Senior Human Resources Officer, P5

The position is located in the Operational Staffing Design Section (OSDS), Staffing Service (SS) in the Human Resources Services Division (HRSD), Office of Support Operations (OSO), Department of Operational Support (DOS). The Department of Operational Support (DOS) was established to provide end-to-end operational support, advisory services and other solutions to entities across the Global 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 Staffing Service (SS) offers expertise in the areas of talent acquisition and innovation, testing and examinations, operational workforce planning and organizational design across UN Secretariat entities. The Operational Staffing Design Section (OSDS) facilitates a holistic approach to operational workforce planning with clients, and provides a methodology to analyze the gap between the staffing demand and supply, in particular, by forecasting the future needs in terms of rosters. The Senior Human Resources Officer (Chief of Section) will report to the Chief of Staffing Service (SS).

General Management • Plans, organizes, manages and supervises the work of the Section assigned. • Oversees recruitment activities within the assigned Section, including by identifying required skillsets, creating job openings, reviewing candidate applications, creating short lists, participating in and chairing interview panels, and making recommendations for selection. • Reports and coordinates on specific issues through the production of business intelligence and analytical reports and talking points and briefing notes for the attention of senior managers regarding the status of the performance of human resources functions, both internally within the Section and for supported entities. • Serves as subject matter expert as part of capacity building programmes conducted by the Department of Operational Support. • Promotes staff development and career support programmes within the supervised office. • Establishes collaborative relationships with all relevant internal and external partners. Operational Support Services in Workforce Planning • Identifies entity's needs and requirements to design and assist entity to understand and build entity specific operational workforce planning and organizational design models that can be adapted to the requirements of the entity. . • Develops operational guidance and tools to support entities in workforce planning and organization design. • Provides advice on the appropriate usage of all types of staff categories and affiliate personnel capacities throughout the Secretariat in the context of operational workforce planning. • Supports entities during periods of staffing reviews and organizational changes by sharing best practices and aligning resources with approved mandates. • Analyses data and identifies trends in staffing to anticipate future talent needs in terms of the size, type, experience, knowledge and skills of the entity’s workforce. • Advocates for workforce planning and engages all relevant stakeholders to ensure rapid and efficient implementation of agreed strategies. • Advises clients on the management of workforce planning activities, including succession planning, recruitment planning, skills gap analysis, re-profiling and scenario planning. • Oversees the effectiveness of workforce analytics tools. • Provides guidance to Programme Managers and local Human Resources offices on the application of classification policies and procedures and on the feasibility to undertake whole office reviews. Operational Support • Assists managers and local HR business partners in the development of recruitment strategies and plans. • Assists entities in the conduct of human resources aspects of their strategic reviews and contributes to the development of integrated planning processes, the development of human resources concepts of operation and associated implementation plans. • Supports entities in the development and implementation of an entity-specific operational workforce planning strategy and associated recruitment plans. • Assists supported entities in meeting critical human resources management strategic and operational indicators by identifying best practices and lessons learned and advising on their application and suitability to local contexts. • Provides advice on the timely filling of posts in accordance with established policies and procedures. • Collaborates in multidisciplinary support reviews to diagnose issues and assist entities in achieving HR targets while providing support in specific identified areas of concern. Business Process Improvement in Workforce Planning • Advocates for the simplification and development of new human resources policies and process improvement initiatives to streamline practices and procedures to meet the evolving needs of the Organization. • Provides feedback on and identification of requirements for continuous process improvements and adaptation to policies and processes based on operational requirements and trends. • Reviews pain points in business processes with a view to eliminating them while advocating for changes in policies, processes and systems and while proactively looking to fill gaps in processes. Knowledge Management • Provides advice on the establishment, maintenance, and utilization of knowledge and/or information management systems related to human resources. • Develops guidance packages (e.g., templates, lessons learned, etc.) on operational human resources matters for the global human resources community. • Supports managers and HR business partners on the use of human resources data and related reports by ensuring proper utilization and application to entity-specific situations. • Analyses client performance to identify requirements for human resources capacity building to strengthen their ability to exercise delegated authorities in the areas of workforce planning, organization design, staffing reviews, etc.

PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy development issues. Ability to analyze and interpret data in support of decision-making and convey resulting information to management. 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. COMMUNICATION: 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 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. LEADERSHIP: Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. EMPOWERING OTHERS: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work. Encourages others to set challenging goals. Holds others accountable for achieving results related to their area of responsibility. Genuinely values all staff members' input and expertise. Shows appreciation and rewards achievement and effort. Involves others when making decisions that affect them.

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

Not available.

A minimum of ten years of experience in human resources management, administration or a related area is required. A minimum of two years of experience in an international organization leading the development and delivery of specific human resources initiatives in particular workforce planning, talent management and organizational design is required. A minimum of two years of experience in an international organization contributing to the formulation and implementation of new policies, standards, procedures or guidelines in the area of human resources is required. Experience in leading team members efforts to collect and analyze data and provides insight to identify trends or patterns for data-driven planning, decision-making, presentation and reporting is required.

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

This post is financed by the Support Account for Peacekeeping Operations. Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate. For this position, applicants from troop- and police-contributing countries who are found most suitable and recommended for selection will be given due consideration for positions in a peacekeeping operation or Headquarters support account funded positions in the Department of Peacekeeping Operations and the Department of Field Support, taking into account their contribution to United Nations peacekeeping, in accordance with General Assembly resolutions 66/265 and 67/287.For the latest list of troop- and police contributing countries, visit the following website: https://peacekeeping.un.org/en/troop-and-police-contributors. 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. Staff members of the United Nations Secretariat must meet the applicable geographical or lateral move requirements to be eligible to apply for this vacancy, taking into account that selection to the post may itself constitute a qualifying move, in accordance with the relevant administrative issuances. Staff members are encouraged to ensure that all qualifying geographical or lateral moves are accurately reflected in their applicant profile. Please refer to ST/AI/2025/2 on the Staff selection system for more details. 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. 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. Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. Applicants who have reached the mandatory age of separation are not eligible to apply for job openings.

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.