HUMAN RESOURCES OFFICER, P4

The temporary position is located within the United Nations Support Office in Haiti (UNSOH). Pursuant to Security Council resolution 2793 (2025), UNSOH has been mandated to provide support; primarily to the Gang Suppression Force (GSF), the United Nations Integrated Office in Haiti (BINUH), the Haitian National Police (HNP), and the Haitian Armed Forces in the context of any joint operations with the GSF. Additionally, UNSOH is tasked with delivering technical assistance to the Organization of American States (OAS). The Human Resources Officer P-4 will be based in Port-au-Prince and will report to the Chief Human Resources Management Section under the Operation and Resources Management pillar

Within delegated authority of the Chief Human Resources Section, the incumbent will be responsible for the following: General: • Initiates and coordinates actions covering the entire span of human resources staffing activities (classification reviews, recruitment, placement, reassignment, promotion, performance management, separation), ensuring consistency in the application of the Staff Rules and human resources procedures. • Provides substantive advice with respect to conditions of services, duties and responsibilities, and privileges and entitlements under the Staff Rules and Regulations. • Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. • Coordinates outreach activities in relation to workforce planning and critical vacancies. • Monitors and ensures the implementation of human resources policies, practices and procedures. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources project. Recruitment and placement: • Reviews post incumbency reports, projects and monitors vacant positions and ensure adherence to policies and procedures in filling these positions. • Represents the Division/Unit at Departmental panels and appointment bodies. • Support Human resources audits and coordinate with partners. • Reviews recommendation on the selection of candidates by client offices to include gender and diverse geographic representation in selections. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures. • Advises senior management officials on recruitment and other human resources matters. Administration of entitlements: • Advises on the development, modification and implementation of United Nations policies and practices on entitlements. • 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. Travel: • Advises and monitors the travel unit on the implementation of United Nations policies and practices on travel related entitlements applicable to all personnel. • Monitors and oversees travel, leave entitlements and represents the office in joint bodies and working groups relating to travel and shipment. • Provides advice on interpretation and application of travel policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulations and rules. Performance Management: • Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Coordinate with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Ensure full-compliance with the performance appraisal system and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member. Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Implementation Plan (PIP) or other remedial measures when required. Administration of Justice: • Coordinates with interested parties such as the Staff Association(s) and the mission's Conduct and Discipline component, CHRO, Chief of Staff and DMS, to address and mitigate staff grievances with the purpose resolving them at the lowest practical level. Develops preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. In consultation with DOS, coordinate the mission's responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission. Other duties: • Supports the mission through the drawdown and liquidation by actively engaging in the planning and implementation of the plans. Support the Staff Management Committee thorugh implementation of downsizing policies. Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Supervises and monitors the work of human resources officers/assistants in undertaking the full range of human resource management activities. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests. • Supports dialogue between the management and staff unions (Field Staff Union and National Staff Committee) representatives on matters relating to human resources policy and general staff issues.

PROFESSIONALISM: Knowledge of administrative, budgetary, financial and human resources policies and procedures; Ability to apply various United Nations administrative rules and regulations in work situations; Conceptual analytical and evaluative skills to conduct independent research and analysis; 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. 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. 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. ACCOUNTABILITY: Takes ownership of all responsibilities and honors 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. 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.

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, or related field is required. A first-level university degree in combination with two (2) additional years of qualifying work experience may be accepted in lieu of the advanced university degree.

Not available.

A minimum of seven (7) years of progressively responsible experience in human resources management, administration or related area is required. Experience in workforce management, administration and talent acquisition is required. Hands-on experience in planning and delivering human resources services in a complex, volatile and conflict-related and post-conflict environment is desirable. Experience in implementing change management initiatives in start-up mission is desirable.

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

This temporary job opening is available for three months and is being advertised for advance planning purposes pending formal approval of the relevant funding and staffing structures. An appointment may be terminated, or post level adjusted in accordance with the Staff Rules for such reasons as abolition of post or reduction of staff or committee funding approvals, for example in the event that the funding for the post is not approved or the mandate of the mission is not extended. The selected candidate will be expected to temporarily deploy for three months. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. While this temporary assignment 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. 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. Please note that pursuant to the Staff selection system policy (ST/AI/2025/2): (1) Applicants for positions in the Field Service category cannot be of the nationality of the country where the position is located, and (2) Applicants for positions in the Professional and higher categories in a mission, field operation, or resident coordinator’s office cannot be of the nationality of the country where the position is located. For currently serving staff of a United Nations Common System organization, only the UN-recognized nationality will be considered for the purposes of these restrictions.

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.