|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Job Opening
|
|
|
|
|
|
|
|
|
|
|
|
|
Posting Title: |
|
Human Resources Officer/ Chief of Unit, P4
|
|
Job Code Title: |
|
CHIEF OF UNIT, HUMAN RESOURCES MANAGEMENT
|
|
Department/ Office: |
|
Department of Global Communications
|
|
Duty Station: |
|
NEW YORK
|
|
Posting Period: |
|
13 January 2014-13 March 2014
|
|
Job Opening number: |
|
13-HRE-DGC-31806-R-NEW YORK(G)
|
|
Staffing Exercise ID: |
|
N/A
|
|
|
|
|
|
United Nations Core Values: Integrity, Professionalism, Respect for Diversity
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Org. Setting and Reporting
|
|
|
|
This position is located in the Executive Office of the Department of Public Information. The incumbent reports to the Executive Officer.
|
|
|
|
Responsibilities
|
|
|
|
Under the general supervision of the Executive Officer the Human Resources Officer will be responsible for the following duties:
- Develops a long-term human resources management plan for the department;
- Proposes and implements departmental decisions in personnel matters, evaluates staff needs, develops plans for staffing and is responsible for overseeing preparations and approval of relevant personnel actions;
- Oversee and approve the recruitment, separations, transfers, assignments, promotions, job classifications and other personnel matters of the department;
- Reviews and proposes departmental personnel practices and policies;
- Reviews and provides appropriate interpretation of the Organizations staff regulations, rules and practices so as to ensure consistent application of personnel policy;
- Advises and guides staff members concerning their duties, responsibilities and entitlements under the Staff Rules and Regulations and other Administrative Issuance's;
- Monitors performance evaluations, staff selection, placement and promotion procedures within the department;
- Handles questions arising from staff management relations and recommends necessary changes;
- Discusses as is required, grievances with individual staff members, supervisors, and/or staff representatives, mediates and negotiates solutions;
- Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system;
- Manages the division’s external training budget;
- Prepares and implements the work programme, ensuring that financial and human resources are utilized to implement activities in accordance with the Programme Budget and allotments used;
- Performs other duties as assigned.
|
|
|
|
Competencies
|
|
|
|
Professionalism: - Knowledge of administrative, budgetary, financial and human resources policies and procedures and the ability to apply them into an organizational structure. 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.
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 & 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
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
Judgment/ 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 that the actions proposed will satisfy the expressed and underlying needs for the decision -Makes tough decisions when necessary.
|
|
|
|
Education
|
|
|
|
Advanced university degree (Master’s degree or equivalent) in business or public administration, human resources management or related area. A first-level university degree in combination with additional two (2) years of qualifying experience may be accepted in lieu of the advanced university degree.
|
|
|
|
Work Experience
|
|
|
|
A minimum of seven years of progressively responsible experience in human resources management, administration or related field.
|
|
|
|
Languages
|
|
|
|
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in oral and written English is required. Working knowledge of a second official UN language is desirable.
|
|
|
|
Assessment
|
|
|
|
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
|
|
|
|
Special Notice
|
|
|
|
Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.
|
|
|
|
United Nations Considerations
|
|
|
|
The United Nations shall place 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. (Charter of the United Nations - Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.
|
|
|
|
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.
|
|
|
|
|
|
|
|
|
|
|
|
|