Chief, Staff Employment and Administration Section, P5

The Staff Employment and Administration Section (SEA) is one of the Human Resources sections within the Bureau of Administration and Services (ADB), responsible for the operational aspects of human resources management and services in areas such as contract management, benefits and entitlement administration, separations, pensions and medical insurance. Reporting to the Deputy Director for Human Resources, the Chief, Staff Employment and Administration Section (SEA) provides leadership in the delivery of high-quality services for the contractual administration of international and local staff at ICAO Headquarters in Montreal, as well as ICAO Regional Offices. The position manages a team responsible for the implementation of the relevant HR services, which enhances the capacity of its clients to deliver on their business goals and objectives.

The Chief, Staff Employment and Administration’s major responsibility will be to provide strategic leadership to the SEA Section. This will include planning, overseeing, and managing activities undertaken by the Section; ensuring that substantive work programmes and programmed activities are carried out in a timely and accurate manner across all units within the section – Staff Administration, Benefits; Social Security & Pension; Medical Clinic; and Protocol. The Chief, SEA supervises and leads the staff of the Section in the pursuit of high-quality performance, by building staff capacity and promoting learning and knowledge transfer within the team and across other areas of HR. Supervisory responsibilities include performance evaluation, delegation and distribution of tasks, and decisions on organizational priorities. Major duties include, but not limited to: LEADERSHIP & MANAGEMENT: • Plan and oversee the management of activities undertaken by Section; ensure that substantive work programmes are carried out in a timely fashion and meet high-quality standards. • Provide strategic leadership in developing and executing the benefits and entitlements strategy in support of the overall business plan and the direction of the Organization. • Provide policy guidance on conceptual strategy development and management of the implementation of related HR strategies, policies and procedures. • Conduct regular reviews of HR processes to ensure compliance and identify areas for improvement. • Implement solutions and leverage technology to automate and improve HR operations. • Implement appropriate service delivery mechanisms to ensure client satisfaction. • Provide input in the preparation of position papers and reports for presentation to ICAO senior management, or governing bodies, as appropriate. • Coordinate timely implementation of audit recommendations, advise on corrective measures to be taken and establish internal controls. • Collaborate with cross-functional teams to support HR initiatives. • Set and monitor performance indicators for the Section to ensure that service delivery meets and exceeds customer requirements. POLICY IMPLEMENTATION & ADMINISTRATION OF CONTRACTS, BENEFITS AND ENTITLEMENTS, AND SOCIAL SECURITY: • Administer consistent application of policies, regulations, and rules to acceptable standards, and propose recommendations on exceptions to HR policies, regulations, and rules. • Administer employee benefits programs, including health insurance, retirement plans, and other benefits in support of the overall business plan and the direction of the Organization. COORDINATION WITH OTHER UN SYSTEM ORGANIZATIONS, HOST COUNTRY ENTITIES, AND OTHER RELATED ORGANIZATIONS: • Liaise with the International Civil Service Commission (ICSC), United Nations Joint Staff Pension Fund (UNJSPF), the United Nations and other UN system organizations on matters related to administration of staff entitlements and benefits, as well as social security and pension. • Represent ICAO at inter-agency meetings, seminars, etc. on issues related to staff administration, social security and pension. • Liaise with Host Country Representatives on protocol matters, including accreditation of staff and other personnel as required. OTHERS • Perform other related duties, as assigned.

Professionalism: Ability to identify key strategic issues, opportunities, and risks. Ability to generate and communicate broad and compelling organizational direction. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply organizational rules, regulations, policies and guidelines in work situations. Knowledge of UN System Staff Rules and Regulations. Strong analytical and conceptual skills in analysing and interpreting operational issues, formulating options, and proposing and implementing solutions; 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 for 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. 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. 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. Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands; 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. 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.

Essential Advanced university degree (Master's degree or academic equivalent) in human resources management, business administration, organizational development, administrative law, public or business administration, industrial psychology, social sciences or a related area is required. A first-level university degree in combination with two (2) additional years of qualifying experience may be accepted in lieu of the advanced university degree. Desirable Project Management Certification.

Not available.

• A minimum of ten (10) years of progressively responsible professional experience in human resources management, including at least 5 years within the United Nations Common System, public sector, government or international organization, is required. • At least five (5) years of experience in supervising HR staff; as well as experience in managing contract administration, entitlements and allowances processing, and other compensation and benefit matters is required. • Demonstrated professional experience in leading effectively in a fast-changing environment is required. • Proven experience in supporting change initiatives, promoting quality management and fostering innovative reforms is required. • Experience in drafting reports and responses to legislative and oversight bodies of a public or international organization is required. • Experience in the implementation of innovative solutions for the improvement of human resources services is desirable. • Experience in supporting senior management in strategic human resources and policy guidance is desirable. • Experience managing complex projects or HR initiatives, including the application of sound project management approaches to drive delivery across multiple priorities and stakeholders is desirable.

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

The ICAO Assembly reaffirmed its commitment to enhancing gender equality and the advancement of women by supporting UN Sustainable Development Goal 5 “Achieve gender equality and empower all women and girls.” Female candidates are strongly encouraged to apply for ICAO positions, especially in the Professional and higher-level categories. It should be noted that this post is to be filled on a fixed-term basis for an initial period of 3 years (first year is probationary for an external candidate). ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to any activities or offices of the Organization, in accordance with the provisions of the ICAO service code. ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. In this connection, ICAO has incorporated the 2013 Standards of Conduct for the International Civil Service into the ICAO Personnel Instructions. ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil Service Commission (ICSC). The statutory retirement age for staff entering or re-entering service after 1 January 2014 is 65. For external applicants, only those who are expected to complete a term of appointment will normally be considered. Remuneration: Level P-5 Net Base Salary per annum + Post Adjustment (net) per annum (*) USD $ 103,165 + USD $ 34,148 (*) Post Adjustment is subject to change.

In accordance with ICAO Staff Regulations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard shall be paid to the importance of recruiting staff on as wide a geographical basis as possible and ensuring equal gender representation. Subject to the foregoing, selection of staff members shall be made without distinction as to race, sex or religion, nor shall there be any discrimination on account of any disability of a candidate who meets the qualifications required to perform the tasks. Unless otherwise permitted under the ICAO Staff Regulations, appointment and promotion of staff members shall be made on a competitive basis. Candidates will not be considered for employment with ICAO 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. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. 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 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 in Inspira will be removed at 11:59 p.m. (New York time) on the deadline date.