Org. Setting and ReportingWith its 192 member countries, the Universal Postal Union (UPU), a specialized agency of the United Nations, is the primary forum for cooperation between postal sector players. It helps to ensure a truly universal network of up-to-date products and services. ResponsibilitiesUnder the general guidance the Director of Human Resources, the incumbent will perform functions related to the development, formulation and revision of HRM policies, guidelines, procedures and practices. The incumbent will act as principle focal point to the Staff Association Committee for all HR-related issues and will participate in recruitment activities. 1 Policy analysis (i) Develops human resources policies and procedures taking into account new developments from the ICSC and CA decisions, the UPU HR Strategies’ and policy changes in the UN common system; (ii) Assesses the adequacy of existing HRM policies, guidelines, procedures and practices, identifying shortfalls and proposes changes as appropriate; (iii) Identifies areas of concern that require change and proposes amendments (e.g.the UPU’s Staff Rules and Regulations, Administrative Instructions, checklists) with the aim to foster innovation and enhancement of the HR delivery; (iv) Monitors ‘best practices’ in the UN Common System to identify innovations potentially applicable to the UPU (v) Research relevant regulations, rules, policies and practices of non-UN entities to identify needs for change (vi) Designs, develops, formulates and implements HR strategies, policies and procedures ensuring the implementation, monitoring and evaluation of new initiatives and procedures (e.g. performance management, knowledge transfer, rotation of staff, flexi time, creation of committees) (vii) Provides substantive input to the preparation of reports for presentation to the General Management 2 Technical functions (i) Develops communication materials, such a briefing notes, presentations, and intranet postings, as required; (ii) Assesses, formulates and reviews agreements, non-UN contract types and HR services contracts, established with external stakeholders (iii) Manages HR-driven data that will assists in decision making (iv) participate in the development of proactive recruitment strategies targeting female applicants and nationals of non- and underrepresented countries; (v) Prepares DRH reports (documents and presentations) to the Council of Administration (vi) Provides guidance in the management of HR-related administrative matters. 3 Staff counselling (i) In close collaboration with the UPU’s Social Fund, Ombudsperson and Medical Advisor, advices the Director and the General Management on general welfare concerns as expressed by staff and the aforementioned entities. (ii) In the context of informal and formal resolution mechanisms, assists the Director in resolving conflict cases among staff. (iii) Work closely with the Assistant Well-being. 4 Internal Relations (i) Represents the Organization in negotiations with the Staff Association Committee (ii) Builds and promotes close collaboration and interaction with all directorates to facilitate implementation of HR initiatives (iii) Acts as a Focal Point of thematic areas (gender, disability, etc…); (iv) represents the Director in the Committee of Nomination and Promotion (APC) whenever required. 5 External Relations (i) Represents the UPU, where appropriate, in inter-agency meetings, seminars, conferences and working groups on HR policy development and advises the UPU management on the impact of any changes; (ii) Promotes networks with senior colleagues in other UN organizations on HR best practices and other emerging HR issues ensuring that the UPU interests are served at best. Responds to inter-agency enquiries on the UPU policies and procedures related to HR management. (iii) Represents the UPU to UN working groups dealing with policy matters. CompetenciesProfessionalism – Takes responsibility for own actions and decisions, and for the consequences of these; – Produces and delivers high-quality results; – Drives change and improvement, continually searching for new ways to position the organization for success; – Ensures that knowledge and learning is shared across the organization and encourages staff to learn from each other. Ethics – Ensures that personal views and convictions do not compromise ethical principles; – Understands and behaves in accordance with the UPU’s professional, ethical and legal framework; – Does not abuse power or authority vested by functions; – Respects commitments and promises made to internal and external partners; – Promptly confronts unprofessional or unethical behaviours and takes immediate appropriate action; – Maintains confidentiality and treats sensitive information with discretion. Taking responsibilities/results orientation - Seeks to achieve expected outputs within the agreed timeframe; - Ensures competent delivery with minimal supervision, even under pressure and with constantly changing priorities; - Keeps supervisors informed of challenges encountered and solutions found. - Quickly identifies issues and the right person to provide solutions, and shows strong client orientation in business dealings; - Explores the options for finding innovative solutions to improve work processes and results; - Remains focused and keeps morale high when faced with adversity; - Reallocates resources quickly and effectively when faced with unforeseen events. Working together/teamwork - Works collaboratively with team members to achieve results; - Shows respect to other members of the team, regardless of gender or of cultural, educational or religious background; - Seeks help when needed in order to achieve set goals; - Shares information on issues that may affect the team and respects confidentiality; - Accepts joint responsibility for the team’s successes and shortcomings. - Encourages cooperation among staff within the programme and directorate and across the organization; - Collects and assesses information on a broad range of issues related to the team’s work and seeks common solutions; - Encourages others to be innovative in order to improve outcomes. Team management: - Demonstrates the ability to delegate responsibility, motivate and lead, and provide effective coaching and performance feedback; - Coordinates the activities of the team; - Delegates work efficiently within the team and evaluates the team’s work in a timely and fair manner; - Clearly communicates work expectations and defines successful indicators; - Takes ownership of the team’s problems and seeks sustainable solutions; - Recognizes team participation and rewards individual contributions; - Ensures a good planning of work and regularly reassesses priorities to ensure delivery of the expected outcomes; - Motivates team members to strive for excellence. Job-related competencies: 1 Good interpersonal skills; ability to defend and explain difficult, complex or sensitive issues to staff and management 2 High sense of responsibility and strong initiative 3 Discretion, integrity and maturity in judgement 4 Ability to stay focused under pressure 5 Active listener within a diverse working environment 6 Change- oriented EducationAdvanced university degree (Master or equivalent) in human resources management, international relations, law, social science, business administration, organizational design or related area, or first university degree (Bachelor or equivalent) in same fields plus 2 years of professional experience Job - Specific QualificationStrong knowledge of HR policies and procedures pertaining to recruitment, entitlements, allowances and grants, is required Knowledge of UN HR policies and procedures, is required Demonstrates and promotes ethics and integrity - is required Excellent communication skills with demonstrated ability to present information in a clear and logical manner both orally and in writing, are required Strong analytical skills are required Work ExperienceWith advanced university degree minimum of 7 years of professional experience in human resources management in a multicultural environment. OR With first university degree (Bachelor’ s degree or equivalent) minimum of 9 years of professional experience in human resources management in a multicultural environment. This is required Experience in the UN Common System is desirable LanguagesFluent in English or French. Knowledge of the other language would be an advantage AssessmentApplicants will be contacted directly if selected for written test. Additional testing/interviewing may be used as a form of screening. Special Notice- Annual salary:(Net of tax) 77,326 USD - Post adjustment: 83.6 % of the above figure(s). This percentage is to be considered as indicative since variations may occur each month either upwards or downwards due to currency exchange rate fluctuations or inflation. - Type of contract: Fixed-term (Core) appointment - Duration: Three years - Scheduled date for taking up appointment: As soon as possible - French is the official language of the UPU. English and French are the working languages of the UPU International Bureau. - Priority shall be given for an internal promotion. - The UPU is committed to encouraging diversity within its workforce. Interested candidates from minority groups and/or with disabilities are encouraged to apply. All applications will be treated equally and in the strictest confidence. - Candidates might be considered for other similar posts (for a period not exceeding one year). - Candidates must ensure that they provide relevant contact details so that they can be contacted at any time, to prevent them from being excluded from the selection process. - The UPU is committed to securing the highest standards of efficiency, competence and integrity for its staff members. In this regard, candidates under serious consideration for selection may be subject to satisfactory background checks aimed at validating the educational and professional background records as indicated by candidates in their respective application forms. - At the discretion of the UPU, such background checks may also be extended to include criminal records, disciplinary measures, sexual exploitation and abuse, and professional license check validation. United Nations ConsiderationsAccording 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. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date. No FeeTHE 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.