interviews for selection of candidates;
• Reviews recommendation on the selection of candidate by client offices.
• Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and
establishing new procedures on recruitment and staff selection;
• Coordinates and administers tests related to recruitment of professional, general service and other categories of

5. Policy Support:
• Contributes to the monitoring and evaluation of the implementation of delegated authorities, Service Level
Agreements, HR indicators, and the Senior Managers' Compact;
• Conducts research on precedents, policy rulings and procedures;
• Assists in preparing policy papers, position papers and briefing notes on issues related to human resources
• Organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation,
status of HR reforms and other organizational change initiatives etc.;
• Contributes to the development of 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;
• Assist with the development of a communication strategy with outreach on HR issues and regular formal and
informal meetings;
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with
work and entitlements;
• Monitors the full-compliance of e-Performance and provides input to the establishment of a Rebuttal Panel and
acts as their facilitator and ex-officio member;
• Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance
Improvement Plan to improve performance;
• Performs other duties as required.


Extensive training in the Organization’s human resources management practices, policies and procedures, especially related to post management; skills in databases, Enterprise Resource Planning (ERP) and other Human Resources Systems. 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& 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

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.


A high-school or equivalent diploma is required. Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education, or related field experience is desirable.

Work Experience

At least 10 years of progressively responsible experience in human resources management, administration or related area is required. The minimum year of relevant experience is reduced to 5 years for candidates who possess a first level university degree.

At least 5 years of experience with hands-on management of benefits and entitlements of staff in a large organization is required.


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


Evaluation of qualified candidates may include an informal interview.

Special Notice

• This position is temporarily available for six months. 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.

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


Sorry, this job opening is no longer available.
Home | Privacy notice | Site map | Fraud alert | Contact Us
Copyright 2023 United Nations. All rights reserved