Human Resouces Assistant, G6

The Global Strategy and Policy Division serves as the central strategic authority for all matters pertaining to the management of human resources. It ensures that the Organization has the strategies, policies, frameworks and tools to attract, develop and retain a talented and diverse global workforce. It nurtures a culture of engagement, leadership and results. It provides policy, strategic and thought leadership, innovations and solutions for the end-to-end management of talent: from strategic workforce planning; talent acquisition; organizational and staff development and growth; performance management; including Organization-wide mobility and appropriate duty of care, for all Secretariat staff. This position is located in the Field Strategy and Conditions of Service Section, Strategy, Policy Development Service, Global Strategy and Policy Division, Office of Human Resources, Department of Management Strategy, Policy and Compliance. The Human Resources Assistant will report to one of the members of the team.

Within limits of delegated authority and under guidance of members of the team, the Human Resources Assistant will be responsible for the following duties: - Reviews and drafts answers to requests for policy advice and exceptions to the Staff Rules. Prepares written response to queries concerning human resources policy-related matters requiring authoritative policy interpretation and/or consideration of exceptions. - Provides advice and guidance on HR policies, procedures, processes, and practices; develops comprehensive written responses to HR policy-related queries. - Drafts information circulars and policy guidelines communicating decisions, explaining HR policies, procedures and containing information received from host country authorities. - Updates and maintains conditions of service-related data in the Enterprise Resource Planning system (Umoja), including Danger Pay amounts for locally recruited staff, Mission Subsistence Allowance rates, reasonable maximum rent levels (RMRL), mobility allowances, and duty station attributes, ensuring that all information in Human resources reference tables is accurately reflected and kept up to date in accordance with applicable policies and procedures to support accurate and timely payroll of staff Secretariat-wide. - Coordinate with the International Civil Service Commission’s secretariat, Enterprise Resource Planning Solution Division (ERPSD), Umoja HR Joint team, and other relevant offices’ counterparts to address requests related to duty station attributes and ensure the provision of accurate and timely information to all stakeholders. - Provide support in the calculation, review, and maintenance of salaries and conditions of service for senior officials other than staff members and other groups of personnel. Ensures accurate updates in the ERP system (Umoja), coordinates with relevant focal points in other entities, and facilitates effective communication and follow-up on related requests. - Undertakes research, compiles and organize information and reference material from various sources on a wide range of HR policy related issues and assists in the preparation of background notes/reports, workplans, studies, meetings/conferences, including for intergovernmental bodies. - Prepares, analyzes, and generates a range of reports, dashboards, charts, graphs, tables, and other data-driven outputs to support HR policy development, workforce analysis, and informed decision-making. - Prepares presentation materials using appropriate technologies and software; and collaborates with relevant entities to ensure effective coordination and alignment. - Provides general office support services; processes, drafts, edits, proofreads and finalizes for signature/approval a variety of correspondence and other communications. - Sets up and maintains files/records; schedules appointments/meetings, monitors deadlines, etc. - Performs other duties as required, including logistics and administrative support to the team particularly with regard to special projects such as UNHQ salary survey activities and baseline cost of living surveys.

PROFESSIONALISM: Knowledge of human resources policies, procedures and practices and ability to interpret and apply them in an organizational setting. Understanding of the HR policy framework of a large Organization. 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. Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of work. COMMUNICATIONn: 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. 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.

High school diploma or equivalent is required.

Not available.

A minimum of seven years of experience in human resources management, administration, law or related area is required. The minimum years of relevant experience is reduced to fivee years for candidates who possess a first-level university degree or higher. Experience in knowledge management, and drafting skills is required. Experience working in the United Nations Common System or similar international organizations is required. Experience in staff administration, HR policy, and/or administrative law is required. Experience with conducting research on the Internet, SharePoint sites, or intranets is required. Experience in the use of Enterprise Resource Planning (ERP) personnel data system is required. Experience in working with large datasets and analyzing data is required. Experience in advising on HR related issues is required.

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

Appointment against this post is for an initial period of one year. The appointment or assignment and renewal therefore subject to the availability of the post or funds, budgetary approval or extension of the mandate. This position is subject to local recruitment pursuant to staff rule 4.4 of the United Nations Staff Rules. Applicants for positions in the General Service and related categories must be authorized to work for the United Nations in the duty station where the position is located. Staff members subject to local recruitment are not eligible for allowances or benefits exclusively applicable to international recruitment. Applicants who have reached the mandatory age of separation are not eligible to apply for job openings. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations 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. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places 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. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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 internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the 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. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.