Org. Setting and ReportingThis position is located in the Human Resources Services Division (HRSD) within the Operational Support Office (OSO) of the Department of Operational Support (DOS). The Human Resources Officer will report to the Chief of the Global Rostering Section (GRS). ResponsibilitiesWithin limits of delegated authority, the Human Resources Officer will be responsible for the following duties: GENERAL: • Contributes to the development and implementation of new human resources policies, practices and procedures, leveraging innovation, creativity and best practices to meet the evolving needs of the Organization. • Ensures the implementation of human resources policies, practices and procedures. • Participates in task forces and working groups identifying issues/problems, contributing to the formulation of policies and guidelines, and establishing new procedures. • Keeps abreast of developments in various areas of human resources. • Prepares reports and participates and/or leads special human resources projects. • Coordinates and ensures the design and implementation of various human resources action plans related to system-wide organizational priorities (such as gender parity, geographical diversity, disability inclusion, anti-racism, staff engagement, etc.) • Plans, organizes, manages and supervises the work of the Roster Managers within the Global Rostering Section. RECRUITMENT AND TALENT MANAGEMENT: • Uses roster health data to project and monitor vacant posts Secretariat-wide and ensures adherence to policies and procedures in creating rosters used to fill these posts. • Oversees preparation of generic job openings, reviews applications and provides short-lists for rostering. • Provides guidance on or oversees the preparation of suitability assessment exercises for evaluating candidates. • Arranges and conducts interviews for rostering of candidates. • Reviews candidate recommendations by Hiring Managers for centralized Young Professionals Programme placement exercises. • Serves as ex-officio in or secretary to interview panels, examinations boards, and prepares and presents cases to these bodies. • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters. • Oversees all phases of the rostering and talent pool development process (including administering the Young Professionals Programme and Senior Women Talent Pipeline) in collaboration with subject matter experts, Specialized Boards of Examiners, and colleagues in HRSD, to ensure alignment with efficiency targets and quality standards. STAFF DEVELOPMENT AND CAREER SUPPORT: • Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates. • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization. • Contributes to the capacity building of designated roster building partners across the Secretariat to ensure consistency and quality in establishing rosters. • Contributes to formulating examination policies, and develops and prepares examination questions and papers. • Supervises the process of knowledge/awareness building amongst staff members with regard to the staff rules and regulations, and related guidelines in the recruitment area and their strict application by the HR practitioners, including consistent implementation of delegated duties. • Supports management in change management process, including through communication. OTHER DUTIES: • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities. • Conducts research in preparing policy papers, position papers and briefing notes on issues related to examinations and tests. • Participates in projects to pilot new technology or methodologies to achieve efficiency gains. • Provides expert inputs to innovation and efficiency initiatives for rostering, recruitment and assessments, including the identification of challenges and the design of (or contracting of support for) solutions. • Assists with the development of communication plans through the dedicated intranet page, broadcasts, articles and presentations on various HR issues. Competencies• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to analyze and interpret human resources related data in support of decision-making and convey resulting information to management. Ability to analyze complex and sensitive human resources matters and provide responses, recommendations and solutions. Ability to coordinate talent acquisition activities including planning and conducting outreach activities to identify and attract qualified talent. Ability to design and deliver human resources related training workshops/presentations/briefings. 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. • 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. EducationAdvanced university degree (Master’s degree or equivalent degree) in human resources management, business or public administration, social sciences, industrial-organizational psychology, education, law or related field. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific QualificationNot available. Work Experience• A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required. • Experience in conducting and presenting analysis on human resources related data is required. • Experience in the use of major Enterprise Resource Planning (ERP) systems and recruitment systems (e.g., SAP, PeopleSoft) is required. • Experience in developing partnerships and collaborating with a diverse range of international stakeholders (internal and external colleagues and clients) is required. LanguagesEnglish and French are the working languages of the United Nations Secretariat. For this job opening, English and French are required. 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).