This position is in the Anti-Racism Team (ART) in the Office of the Under-Secretary-General for Management Strategy, Policy and Compliance.
The Department of Management Strategy, Policy and Compliance, based out of UN Headquarters in New York, plays a critical role in realizing the Secretary-General's vision of a more agile, effective, transparent, accountable, decentralized and people-focused United Nations that supports renewed vitality and innovation and that empowers management, staff and partners to better deliver on organizational mandates.
ART is responsible for high-level oversight, coordination, monitoring, advocacy, mainstreaming, and long-term sustainability of the activities of implementing departments and offices in addressing racism and racial discrimination in the United Nations Secretariat.
The Senior Human Resources Officer reports to the Director of the Anti-Racism Team.
Within delegated authority, the Senior Human Resources Officer will be responsible for the following duties:
Policy and strategic management
• Provides policy guidance to the Director on strategy development and management of the implementation of overall human resources strategies, policies and procedures on actualizing the strategic action plan on addressing racism in the UN.
• Designs, implements and iterates initiatives that encourage and empower staff and non-staff personnel to speak out against racism and racial discrimination at the workplace and adopt a zero-tolerance towards this behaviour.
• Ascertains and collates feedback on all ongoing awareness and dialogue initiatives and applies any lessons learned to subsequent actions in addressing personal and interpersonal racism at the workplace.
• Works cooperatively and collaboratively with the Senior Programme Management Officer and other key stakeholders in implementing meaningful and sustained organizational change.
• Proactively manages issues and proposes resolutions to problems, recognizes when things veer off course, liaises with relevant parties, identifies and initiates follow-up actions, and escalates to senior management and governance bodies as necessary.
• Collaborating with the Senior Programme Management Officer, participates in identifying levers, entry points and opportunities within the Organization to shape, promote, motivate and engage United Nations personnel against racism and racial discrimination.
• Contributes to reports to intergovernmental bodies on the performance of the strategic action plan.
• Represents the Organization at inter-agency meetings, task forces, seminars, working groups, coordination meetings, discussions and conferences, providing substantive expertise as appropriate.
• Ensures effective utilization, supervision and development of staff. Guides, evaluates and mentors staff and facilitates professional development opportunities within the work scope.
Communications and Engagement
• In partnership with the Department of Global Communications, leads the design, implementation, and refinement of a communications strategy to raise awareness, promote reporting, and transform organizational culture through the institutionalization of a zero-tolerance approach towards racism and racial discrimination.
• Leads the preparation of a bi-monthly anti-racism newsletter highlighting ART's activities and provides updates on implementing the strategic action plan and change management initiatives.
• Develops products on anti-racism for frequent communication to United Nations personnel to facilitate understanding of the value of racial diversity, multilingualism and multiculturalism, enshrine the Organization's values and behaviours, and provide tools for addressing deep-rooted racism and racial discrimination.
• Ensures relevance, consistency, integration, alignment, and appropriate timing of messages across the global Secretariat.
• Collaborates with all Anti-Racism Advocates and Staff Unions to inform and educate staff members about national days, cultural events and holidays, and appreciation of all cultures at their duty stations.
• Leads the development of communication materials for UN entities and Anti-Racism Advocates.
Training and learning
• Contributes to the design, development and delivery of training programs on anti-racism and anti-discrimination.
• Participates in OHR's assessment of anti-racism and anti-discrimination training in the Organization's broader training and life-long learning goals.
• Advises and connects staff members and teams to relevant anti-racism, conflict resolution and internal justice resources.
Advocacy, dialogue and awareness
• Develops, guides, and oversees various advocacy strategies, tools and tactics to move senior leaders, middle managers, staff and non-staff personnel to action.
• Collaborates with the United Nations Ombudsman and Mediation Services to continue mainstreaming the dialogues and awareness campaign on racism at the workplace; and prepares a plan towards transitioning the dialogues to ART.
• Establishes a strategy to increase UN personnel engagement in the dialogue and awareness campaign.
• Engages monthly and supports the activities of the Anti-Racism Advocates and other interest groups in supporting the implementation of items in the strategic action plan assigned to UN entities.
• Coaches stakeholders and focal points to upskill and increase change management capabilities in addressing racism at the United Nations Secretariat.
Internal justice system
• Advises and connects United Nations personnel to relevant anti-racism, conflict resolution and internal justice resources.
• Provides support to the external review of current processes, capabilities and capacity of internal justice mechanisms at the United Nations to streamline the approaches to deal with racism and racial discrimination, including the consideration of established deadlines for addressing reported allegations of claims of racism and racial discrimination, similar to those in management evaluation.
• In collaboration with entities involved in the disciplinary, accountability and the system of the administration of justice, participates and supports efforts to improve their ability to record, retrieve and analyze data on racism and racial discrimination.
• Coordinates and leads the development and publication of a guide in all official languages on where to report bigotry at the workplace.
• Collaborates with the Administrative Law Division's external independent sample review of past complaints of racism to enhance the handling of complaints, reporting, trust and accountability in addressing racism in the Secretariat.
Special Assistant to the Special Advisor of the Secretary-General
• Provides direct support to the Special Advisor of the Secretary-General on Addressing racism in executing their mandate on implementing the strategic action plan.
• Monitors and reports on the utilization of grants to the Office of the Special Advisor in line with the agreement between the United Nations and the respective Member States.
Professionalism: Knowledge on issues pertaining to racism and racial discrimination in the workplace; knowledge about the design, implementation, and refinement of strategies and actions to raise awareness and promote diversity, equity and inclusion in the workplace; Ability to identify issues, analyze them and participate in their resolution; Ability to conduct data collection and analysis and to relate the findings to a wider audience both orally and in writing. Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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: 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.
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.
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.
Empowering others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work. Encourages others to set challenging goals. Holds others accountable for achieving results related to their area of responsibility. Genuinely values all staff members' input and expertise. Shows appreciation and rewards achievement and effort. Involves others when making decisions that affect them.
Advanced university degree (Master's degree or equivalent) in human resources management, law, business or public administration, social sciences, education or related area is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
A minimum of ten years of progressively responsible experience in human resource management, project or programme management, administration or related area is required.
Experience in a multi-cultural, international setting is required.
Experience in leading high-level organization initiatives, senior office assignments in international organizations, including a Front Office setting, is required.
Experience in policy formulation and organizational reform is required.
At least 5 years of managerial experience leading and managing large teams in international or non-governmental organizations is required.
Experience in building and maintaining effective partnerships across organizations is required.
Experience with communication strategy development is desirable.
Experience in organizational legal framework (such as systems, policies, practices and procedures) of UN or comparable organizations is desirable.
Experience of the United Nations or comparable international organization legislative machinery is desirable.
English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of another official United Nations language is an advantage.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate.
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.
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.
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.
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.
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.
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.