Human Resources Officer, P3

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 Human Resources Services Division (HRSD) provides dedicated services in support of human resources requirements of client entities, from process development through service delivery. The Division establishes and manages rosters across all job families, organizes testing and examinations, provides operational support and other advisory service for clients for the full spectrum of their delegated authorities, and supports managers and business partners in the use of non-staff personnel. The Human Resources Staffing Service (HRSS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities. The Assessment and Innovation Section (AIS) provides administrative support to Global Roster Section (GRS) in building and managing rosters for Young Professionals Programmes (YPP) examinations, Competitive Examinations for Language Positions (CELP), and Generic Job openings (Generic Job Openings), administers Language Proficiency Examinations (LPE), provides assessment services for position specific job openings in the Professional category and the General Service and related categories, and provides innovations and technical solutions for talent management including enhancements of Inspira and development and maintenance of the United Natio ns Online Examinations and Tests System (UNOETS). The position is located in the Assessment and Innovation Section (AIS), Human Resources Staffing Service (HRSS), Human Resources Services Division (HRSD), Department of Operational Support (DOS). The Human Resources Officer reports to an Assessment Manager, Human Resources Officer in AIS.

Within delegated authority, the Human Resources Officer will be responsible for the following duties: RECRUITMENT AND STAFF SELECTION  • Develop assessments for rosters across occupational groups, to ensure the maximum possible use of rosters across the Secretariat; • Build and maintain partnerships with UN entities to provide recruitment and assessment subject matter knowledge, in line with targets for national representation and gender parity, and increasing transparency, fairness, and efficiency of the rostering in support of selection processes in UN entities; • In partnership with Headquarters and substantive offices, plan and manage assessments for generic job openings (GJOs) to populate rosters; • Coordinate substantive assessments of applicants, to include cross-cutting assessment to evaluate culture fit to the Organization, structured interviews, and technical knowledge evaluations by Interview Panels; serve as ex-officio for interviews; • Identify and analyze structural, procedural and work process challenges from a policy perspective, generate ideas for improvements and follow up as appropriate; • Build partnerships across networks and facilitate capacity building.   WORKFORCE PLANNING  • Ensure long-term strategic workforce planning considerations for new capabilities required across the Organization are reflected in assessments;  • Contribute to roster health analysis through the review of current rosters, vacancies and forecasting of short- and medium-term workforce requirements; • Offer advice on innovative HR approaches and solutions to address emerging challenges, using sound judgment and leveraging HR resources when necessary, by analyzing trends and staffing scenarios, and promoting workforce diversity that aligns with work program requirements and the organizational talent management framework; - Proactively generate and utilize HR analytics to understand staffing and other trends within the assigned roster area.    QUALITY ASSURANCE, CAPACITY DEVELOPMENT AND PARTNERSHIP  • Contribute to the identification of assessment targets and to the development of the implementation plan in alignment with the outcome of workforce planning;  • Contribute to the development of an outreach plan to ensure diversity in rosters; • Provide regular information on assessment outcomes; • Contribute to the development of skills, expertise and knowledge of the roster builders HROs and HRAs in the area of the global roster building initiative, including in the use of HR IT systems (Inspira, ERP etc.);   • Contribute to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management; • Receive and review grievances and complaints related to the assessment process, assessing, and evaluating merit of each case and makes recommendation for resolution.    STAFFING INNOVATION AND PROCESS IMPROVEMENT  • Contribute to the streamlining and improvement of staffing processes based on the feedback received from relevant stakeholders; • Contribute to the development and updating of the roster building toolkit; • Contribute to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level; • Contribute to the enhancement and streamlining of administrative and financial processes for recruitment and assessment related activities;   • Perform other duties as assigned.

• Professionalism: Ability to offer advice on innovative HR approaches and solutions to address emerging challenges, using sound judgment and leveraging HR resources, when necessary, by analyzing trends and staffing scenarios, and promoting workforce diversity that aligns with work program requirements and the organizational talent management framework. 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. • 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. • Planning and 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.

An Advanced university degree (Master's degree or equivalent degree) in human resources, industrial/organizational psychology, law, business administration, public administration, finance, social sciences, international relations, or related area is required. A first level university degree with two additional years of experience may be accepted in lieu of the advanced university degree.

Not available.

• A minimum of five years of experience in human resources management administration, finance, social sciences, international relations, or related field is required.  • Experience in planning, developing and administering tests and assessments related to recruitment for positions in international organizations is required. • Experience in supporting the planning, administration, and improvement of financial and administrative processes for recruitment, assessment, or related activities is required. • Experience coordinating multi-stakeholder planning processes for recruitment or assessment initiatives is required.

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

• This temporary position is available for an initial period of six months. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. • Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. • This temporary job opening may be limited to "internal candidates," who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. • The expression "Internal candidates" shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15. • While this temporary job opening may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. • A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. In accordance with ST/AI/1999/17 section 2.3, a special post allowance (SPA) may only be granted to one level higher than the personal level of the staff member assigned to higher-level functions in his or her own category, whether the higher-level functions are one or several levels higher than the personal level of the staff member. Staff in the General Service and related categories temporarily placed against a post at the Professional level may receive an SPA to the P-1 or P-2 level. • For information on special post allowance, please refer to ST/AI/1999/17. • A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4 Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further "stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service Staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…" Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be identified. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1. • The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English • Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. • Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. • Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. • The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. • Pursuant to section 7.11 of ST/AE2012/2/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. • 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.