Associate Human Resources Officer [temporary], New York, United States At Department of Safety and Security

Closing date: Monday, 20 March 2023

Posting Title: ASSOCIATE HUMAN RESOURCES OFFICER, P2 (Temporary Job Opening)

Job Code Title: ASSOCIATE HUMAN RESOURCES OFFICER

Department/Office: Department of Safety and Security

Duty Station: NEW YORK

Posting Period: 14 March 2023 – 20 March 2023

Job Opening Number: 23-Human Resources-DSS-204255-J-New York (R)

United Nations Core Values: Integrity, Professionalism, Respect for DiversityOrganisational Setting and Reporting

The Department of Safety and Security (UNDSS) is responsible for providing leadership, operational support and oversight of the United Nations Security Management System (UNSMS) globally. As a global leader in security risk management principles, UNDSS enables the safe and effective delivery of United Nations programmes and activities in the most complex and challenging environments, while maximizing precious resources. To this end, the work of the Department is aligned under a clear mission, to enable United Nations system programme activities through trusted security leadership and solutions. This position is located in the Executive Office of UNDSS. The Executive Office provides administrative support necessary for the implementation of the activities of the Department. The incumbent reports to a Human Resources/Administrative Officer. This is a unique opportunity to join a diverse, dynamic and exciting organization gaining unique and valuable experience where security provides great value. Besides the opportunity to gain new skills and further advance security expertise, this position offers a fulfilling environment that gives you satisfaction by contributing directly or indirectly to peace and security, human rights, and achievement of the Sustainable Development Goals. Simply, all humanity will be benefiting from your work. Together, we can make the world a better place. For more information on the Department, and how we make an impact on the world in enabling the achievement of SDGs, visit: https://www.un.org/undss/

Responsibilities

Within limits of delegated authority, under the overall supervision of the Senior Human Resources Officer (SHRO), and the direct supervision of the team leader, the incumbent initiates and coordinates actions covering a wide range of human resources activities for staff members of the Department of Safety and Security, both at Headquarters and in the field, ensuring consistency in the application of applicable HR rules, policies, procedures and directives. S/he will be responsible for the following: General

•  Provides advice and support to managers and staff on human resources related matters.
•  Keeps abreast of developments in various areas of human resources. Recruitment and placement
•  Takes the lead in coordinating with client offices on the planning and execution of recruitment campaigns for recruitment of professional, general service and other categories of staff.
•  Coordinates and assists client offices in the development and execution of technical and any other assessments as related to the recruitment process.
•  Prepares vacancy announcements, reviews applications, and provides a short-list to clients’ offices.
•  Reviews and facilitates the selection recommendations in coordination with client offices.
•  Prepares and presents cases to the Central Review bodies as necessary.
•  Serves as ex-officio in examinations boards, interview panels etc.
•  Monitors the work of the Human Resources Partners in carrying out all human resources administrative transactions related to recruitment including maintenance of recruitment files, reference verifications, onboarding, preparation of personnel actions, maintenance of staffing tables etc.
•  Supports DSS’ Strategic Initiatives including common rostering exercise and Management Reassignment Programme Implementation
•  Supports DSS’ Workforce Planning Strategies
•  Provides Business Intelligence reporting with analysis to clients and senior management to support decision making processes. Administration of entitlements
•  Administers and provides advice on salary and related benefits, travel, and entitlements.
•  Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. Staff development and career support training
•  Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs.
•  Provides induction orientation and briefing to new staff members. Other duties
•  Prepares classification analysis of jobs in Professional and General Service and related categories.
•  Prepares reports and analysis related to staffing tables, workforce planning and HR Strategy as applicable.
•  Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
•  Performs other duties, as and when required.

Competencies

Core Competencies:

•  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.
•  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 clients.
•  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.

Education

Advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences or related field. A first-level university degree, in combination with two additional years of qualifying experience, may be accepted in lieu of the advanced university degree. Successful completion of the HR Partners training programme for Umoja is desirable.Work Experience

A minimum of two years of progressively responsible experience in human resources management, administration or related area is required. Operational experience in HR administration in the United Nations or in similar international organization is required. Experience using Inspira or similar online recruitment tools/platform as a HR professional is required. Experience with recruitment campaigns is desirable. Experience in the application of Staff Rules and Regulations related to human resources within the UN or another similar organization is desirable. Experience with global end to end recruitment campaign including outreach and Management Reassignment Programme (MRP) implementation is desirable Experience in development of training materials, standard operating procedures and guidelines related to HR policies or HR information technology tools is desirable. Experience in using HR BI reporting tools for management analytics is desirable.Languages

English and French are the working languages of the UN Secretariat. For this position, fluency in English (both oral and written) is required. Knowledge of another UN official language is an desirable.Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.Special Notice

•  The duration of need for this temporary job opening is through 31 August 2023 with the possibility of extension. This position is funded through General Temporary Assistance Funds and is subject to budgetary approval. Any further extension of appointment will be subject to funds availability. Due to the temporary nature of the position, if the selected candidate is an internal staff member of the UN Secretariat, the selection will be recorded as a temporary assignment.
•  The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. The United Nations Department of Safety and Security (UNDSS) is taking efforts to improve gender parity, including full implementation of the UN-wide, and Departmental Gender Strategies. We are committed to providing an inclusive culture and exciting opportunities for women in the security and operations field.
•  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.
•  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.
•  Subject to the funding source of the position, 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. 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.
•  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.
•  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

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

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.

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