• 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. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further “stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…” Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified.
• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.
• Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.
• 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. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
• The expression “Internal candidates”, shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
• Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
• For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
• The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English
• 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.
• Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
The single, integrated and decentralized Office of the United Nations Ombudsman and Mediation Services (UNOMS), which serves the Secretariat and the funds and programmes, is the informal component of the system of the administration of justice. UNOMS serves staff and managers as a primary conduit for resolving workplace concerns through alternative ways other than the formal complaints mechanism. UNOMS also comprises a Mediation Service at Headquarters and seven regional branches (Bangkok, Geneva, Entebbe, Goma, Nairobi, Santiago and Vienna) each headed by a Regional Ombudsman.
The Office is currently looking to temporarily fill the post of the Regional Ombudsman of the branch located in Vienna.
Under the general authority of the United Nations Ombudsman and reporting to the Director of Office, the Regional Ombudsman will be responsible for the following duties in the region: Manage and direct the work of the branch. Raise awareness among staff members about the functions and mandate of the Ombudsman. Provide an impartial, independent and informal conflict-resolution mechanism for the settlement of employment-related concerns for staff in Vienna, the region and as assigned by the UN Ombudsman. Explore with staff members their options and different avenues open to them, taking into account the rights and obligations existing between the Organization and staff members. Undertake informal, independent, fact-finding, as required, on issues brought to the attention of the Office. Provide advice, counsel and coaching to all staff for handling employment-related situations. Mediate under the guidance of the Director of Mediation Services. Contact relevant actors in the various UN offices to achieve solutions to employment related problems raised. Maintain regular consultation with the Director of Office at Headquarters, conferring as appropriate on sensitive cases. Identify systemic issues and analyze policies, procedures and practices that cause tension or conflict and interpret trends. Prepare regular activity reports for the UN Ombudsman. Develop and conduct outreach activities such as workshops and trainings with a focus on conflict prevention, skills-based conflict competence and consensus-building, including developing helpful tools and presentations. Contribute on special projects. Travel to field offices as required to respond to conflict or to raise awareness as a preventive measure. Deploy to duty stations requiring urgent assistance in response to critical cases. Perform other duties as assigned.
Professionalism - Demonstrated ability to provide seasoned effective specialized advice in a broad range of conflict resolution and mediation issues. Demonstrated knowledge of the UN's rules and regulations. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns; remains calm in stressful situations.
Client Orientation - Identifies visitors needs and develops appropriate solutions with them; establishes and maintains productive partnerships’ with visitors; creates a safe, confidential environment in which people can talk and explore possible actions without fear of repercussion; shows respect and empathy for individuals.
Teamwork - Operates effectively across organizational boundaries and in a team; establishes and maintains effective working relationship s in a multicultural, multi-ethnic environment with sensitivity to and respect for diversity and gender balance.
Judgment/Decision Making - Demonstrates problem-solving skills and the ability to act impartially, independently and with complete confidentiality and integrity in the informal settlement of employment-related conflicts. Considers positive and negative impacts of decisions prior to taking them. Checks assumptions against facts.
Leadership - Serves as a role model and empowers others to translate vision into results. Drives for change through contributing to the improvement of policies and operational objectives by drawing on expert knowledge of ombuds issues, theory and practice as well as experience gained from actual cases. Establishes and maintains relationships with a broad range of people to understand needs and gain support. 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.
Advanced university degree in administration, dispute resolution, human relations, law, social sciences, management, organizational development or other relevant discipline preferred. A first level university degree with the relevant combination of qualifications and experience may be accepted in lieu of the advanced university degree. Extensive professional training in alternative conflict resolution is highly desirable.
Ten years of progressively responsible professional experience, including five at the international level in dispute resolution, managerial or related fields. Experience in dispute resolution, especially at the international level, is highly desirable.
English and French are the working languages of the United Nations Secretariat. For this position, fluency in written and spoken English is required. Knowledge of a second UN language is an asset.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
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, including but not limited to, respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to, whether they have committed or are alleged to have committed criminal offences or violations of international human rights law and international humanitarian law.
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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.
The screening and 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, including but not limited to, their education, work experience, and language skills, according to the instructions provided on inspira. Applicants will be disqualified from consideration if they do not demonstrate in their application that they meet the evaluation criteria of the job opening and the applicable internal legislations of the United Nations. Applicants are solely responsible for providing complete and accurate information at the time of application: 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 a reference-checking process to verify the information provided in the application.
Job openings advertised on the Careers Portal will be removed at midnight (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.