Human Resources Officer (2 positions), P4

These positions (2) are located within the Common Administrative Platform at United Nations Headquarters, referred to as the One Executive Office ("One EO"), under the Division of Administration in the Department of Operational Support (DOS). One EO started its transition phase on 1 January 2026 as part of the UN80 reform initiative, which aims to consolidate common administrative functions across Secretariat entities into unified service platforms. The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to operating entities across the Secretariat, including departments, offices away from headquarters, peace operations, and regional commissions. The Division of Administration (DOA) in New York provides administrative support functions (human resources, budget, finance and general administration) and facility management and commercial services to entities at United Nations Headquarters. It also provides financial operational services to entities across the globe. As Common Administrative Platform, the Division comprises the OneEO, the Financial Operations Service (including OnePayroll), and the Facilities and Commercial Activities Service. One EO provides the full range of administrative and operational services required by New York– based Secretariat client entities to fulfil their mandates, including human resources management, financial administration, travel, and general administrative support. Specifically, these two (2) positions are within the OneEO Client Desk 5 which supports the Department of Global Communications (DGC), the Development Coordination Office (DCO) and the Resident Coordinator System (RC System). The two (2) positions, with duty stations in Dakar and Bangkok, report to the Chief of Human Resources, Client Desk 5.

Within limits of delegated authority, the Human Resources Officer will carry out the following duties in the assigned regional portfolio, as applicable: GENERAL: • Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization and maintains effective and steady communication or working relations with UN Agencies to seek harmonization. • Monitors and ensures the implementation of human resources policies, practices and procedures and Represents HR in regional meetings as needed. • Keeps abreast of developments in various areas of human resources and serves as the first point of contact for regional human resources policy and administrative questions, supports implementation of Secretariat human resources reforms, and provides strategic advice on workforce planning and human resources arrangements during emergencies. • Prepares reports and participates and/or leads special human resources project and ensures active coordination of HR matters with other agencies. • May plan, organize, manage and supervise the work of the Unit/Section assigned and liaise with service providers to ensure continuity and coordination of HR matters. RECRUITMENT AND PLACEMENT: • Projects and monitors vacant posts of assigned level/group, Secretariat or mission-wide and ensures adherence to policies and procedures in filling these posts. • Recommends guidelines on promotion and placement of staff and supports requests for staff and affiliated personnel, including gratis personnel, United Nations Volunteers, consultants and individual contractors, and reviews position funding memoranda of understanding in consultation with the relevant offices. • Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices and advises regional offices on the use of classified generic job descriptions and coordinates with Client Desk 5 on promotion and placement matters. • Arranges and conducts interviews for selection of candidates and advises on outreach strategies and provides regional leadership with regular geographic and gender representation data to support diverse candidate pools and gender balance. • Reviews recommendation on the selection of candidate by client offices. • Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. • Prepares job offers for successful candidates. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. • Plans, organizes, develops, coordinates and administers the National Competitive Examinations, G to P Examinations, Language professionals examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff. ADMINISTRATION OF ENTITLEMENTS: • Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements. • Advises staff and managers on staff administration, benefits and entitlements, human resources and official business travel, time management and onboarding, in coordination with the responsible service providers. • Reviews and recommends level of remuneration for consultants. • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. • Represents the office in joint bodies and working groups relating to salaries and other conditions of service. STAFF DEVELOPMENT AND CAREER SUPPORT: • Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes. • Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. • Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact. • Provides advice on mobility and career development to staff at all levels in all categories. • Provides performance management advice to staff and management including compliance and rebuttal processes. Assists supervisors and staff with understanding and using the performance appraisal system (PAS). • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization and promotes available learning opportunities and mandatory training; and liaises with DCO Headquarters on career support. • Formulates examination policies, and develops and prepares examination questions and papers. OTHER DUTIES: • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Monitors staff welfare and identifies/proposes appropriate programmes and remedial action. • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures, coordinating with authorized investigative and disciplinary offices, including the Office of Internal Oversight Services, as appropriate. Mediates conflict, grievance and harassment cases; maintains confidential case tracking and monitors prevention and response measures within delegated authority. • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Represents the management in classification appeal cases. • Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally-recruited staff. • Prepares classification analysis of jobs in Professional and General Service and related categories. • Provides guidance to program managers on the application of classification policies and procedures and undertakes whole-office reviews. • Coordinates duty station classification and subsistence allowance surveys. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests. • Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.

PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. JUDGEMENT AND DECISION MAKING: Identifies key issues in complex situations and gets to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts; checks assumptions against facts; proposes a course of action based on all available information; makes tough decisions when necessary. BUILDING TRUST: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; places confidence in colleagues; gives proper credit to others; follows through on agreed actions; treats sensitive or confidential information appropriately.

An advanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, education or related field is required. A first level university degree in combination with two additional years of qualifying experience may be accepted in lieu of an advanced degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Not available.

A minimum of seven (7) years of progressively responsible experience in human resources management, administration or related area is required. Experience in human resources administration and talent acquisition in a regional or multi-country environment is required Experience handling conduct and discipline matters in an international organization is required. Experience implementing change management initiatives is desirable. Experience in applying human resources and administrative policies in the United Nations common system or a comparable international organization is desirable. Experience in managing complex restructuring or workforce rightsizing is desirable. Two (2) years or more of experience in data analytics or related area is desirable.

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

Appointment against this post is open for an initial period of one year and may be subject to extension subject to legislative body funding availability. The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position. Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position. Individual contractors and consultants (Non-Staff Personnel) who have worked within the UN Secretariat in the last six months, irrespective of the administering entity, are ineligible to apply for professional and higher temporary or fixed-term positions and their applications will not be considered. 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. All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. Online applications will be acknowledged where an email address has been provided. If you do not receive an email acknowledgement within 24 hours of submission, your application may not have been received. In such cases, please resubmit the application, if necessary. If the problem persists, please seek technical assistance through the Inspira "Need Help?" link.

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.