Back HUMAN RESOURCES OFFICER (Temporary Job Opening) [Temporary]

  • Added Date: Wednesday, 07 February 2018
  • Deadline Date: Tuesday, 13 February 2018

Org. Setting and Reporting

The world looks to the United Nations for solutions to complex problems everywhere; from ending conflict and alleviating poverty, to combating climate change and defending human rights. 44,000 staff from United Nations Member States work around the globe to carry out the UN's complex mandates, such as monitoring elections, disarming child soldiers, coordinating relief in humanitarian crises, interpreting at global conferences, and providing administrative as well as logistical support. Located at the UN headquarters in New York, the Human Resources Officer contributes to high-stakes assessments and selection test development and execution that help us to identify candidates that will serve as international civil servants who uphold the highest standards of efficiency, competence and integrity. The Human Resources Officer is knowledge leader in employment testing to provide global talent assessment solutions for the United Nations. This position is part of the project to implement the Mobility and Career Development Framework,approved by the General Assembly in its 68th session. It is located in the Examinations and Tests Section, Strategic Planning and Staffing Division, Office of Human Resources Management. The incumbent will report directly to the Chief of the Examinations and Tests Section.

Responsibilities

The Human Resources Officer will lead the team for the Young Professionals Programme examination to perform the following functions:

- Plan. guide and lead the design and delivery of tests and other assessment tools for the Young Professionals Programme;

- Specifically, lead the development and execution of general and specialized papers as large scale assessments of applicants to the Young Professionals Programme as well as execution of other assessment tools appropriate for selection under the UN's Young Professionals Programme;

- Manage the team responsible for development and execution the Young Professionals examination;

- Develop, improve and communicate standards, tools, templates for various assessments methods to evaluate knowledge, skills, abilities and competencies for candidates to the Young Professionals Programme at the United Nations;

- Provide quality assurance of examination practices, including review of test contents;

- Identify, review, recommend and implement selection testing and assessment tools, such as internetbased or computer-based testing tools, adaptive testing, or asynchronous video-interviewing applicable for the Young Professionals Programme examination;

- Review and improve the Young Professionals Programme examination and testing processes and workflows, recommend improvements, and develop guidelines, standard operating procedures for
operational activities;

- Prepare correspondence, instructional and informational materials and other forms for communications relevant to the Young Professionals Programme examination;

- Provide inputs to policy papers, reports, briefs and presentations relating to the implementation of the mobility framework. Participate in various meetings, including policy-making meetings, inter-governmental meetings, and briefing sessions with member states representatives;

- Consult with various stakeholders, including department/offices and Members States to deliver above functions;

- Perform other duties as required.

Competencies

Core Competencies:

Professionalism:
Knowledge of human resources policies, practices and procedures in the area of job analysis as well as designing, developing and executing various types of employment tests and the 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.

Teamwork:
-Works collaboratively with colleagues to achieve organizational goals
-Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others
-Places team agenda before personal agenda
-Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position
-Shares credit for team accomplishments and accepts joint responsibility for team shortcomings

Planning & 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

Managerial Competencies:

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

Judgement/ Decision-making:
-Identifies the key issues in a complex situation, and comes to the heart of the problem quickly
-Gathers relevant information before making a decision
-Considers positive and negative impacts of decisions prior to making them
-Takes decisions with an eye to the impact on others and on the Organization
-Proposes a course of action or makes a recommendation based on all available information
-Checks assumptions against facts
-Determines that the actions proposed will satisfy the expressed and underlying needs for the decision
-Makes tough decisions when necessary

Education

Advanced university degree (Master’s degree or equivalent) in human resources management or psychology. A first-level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven years of progressively responsible experience in (1) talent/employment assessment as part of a corporate (profit or non-profit) recruiting or development function and/or
in (2) psychometric test development and/or research or related area is required. Experience in job analysis as well as in designing, developing, executing various types of employment tests, including interviews and job knowledge tests as well as situational judgement and other forms of ability tests is required. Experience in psychometric analysis of test data to determine measurement quality is desired. Use of platforms for online test delivery is desired. Experience in item banking is desired. Experience in using statistical software is desirable. Background in psychometric theory and application is desired. Experience in working for an international organization is desired.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency (both oral and written) in English is required.

Assessment

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

Special Notice

This position is available through 31 July 2018 with possibility of extension subject to availability of post and funding.

Notes:

• 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. 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/2010/4Rev.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.

• Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat.

• Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.

• 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. 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 staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.

• 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.

• Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.

• For information on special post allowance, please refer to ST/AI/1999/17. 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.

United Nations Considerations

Candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.

The United Nations shall place 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. (Charter of the United Nations - Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the At-a-Glance on "The Application Process" and the Instructional Manual for the Applicants, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of inspira account-holder homepage.

Applications are pre-screened by the system according to the published requirements of the job opening on the basis of the information provided in the application. In relation to the requirements of the job opening, applicants must provide complete and accurate information pertaining to their qualifications, including their education, work experience, and language skills. Each applicant must bear in mind that submission of incomplete or inaccurate applications may render that applicant ineligible for consideration for the job opening. Initial screening and evaluation of applications will be conducted on the basis of the information submitted. Applications cannot be amended following submission. Candidates under serious consideration for selection will be subject to a reference-checking process to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at midnight (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

This vacancy is archived.

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