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Job Opening
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Posting Title: |
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HUMAN RESOURCES OFFICER, P4
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Job Code Title: |
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HUMAN RESOURCES OFFICER
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Department/ Office: |
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Economic Commission for Latin America and the Caribbean
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Duty Station: |
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SANTIAGO
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Posting Period: |
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2 March 2015-30 April 2015
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Job Opening number: |
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15-HRE-ECLAC-41145-R-SANTIAGO(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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The Economic Commission for Latin America and the Caribbean is one of the five regional Commissions of the United Nations. It was founded in 1948 with the purpose of contributing to the region's economic and social development. Its mission includes the design, monitoring and evaluation of public policies and the provision of advisory services, expertise and training to Governments, as well as support for regional and international cooperation and coordination activities. Please visit our website at www.eclac.org for further information.
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Responsibilities
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Within the limits of the authority delegated to ECLAC and under the general supervision of the Chief of the Human Resources Section, the incumbent:
1. Serves as Deputy Chief of the Human Resources Section.
2. Assists providing assessment and recommendations to the Chief Human Resources as required.
3. Oversees the Administration of Entitlements:
a) Ensures consistent interpretation and application of staff regulations and rules and related human resources policies and procedures;
b) Reviews and approves personnel actions in the system affecting the status of individual staff members, ensuring that payments to staff members are processed in a timely and accurate manner;
c) Analyzes cases and recommends decision within delegated authority, referring to OHRM those cases calling for exception to the staff rules;
d) Meets periodically with Chiefs of Divisions, other management officials and staff representatives to discuss the interpretation/implementation of personnel policies and to resolve specific issues;
e) Advises staff on matters affecting their employment status and benefits;
f) Provides guidance on the retrieval of specific personnel data required for purposes of payroll, staffing table control, work programme analysis as well as for statistical reports such as those relating to the HR Score Card and Executive Secretary Compact;
g) Oversees leave recording systems;
h) Participates closely in the activities of pre and post implementation of Umoja (ERP), mainly identifying HR roles, completing data cleansing and ensuring appropriate training of the staff under her/his supervision.
4. Policy Interpretation and Development:
a) Keeps abreast of changes and implementation of new rules, policies and procedures;
b) Monitors issuance of General Assembly resolutions, ICSC recommendations, CCAQ session documentation and others that might impact on existing personnel policies;
c) Proposes modifications to local procedures to comply with new Human Resources policies;
d) Ensures general dissemination of HR related information.
5. Monitors compliance with E-Performance.
6. Acts as job classification officer:
a) Classifies posts within the level of authority delegated to ECLAC;
b) Monitors the progress of classification cases submitted to Headquarters;
c) Ensures the proper maintenance of ECLAC’s job classification filing system;
d) Represents management in classification appeal cases;
e) Keeps abreast of developments in the job classification standards and procedures and participates in their effective implementation.
7. Supervises the work of the staff of the Personnel Administration Unit:
a) Guides and/or corrects work performance and prepares E-Performance reports;
b) Ensures the allocation of resources to provide orderly, timely and reliable services;
c) Arranges training of the Unit staff and supports team spirit within the Section;
d) Ensures tact, discretion and confidentiality in carrying out work assignments.
8. Other duties:
a) Monitors, advises and acts on disciplinary matters;
b) participates in competency based interview panels;
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Competencies
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• Professionalism: Advanced knowledge of human resources management in general, and in the areas of recruitment, organizational development, learning and staff administration in particular is required. Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting is required. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues is required. Ability to identify issues, formulate opinions, make conclusions and recommendations is required. Familiarity with Enterprise Resources Planning (ERP) systems is desirable. 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.
• 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.
• 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 client.
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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, law or related area is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
The successful candidate will require an additional internal certification review to confirm the designation to carry out significant functions in human, financial or physical resources as well as information and communications technology.
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Work Experience
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A minimum of seven years of experience of progressively responsible experience in administrative services is required, of which at least 4 should be in human resources management. Experience in the development and/or implementation of human resources policies is required. Experience working in an international organization is highly desirable. Experience in the application and interpretation of the United Nations Staff Rules is desirable. Experience in staff development and career support is desirable. Experience in supporting senior managers in human resources matters is desirable.
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Languages
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English and French are the working languages of the United Nations Secretariat. Fluency in English and Spanish (both oral and written) is required. Knowledge of French or Portuguese would be an asset.
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Assessment
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Suitable candidates will be invited to a competency-based interview and other assessment methods.
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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.
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United Nations Considerations
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Job openings posted on the Careers Portal are taken off at midnight (New York time) on the deadline date.
Applications are automatically pre-screened according to the published evaluation criteria of the job opening on the basis of the information provided by applicants. Applications cannot be amended following submission and incomplete applications shall not be considered. The selected candidate will be subject to a reference checking process to verify the information provided in the application.
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” on the upper right side of the browser on Inspira.
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.
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.
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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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