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Job Opening
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Posting Title: |
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Chief of Section, Human Resources Management, P5
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Job Code Title: |
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CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT
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Department/ Office: |
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Office of Human Resources Management
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Duty Station: |
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NEW YORK
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Posting Period: |
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11 December 2013-8 February 2014
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Job Opening number: |
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13-HRE-DM OHRM-31833-R-NEW YORK(G)
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Staffing Exercise ID: |
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N/A
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United Nations Core Values: Integrity, Professionalism, Respect for Diversity
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Org. Setting and Reporting
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This position is located in the Staffing Service in the Strategic Planning and Staffing Division, Office of Human Resources Management. The Chief, Examinations and Tests Section (ETS) will report directly to the Chief of Staffing Service.
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Responsibilities
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Within limits of delegated authority, the Chief of the Examinations and Tests Section will be responsible for the following duties:
• Plans and oversees the management of activities undertaken by the Examinations and Tests Section.
• Ensures that substantive work programmes and programmed activities are carried out in a timely fashion;
• Coordinates diverse projects in ETS and, in liaison with other organizations of the United Nations System, donors and agencies as appropriate.
• Manages and provides guidance to staff at different levels in the section in carrying out their activities, and facilitates their training and development.
• Identifies issues and opportunities for change and develop a new assessment approach and methodology.
• Manages the review of the current process and mechanisms for assessment for regular recruitment.
• Develops and implements change management strategies and plans on the new assessment approach and methodology.
• Manages the continued improvement on the processes and methodologies for all competitive examinations and assessments, including the Young Professionals Programme (YPP) examinations, Language Competitive Examinations (LCE), Language Proficiency Examinations (LPE), and competitive examinations and assessments for recruitment of staff in the General Service and related categories.
• Provides substantive input in the preparation of position papers and reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, the General Assembly and other policy-making organs, as appropriate.
• Recruits staff for Section taking due account geographical and gender balance and other institutional values.
• Liaises with Member States on examinations.
• Performs other duties as required.
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Competencies
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• PROFESSIONALISM: 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. 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.
• 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.
• ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.
• MANAGING PERFORMANCE: Delegates the appropriate responsibility, accountability and decision-making authority. Makes sure those 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.
• JUDGEMENT/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.
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Education
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Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree.
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Work Experience
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A minimum of ten years of progressively responsible experience in human resources management, administrative services or related area. Experience with talent management information systems or tools such as Peoplesoft is required. Experience with change management initiatives is required. Experience in the area of talent management or assessment is desirable. Experience in business process re-engineering and improvement of processes and services, and change management is desirable.
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Languages
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English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in oral and written English is required. Knowledge of French and/or Spanish is desirable.
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Assessment
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Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
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Special Notice
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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.
Staff members of the United Nations Secretariat must fulfill 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 note.
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United Nations Considerations
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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.
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No Fee
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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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