Human Resources Officer, P3 (Temporary Job Opening)

Org. Setting and Reporting

The position is based in the Office of the Senior Humanitarian and Reconstruction Coordinator for Gaza. On 22 December 2023, the Security Council adopted resolution 2720 (2023), requesting the Secretary-General, with the objective of expediting the delivery of humanitarian assistance to the civilian population in the Gaza Strip, to appoint expeditiously a Senior Humanitarian and Reconstruction Coordinator with responsibility for facilitating, coordinating, monitoring, and verifying in Gaza, as appropriate, the humanitarian nature of all humanitarian relief consignments to Gaza provided through states which are not party to the conflict, and further requesting that the Coordinator expeditiously establish a UN mechanism for accelerating the provision of humanitarian relief consignments to Gaza through states which are not party to the conflict, consulting all relevant parties, with the goal of expediting, streamlining, and accelerating the process of providing assistance while continuing to help ensure that aid reaches its civilian destination, and demanding that the parties to the conflict cooperate with the Coordinator to fulfil their mandate without delay or obstruction.

This temporary job-opening is being published for the position of Human Resources Officer and is based in Amman, Jordan. Under the overall supervision of the Senior Humanitarian and Reconstruction Coordinator, the incumbent reports to the Administrative Officer.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties:

General
• Provides advice and support to managers and staff on human resources related matters in relation to the OSHRC for Gaza personnel and staff deployed through surge/temporary duty modality.
• Prepares special reports and participates and/or leads special human resources project.
• Keeps abreast of developments in various areas of human resources.

Recruitment and placement
• Identifies upcoming vacancies in coordination with managers of the OSHRC for Gaza .
• Prepares vacancy announcements, reviews applications, and provides a short-list to those offices.
• Arranges and conducts interviews to select candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Serves as ex-officio in appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
• Prepares job offers for successful candidates.
• Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices.

Administration of entitlements
• Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules.
• Administers and provides advice on salary and related benefits, travel, and social security entitlements.
• Determines and recommends benefits and entitlements for staff on the basis of contractual status.
• Reviews and recommends level of remuneration for consultants.
• Supports engagement with authorities, other UN common system offices and other counterparts as needed on visa/immigration issues for OSHRC for Gaza personnel.

Staff development and career support
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
• Designs, plans, monitors and provides induction orientation programme and briefing to new staff members.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the Performance Management and Development System.
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the OSHRC for Gaza.

Other duties
• Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
• Prepares classification analysis of jobs in Professional and General Service and related categories.
• Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
• Assists in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.
• Act as alternative Travel Certifying Officer including providing guidance on travel-related policies, requirements, and entitlements.
Deputizes for the Head of Administration and serves as the Admin Unit’s OIC, as/when required, and also contributes to the monitoring and evaluation of the implementation of delegated authorities.
• Performs other duties as required.

Competencies

• PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management.

• PLANNING & 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, social sciences, education or related area is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is an advantage.

Work Experience

A minimum of five (5) years of progressively responsible experience in human resources management, administration or related area is required.

At least three (3) years of relevant field experience working in the United Nations Common System or comparable international organizations is required.

Experience in workforce data analysis, budget formulation and human resources planning, and recruitment is required.

Experience in using Enterprise Resource Management (ERP) systems like Umoja, including relevant training and certification is desirable.

Experience in performing the HR Travel Administration role and familiarity with the travel processes, policies, and travel module and associated processes in Enterprise Resource Management (ERP) systems like Umoja is desirable.

Experience in the engagement and administration of Consultants and Individual Contractors in the United Nations or in a similar international organization is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For this position, fluency in English language is required. Knowledge of another UN official language is desirable.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

This position is funded until 30 September 2024 and may be subject to extension. Extension of the appointment is subject to extension of the mandate and/or the availability of the funds. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment”.

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 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.

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 based on a temporary appointment for 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 three months following the separation. This equally applies, mutatis mutandis, concerning 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.

Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as “retirement.” Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.

Subject to the funding source of the position, this temporary job opening may be limited to candidates based at the duty station.

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 in 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 in positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.

Staff members of the United Nations Common System organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.

Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Applying or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

The United Nations is Secretariat and is committed to achieving a 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for these positions. An impeccable record of integrity and professional ethical standards is essential.

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.

Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence, and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offenses and/or violations of international human rights law and international humanitarian law.

For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.

The Staff Regulations, Staff Rules, and administrative issuances governing staff appointments can be viewed at: https://hr.un.org/handbook.

Applicants are urged to carefully follow all instructions available in the online recruitment platform, Inspira. For more detailed guidance, applicants may refer to the At-a-Glance on “The Application Process” and the Instructional Manual for the Applicants, which can be accessed by clicking on the “Manuals” hyperlink on the upper right side of the Inspira account-holder homepage.

Applications are pre-screened by the system according to the published requirements of the job opening based on the information provided in the application. Concerning the requirements of the job opening, applicants must provide complete and accurate information on their qualifications, including their education, work experience, and language skills. Each applicant must bear in mind that submission of incomplete or inaccurate applications may render that applicant ineligible for consideration for the job opening. Initial screening and evaluation of applications will be conducted based on the information submitted. Applications cannot be amended following submission. Candidates under serious consideration for selection will be subject to a reference-checking process to verify the information provided in the application.

IMPORTANT: Candidates found suitable and not selected for the announced duty station may be selected for deployment to other duty stations. The selection will be for similar functions with similar requirements at the same level.

United Nations Considerations

According 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 Fee

THE 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.