Org. Setting and ReportingThis position is located within the International, Impartial and Independent Mechanism to assist in the Investigation and Prosecution of Persons Responsible for the Most Serious Crimes under International Law Committed in the Syrian Arab Republic since March 2011 (IIIM). The incumbent is under the direct supervision of the Head of the IIIM. ResponsibilitiesWithin delegated authority, the incumbent will be responsible for the following duties: (1) Policy, Planning and Programme Implementation: • Assists the Head of the IIIM and senior management in the development and implementation of the administrative and financial framework. • Advises senior management on budgeting, financial, human resources, general administration, management information issues and practices. • Produces major/complex reports for senior management. • Provides advice and support to senior and programme management on operational aspects and implications of programme implementation, project budgeting, review of project documents, proposals, audit, monitoring & evaluation, special reviews of operational objectives and related administrative policies/procedures as applicable. • Participates, on behalf of the IIIM in task forces of the Secretariat on human resources and administrative matters. • Participates in management meetings to provide advice on administrative, financial and human resources matters, as required. • Advises on allocation and efficient use of funds in compliance with the programme manual and United Nations Financial Rules and regulations. (2) Human Resources Management: • Takes the lead in coordinating the full range of staff and human resource administration related issues, ensuring requirements are met. This involves overseeing development and maintenance of staffing table records, interpretation and application of staff rules relating to human resources issues, preparation of staffing projects and other ad hoc status reports on those issues. • Ensures all actions follow operational procedures for recruitment, placement and separation of staff as well as career development, gender equality and staff-management relations. • Provides expert advice with respect to conditions of service, duties and responsibilities, and privileges and entitlements under the Staff Rules and Regulations. • Provides advice on recruitment of consultants, interns, non-reimbursable loan agreements and other non-staff modalities. (3) Budget and Finance: • Ensures strategic and efficient management of financial resources. • Prepares budgets and costs projects for financial and human resources purposes. • Reviews and certifies financial transactions and reporting. • Reports expenditures and delivery rates both locally, and to headquarters. • Leads, oversees and coordinates preparation and implementation of the work programme and budgets. • Regularly informs senior management on budget expenditures and rates of delivery. • Monitors expenditures to ensure that they remain within authorized levels. Exercises control over budgetary expenditures from these resources and advise senior management regarding the allocation/availability of budget resources. • Develops, establishes and maintains a set of sound policies, procedures, standards and tools that are consistent with UN policy and practice in order to ensure proper accounting, financial management and control. • Serves as lead financial officer, providing guidance and direction on business and resource planning. Formulates strategic direction and evaluates strategic options, particularly in terms of resource implications. Assumes the lead role in monitoring and supporting the execution of these strategies to achieve maximum impact. • Prepares internal financial reports and responses to Internal and External Audit observations in compliance with the Financial Rules and Regulations. (4) General Administration: • Plans, organises and implements support services. • Oversees travel, procurement, asset and facilities management functions. • Liaises and leads on strategic relationships with main service providers. • Manages administrative staff of the department and prepares performance reports and medium-term plans for this staff. • Mentors administrative staff in accomplishing their goals and objectives and fosters harmonious working relationships. • Performs other tasks as required. CompetenciesPROFESSIONALISM: Ability to provide seasoned effective specialized advice in a broad range of human resources, financial, logistical, and administrative areas to Head of the Mechanism, and to Headquarters and senior staff; ability to ensure adequate preparation of reports or rationale with respect to key logistic and administrative decisions; strong negotiation and conflict-resolution skills. Shows pride in work and 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; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility of delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. 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. 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 the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary. EducationAn advanced university degree (Master's degree or equivalent degree) in business or public administration, human resources management, finance, accounting, or related area is required. A first-level university degree in combination with two additional years qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific QualificationNot available. Work ExperienceA minimum of ten (10) years of experience in administration, budget, finance, human resources management, logistics, information technology, communication or related field is required. Managerial experience and experience in making budget submissions is required. Experience with Enterprise Resource Planning (ERP) systems such as Umoja is desirable. Experience with rapid deployment requirements and staff planning for the startup phase of field-based operations is desirable. Experience within the UN Common System or other similar organization is desirable. Experience within the UN ecosystem in Geneva is desirable. Experience in drafting submissions for the internal justice system (e.g. MAES and/or UNDT) is desirable. LanguagesEnglish and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of another UN language is desirable. AssessmentEvaluation of qualified candidates may include a desk review and/or an assessment exercise which may be followed by competency-based interview. Special Notice• The temporary position is intended to fill the functions of short-term duration for 364 days, and an estimated start date on 15 August 2025. • The duration of the appointment is subject to the availability of funds. • Candidates should have no expectation of any fixed-term appointment possibility after the end of this temporary assignment. If the selected candidate is an internal staff member of the UN Secretariat, the selection will be recorded as a temporary assignment. • Subsequent to the initial temporary appointment, new and successive temporary appointments may be granted for service in the same office or in a different office any number of times, for any duration, provided that the length of service does not exceed the period of 364 calendar days. • 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. • 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. • 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. • For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1. • For information on special post allowance, please refer to ST/AI/1999/17. The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at: http://www.un.org/hr_handbook/English 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.