Human Resources and Social Relations Director, D1

With its 192 member countries, the Universal Postal Union (UPU), a specialized agency of the United Nations, is the primary forum for cooperation between postal sector players. It helps to ensure a truly universal network of up-to-date products and services.

The Director of Human Resources will provide strategic leadership and oversight for the human resources function. As such, the incumbent will: i Formulate guidelines and strategies covering the human resources (HR) policies of the Universal Postal Union (UPU) and the Human Resources Directorate (DRH), providing related authoritative advice to the Executive Management/staff of the organization; ii Initiate, plan, coordinate and direct, through subordinate managers and experts, the HR programmes and relevant activities of the DRH in the accomplishment of tasks; iii Make decisions on administrative and operational matters covering the DRH; and iv Represent the organization at various bodies, forums and events. 1. As a member of the International Bureau Management Committee Make proposals in terms of general policy, internal organization, budget and resources and staff management. As Director of Human Resources – Formulate substantive guidelines, frameworks or projects in all areas of HR (recruitment and planning, development of careers, training, performance evaluations, HR administration, staff regulations and rules, compensations and benefits, post classification, social security and staff welfare) in line with the UN system and ensure that the activities associated therewith are carried out. – Analyze and revise major strategic and policy documents on the above-mentioned issues. – Provide substantive input and guidance in order to ensure a cohesive working climate. – Promote a positive, inclusive and respectful workplace culture by fostering staff engagement and well-being, supporting constructive staff-management relations and ensuring that HR policies and practices contribute to an effective, motivated and high-performing workforce. 2. Management of the DRH 2.1 Implementation and coordination of ongoing activities – Oversee and ensure that the activities of the various programmes are carried out in line with the organization’s HR policies and strategy. – Identify best practices and implement procedures to improve workflow and productivity. 2.2 Support and expertise – Provide authoritative advice to the Executive Management on complex and sen-sitive HR issues and staff policy matters. – Provide substantive expertise and decision making on sensitive issues relating to the activities of the DRH. – Assume overall responsibility for ensuring that appropriate HR measures are applied in a timely manner to address workplace disputes, preventing escalation to formal appeal or external dispute resolution processes. – Investigate, propose and implement proactive measures to avoid appeals of administrative decisions. – Manage requests for reviews and appeals in order to resolve crisis situations. – Coordinate IB action in the event of work disputes and disciplinary matters. – Assume overall responsibility for conducting salary surveys as well as decisions on salary scales and staff allowances. 2.3 Administrative matters – Oversee administrative matters necessary to the functioning of the DRH, including: – supervising the budget and ensuring that available funds and resources are used in the best manner; and – reporting to the Executive Management on the directorate’s performance in line with results-based management. 2.4 Project supervision – Supervise the strategic projects of the different programmes of the directorate, such as the development and maintenance of a common system HR policy in the areas of compensation, service conditions and tasks. – Provide strategic direction for digital transformation projects, ensuring alignment with organizational priorities and requirements of the United Nations common system. – Control, direct and administer the HR system, participating in decision-making and the evaluation of activities. 2.5 Team management and organization – Propose a clear organizational structure and ensure that job descriptions accurately reflect the responsibilities of each staff member in the directorate. – Prepare the work plan of the directorate and allocate work assignments. – Lead, manage and motivate staff through the setting of measurable annual objectives, ensuring that staff performance evaluations are carried out and objectives achieved. – Propose training and career development measures and organize regular staff meetings. – Ensure effective distribution of work according to the directorate’s priorities. 3. Responsibility towards UPU bodies Council of Administration (CA): – Coordinate the preparation of reports and papers for presentation to the CA and present HR policies and results to the CA. – Prepare amendments to the Staff Rules and the Staff Regulations for submission to the CA. 4. Representation Internal: – Represent the Executive Management and the organization in discussions and negotiations between representatives of line management and the staff on all personnel matters. – Organize consultations with elected staff representatives and chair and organize the DRH’s participation in advisory bodies and committees (Appointment and Promotion Committee, Reclassification Committee, Disciplinary Committee, etc.). External: – Maintain high-level contacts with associated UN agencies on HR matters. – Represent the organization in matters within the scope of the director’s responsi-bilities at inter-organizational bodies of the United Nations, particularly the Human Resources Network of the Chief Executives’ Board (CEB), the International Civil Service Commission (ICSC) and other HR working groups.

Professionalism - Takes responsibility for own actions and decisions, and for the consequences of these; - Produces and delivers high-quality results; - Drives change and improvement, continually searching for new ways to position the organization for success; - Ensures that knowledge and learning is shared across the organization and encourages staff to learn from each other. Ethics - Ensures that personal views and convictions do not compromise ethical principles; - Understands and behaves in accordance with the UPU's professional, ethical and legal framework; - Does not abuse power or authority vested by functions; - Respects commitments and promises made to internal and external partners; - Promptly confronts unprofessional or unethical behaviours and takes immediate appropriate action; - Maintains confidentiality and treats sensitive information with discretion. Taking responsibilities/results orientation - Seeks to achieve expected outputs within the agreed timeframe; - Ensures competent delivery with minimal supervision, even under pressure and with constantly changing priorities; - Keeps supervisors informed of challenges encountered and solutions found. - Quickly identifies issues and the right person to provide solutions, and shows strong client orientation in business dealings; - Explores the options for finding innovative solutions to improve work processes and results; - Remains focused and keeps morale high when faced with adversity; - Reallocates resources quickly and effectively when faced with unforeseen events. - Provides highquality advice in their area of expertise; - Possesses excellent judgement and decision-making abilities; - Anticipates new trends, patterns and challenges, and identifies opportunities to promote the medium- and long-term goals of the UPU; - Encourages supervisees to think outside the box and to find creative solutions to problems. Working together/teamwork - Works collaboratively with team members to achieve results; - Shows respect to other members of the team, regardless of gender or of cultural, educational or religious background; - Seeks help when needed in order to achieve set goals; - Shares information on issues that may affect the team and respects confidentiality; - Accepts joint responsibility for the team's successes and shortcomings. - Encourages cooperation among staff within the programme and directorate and across the organization; - Collects and assesses information on a broad range of issues related to the team's work and seeks common solutions; - Encourages others to be innovative in order to improve outcomes. - Creates an empowering and motivating environment, encouraging team members to work together; - Delegates work appropriately, providing staff with the necessary support to meet their objectives; - Clarifies strategies and goals with supervisees and acts as a role model to foster enthusiasm and energy at work; - Ensures that knowledge and learning is shared within the programme and directorate and across the organization and encourages staff to learn from each other. Leadership - Encourages colleagues to share their views and takes time to understand and consider those views; - Is receptive to new ideas and working methods; - Adapts readily and efficiently to changing priorities and demands. - Shows commitment to the team's work and identifies trends and opportunities to improve existing processes and methodologies; - Builds and promotes internal and external partnerships that can provide information, assistance and support to the UPU; - Interacts with other directorates to create opportunities for synergies and resource optimization; - Fosters a trusting working environment by accepting and providing feedback to improve cooperation within the team; - Defines team members' priorities and motivates the team to achieve set goals; - Encourages staff to test new and innovative solutions for solving existing problems. - Demonstrates excellent judgement and decision-making abilities; - Demonstrates a high sense of political sensitivity; - Demonstrates strong representational abilities; - Demonstrates the ability to develop and implement a strategic vision; - Demonstrates the ability to understand the full complexity of a situation; - Demonstrates a high sense of integrity and impartiality. Team management - Demonstrates the ability to delegate responsibility, motivate and lead, and provide effective coaching and performance feedback; - Coordinates the activities of the team; - Delegates work efficiently within the team and evaluates the team's work in a timely and fair manner; - Clearly communicates work expectations and defines successful indicators; - Takes ownership of the team's problems and seeks sustainable solutions; - Recognizes team participation and rewards individual contributions; - Ensures a good planning of work and regularly reassesses priorities to ensure delivery of the expected outcomes; - Motivates team members to strive for excellence. - Aligns existing UPU projects with the strategy in place, providing clear guidelines for long-term projects; - Takes responsibility for the team's results and failures and encourages the team to always seek improvement. Job-related competences: - Leadership: ability to lead and manage staff, delegate and coordinate their activities. - Ability to identify problems and solutions and to manage complex organizational issues. - Ability to plan and organize. - Ability to strictly apply moral values and principles (ethics). - Judgement and decision-making authority and ability to interpret official and legal documents. - Ability to defend and explain difficult and complex issues. - Good interpersonal skills and client orientation in a multicultural environment. - Very good communication skills (oral and written). - Cost awareness.

A Master’s degree or its equivalent from a recognized university in areas such as HR management, law, social sciences or similar.

Very good knowledge of HR management (organization, staff recruitment and development, compensation and benefits, HR administration issues, consultation with staff representatives, HR legal issues, etc.) is required. Legal background in the field of HR issues is desirable Very good knowledge of the rules of the United Nations common system (conditions of service, job classification, etc.) is desirable.

Strong proven experience of at least 12 years at management level in HR in an international organization, public administration or the private sector is required.

Applicants will be contacted directly if selected for written test. Additional testing/interviewing may be used as a form of screening.

- Annual salary:(Net of tax) 117,953 USD - Post adjustment: 84.3% of the above figure(s). This percentage is to be considered as indicative since variations may occur each month either upwards or downwards due to currency exchange rate fluctuations or inflation. - Type of contract: Fixed-term (Core) appointment - Duration: Three years - Scheduled date for taking up appointment: As soon as possible - French is the official language of the UPU. English and French are the working languages of the UPU International Bureau. - Priority shall be given for an internal promotion. - The UPU is committed to encouraging diversity within its workforce. Interested candidates from minority groups and/or with disabilities are encouraged to apply. All applications will be treated equally and in the strictest confidence. - Candidates might be considered for other similar posts (for a period not exceeding one year). - Candidates must ensure that they provide relevant contact details so that they can be contacted at any time, to prevent them from being excluded from the selection process. - The UPU is committed to securing the highest standards of efficiency, competence and integrity for its staff members. In this regard, candidates under serious consideration for selection may be subject to satisfactory background checks aimed at validating the educational and professional background records as indicated by candidates in their respective application forms. - At the discretion of the UPU, such background checks may also be extended to include criminal records, disciplinary measures, sexual exploitation and abuse, and professional license check validation.

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.