Org. Setting and ReportingThe Staff Employment and Administration Section (SEA) is one of the Human Resources sections within the Bureau of Administration and Services (ADB), responsible for the operational aspects of human resources management and services in areas such as contract management, benefits and entitlement administration, separations, pensions and medical insurance. Reporting to the Deputy Director for Human Resources, the Chief, Staff Employment and Administration Section (SEA) provides leadership in the delivery of high-quality services for the contractual administration of international and local staff at ICAO Headquarters in Montreal, as well as ICAO Regional Offices. The position manages a team responsible for the implementation of the relevant HR services, which enhances the capacity of its clients to deliver on their business goals and objectives. ResponsibilitiesThe Chief, Staff Employment and Administration’s major responsibility will be to provide strategic leadership to the SEA Section. This will include planning, overseeing, and managing activities undertaken by the Section; ensuring that substantive work programmes and programmed activities are carried out in a timely and accurate manner across all units within the section – Staff Administration, Benefits; Social Security & Pension; Medical Clinic; and Protocol. The Chief, SEA supervises and leads the staff of the Section in the pursuit of high-quality performance, by building staff capacity and promoting learning and knowledge transfer within the team and across other areas of HR. Supervisory responsibilities include performance evaluation, delegation and distribution of tasks, and decisions on organizational priorities. Major duties include, but not limited to: LEADERSHIP & MANAGEMENT: • Plan and oversee the management of activities undertaken by Section; ensure that substantive work programmes are carried out in a timely fashion and meet high-quality standards. • Provide strategic leadership in developing and executing the benefits and entitlements strategy in support of the overall business plan and the direction of the Organization. • Provide policy guidance on conceptual strategy development and management of the implementation of related HR strategies, policies and procedures. • Conduct regular reviews of HR processes to ensure compliance and identify areas for improvement. • Implement solutions and leverage technology to automate and improve HR operations. • Implement appropriate service delivery mechanisms to ensure client satisfaction. • Provide input in the preparation of position papers and reports for presentation to ICAO senior management, or governing bodies, as appropriate. • Coordinate timely implementation of audit recommendations, advise on corrective measures to be taken and establish internal controls. • Collaborate with cross-functional teams to support HR initiatives. • Set and monitor performance indicators for the Section to ensure that service delivery meets and exceeds customer requirements. POLICY IMPLEMENTATION & ADMINISTRATION OF CONTRACTS, BENEFITS AND ENTITLEMENTS, AND SOCIAL SECURITY: • Administer consistent application of policies, regulations, and rules to acceptable standards, and propose recommendations on exceptions to HR policies, regulations, and rules. • Administer employee benefits programs, including health insurance, retirement plans, and other benefits in support of the overall business plan and the direction of the Organization. COORDINATION WITH OTHER UN SYSTEM ORGANIZATIONS, HOST COUNTRY ENTITIES, AND OTHER RELATED ORGANIZATIONS: • Liaise with the International Civil Service Commission (ICSC), United Nations Joint Staff Pension Fund (UNJSPF), the United Nations and other UN system organizations on matters related to administration of staff entitlements and benefits, as well as social security and pension. • Represent ICAO at inter-agency meetings, seminars, etc. on issues related to staff administration, social security and pension. • Liaise with Host Country Representatives on protocol matters, including accreditation of staff and other personnel as required. OTHERS • Perform other related duties, as assigned. CompetenciesProfessionalism: Ability to identify key strategic issues, opportunities, and risks. Ability to generate and communicate broad and compelling organizational direction. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply organizational rules, regulations, policies and guidelines in work situations. Knowledge of UN System Staff Rules and Regulations. Strong analytical and conceptual skills in analysing and interpreting operational issues, formulating options, and proposing and implementing solutions; 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. Accountability: Takes ownership for all responsibilities and honours 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. 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. 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. 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 improvements; 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. 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. EducationEssential Advanced university degree (Master's degree or academic equivalent) in human resources management, business administration, organizational development, administrative law, public or business administration, industrial psychology, social sciences or a related area is required. A first-level university degree in combination with two (2) additional years of qualifying experience may be accepted in lieu of the advanced university degree. Desirable Project Management Certification. Job - Specific QualificationNot available. Work Experience• A minimum of ten (10) years of progressively responsible professional experience in human resources management, including at least 5 years within the United Nations Common System, public sector, government or international organization, is required. • At least five (5) years of experience in supervising HR staff; as well as experience in managing contract administration, entitlements and allowances processing, and other compensation and benefit matters is required. • Demonstrated professional experience in leading effectively in a fast-changing environment is required. • Proven experience in supporting change initiatives, promoting quality management and fostering innovative reforms is required. • Experience in drafting reports and responses to legislative and oversight bodies of a public or international organization is required. • Experience in the implementation of innovative solutions for the improvement of human resources services is desirable. • Experience in supporting senior management in strategic human resources and policy guidance is desirable. • Experience managing complex projects or HR initiatives, including the application of sound project management approaches to drive delivery across multiple priorities and stakeholders is desirable. LanguagesFor this job opening, English is required. Either Arabic or Chinese (Mandarin) or French or Russian or Spanish is desirable. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details).