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Job Opening
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Posting Title: |
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Chief 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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United Nations Assistance Mission for Iraq
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Duty Station: |
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BAGHDAD
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Posting Period: |
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9 September 2015-22 September 2015
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Job Opening number: |
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15-HRE-UNAMI-46157-R-BAGHDAD (M)
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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 within the United Nations Assistance Mission for Iraq (UNAMI). The incumbent reports directly to the Deputy Chief of Mission Support and will be based in Baghdad, Iraq.
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Responsibilities
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Within delegated authority, the Chief Human Resources Officer will be responsible for managing a fully integrated and regulatory-compliant human resources section in the mission. He/She ensures that HR and mission’s strategy are aligned and responsive to evolving changes in mandate and operational priorities and budgetary imperatives.
• Identifies upcoming vacancies in coordination with client offices. • Prepares vacancy announcements, reviews applications, and provides a short-list to those offices; arranges and conducts interviews to select candidates; reviews recommendation on the selection of candidate by client offices. • Prepares job offers for successful candidates • Monitors and evaluates recruitment and placement-related activities of client offices, and recommends changes or corrections related to procedures to these offices • Plans, organizes, develops and coordinates assessments related to recruitment of professional, general service and other categories of staff, if needed. •Provides advice to staff members on salary and related benefits • Determines and recommends benefits and entitlements for staff on the basis of contractual status. •Reviews recommendation on the selection of candidate by client offices. •Reviews job offers for successful candidates. •Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. •Plans, organizes, develops, coordinates and administers G to P Examinations, Language professionals examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff. • Reviews and recommends level of remuneration for national consultants. •Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures.
Mediates conflict, grievance and harassment cases.
Advises Senior Management on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the mission. • Responsible for monitoring and evaluating the implementation of delegated authorities, through, inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact. • Manages the selection and appointment process. • Facilitates the review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies. • Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements, and advises on emerging capacity gaps in accordance with the mission’s mandate. • Participates in the budget development process and provides inputs on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review. • Manages the mission’s Post Resources and maintains current Staffing Table. • Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system. • Coordinates with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Ensures full-compliance of ePAS and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member. • Works in collaboration with the Staff Development Section in advising staff on training opportunities. Particular attention will be given to developing and implementing career development paths for national staff members • Assesses the level of skills, expertise and knowledge of the HROs and HRAs and ensures the provision of training programmes including in the use of HR IT systems • Establishes and manages a Discussion Forum to provide adequate level of understanding of HR policies among the staff at large. • Provides regular information on global vacancies and opportunities for the generic rostering system and works with FPD as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling.
In coordination with FPD, the CHRO will also coordinate the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission. • Develops a set of actionable and targeted change management plans, including coaching and training in order to implement these responsibilities and reports on possible gaps and risks and recommends corrective action. • Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. Coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff. • Performs other related duties as required
Works closely with KJSO HR on the following: · Mission’s Post Resources and maintaining Staffing Tables. · On administration of entitlements for International staff · On administering and maintaining attendance record of International staff, which includes HL, FVT, etc . Participating in processing the on-boarding formalities · Check-out formalities for International staff as well as assisting in the induction procedures
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Competencies
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Competencies • 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.
• 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.
• 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.
• Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
• 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 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 qualifying experience may be accepted in lieu of an advanced university degree.
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Work Experience
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A minimum of seven years of progressively responsible experience in human resources management, administrative services or related area. At least 3 years in team leadership positions is required. Minimum of three years experience in a field mission is required.
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Languages
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English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required. Knowledge of Arabic 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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Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds. - 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. - An impeccable record for integrity and professional ethical standards is essential. All staff of the Ethics Office are required to submit a financial disclosure statement upon appointment and annually thereafter. -The United Nations Joint Staff Pension Fund (UNJSPF) is an independent inter-agency body established by the United Nations General Assembly. The applicable human resources procedures are governed by a Memorandum of Understanding (MoU) between the Fund and the UN Secretariat. On the basis of that MoU and in light of the status of the UNJSPF, it was decided that staff members applying to posts at the P-5 level in the UNJSPF are exceptionally not subject to the lateral move requirement for purposes of eligibility. However, selected candidates who do not meet the lateral move requirements will be granted appointments strictly limited to service with the United Nations Joint Staff Pension Fund.
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United Nations Considerations
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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.
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.
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 inspira account-holder homepage.
Applications are pre-screened by the system according to the published requirements of the job opening on the basis of the information provided in the application. In relation to the requirements of the job opening, applicants must provide complete and accurate information pertaining to their qualifications, including their education, work experience, and language skills. Each applicant must bear in mind that submission of incomplete or inaccurate applications may render that applicant ineligible for consideration for the job opening. Initial screening and evaluation of applications will be conducted on the basis of the information submitted. Applications cannot be amended following submission. 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.
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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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