Responsibilities
Management of Recruitment and Classification Services (RCS):
Manage and lead the Common Back Office (CBO) recruitment team:
Day-to-day supervision, motivation and development of staff; Ensure equitable distribution of work among sub-units;
Planning and organizing the yearly work plan of the respective team;
Oversee the establishment and continuous maintenance of records, files and databases.
Job design and Classification Services:
Classification and re-classification of posts up;
Provision of advice to staff and management on the development of job descriptions and advice on the use of Generic Job Profiles;
Provision of advice and guidance to staff and management on classification policies and procedures;
Analysis of classification appeals related to general service posts, and liaison with Office of Human Resources (OHR) on appeals related to professional and higher level posts;
Maintenance of statistics and provision of reports or inputs to reports on classification matters.
Recruitment Services:
Management of Job Openings (JOs) and temporary job openings, including acting as Senior Human Resources Case Officer in processing of JOs in the recruitment platform (Inspira) for all level of posts in the General Service, National Officers and Professional and above categories;
Provision of advice and guidance to staff and management on recruitment policies and procedures; Liaison with other stakeholders on recruitment issues and policies;
Maintenance of statistics and provision of reports or inputs to reports on recruitment matters; Participate in the development and management of a skills database for the management of staff mobility and succession planning;
Develop pro-active initiatives to assist the client organizations in managing expected staff turn-over;
Oversee the recruitment of Consultants and Individual Contractors, including the establishment and maintenance of a roster of experts.
Oversee the development of an effective sourcing strategy and guide hiring managers and entities in articulating their Employee Value Proposition (EVP) and visibility.
Advice the hiring managers in the development and implementation of assessment tools, including written tests, psychometric testing (if required), skill checks, auto-recorder.
Conduct staff selection system trainings for staff and hiring managers
Compensation matters:
Represent the organization in compensation matters, including coordinating, organizing and participating in local salary surveys, and acting as Secretary of the Local Salary Survey Committee;
Organizing and coordinating place-to-place and housing surveys in liaison with the International Civil Service Commission.
Representative of HRMS:
Represent HRMS in committees, working groups and relevant inter-agency meetings;
Represent HRMS in statutory and staff – management bodies as required;
Make presentations, briefings to staff, management and other interested or requesting parties on subjects related to work area.
Officer-in-Charge of Talent Acquisition Unit in the absence of the Chief, as required.
Perform other related duties as may be assigned.
Competencies
PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. The ability to analyze and interpret data in support of decision-making and convey resulting information to management. Shows pride in work and in achievements; 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.
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.
Education
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, law, or 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 an advanced university degree.
Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is desirable.
Work Experience
A minimum of seven years of progressively responsible experience in human resources management, administrative services or related area is required.
At least 2 years of experience in recruiting personnel in an international organisation is required.
At least 2 years of experience supervising diverse multicultural teams is desirable.
Experience in Classification, job design and Compensation matters is desirable.
2 years or more of experience in data analytics or related area is desirable.
Languages
English and French are the working languages of the United Nations Secretariat. For this position fluency in English is required. Knowledge of French is desirable.
Apply via :
careers.un.org
