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UN vacancy announcement: Chief Human Resources Officer



VACANCY ANNOUNCEMENT

Posting Title: CHIEF HUMAN RESOURCES OFFICER
Job Code Title: CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT
Department/Office: ECONOMIC COMMISSION FOR AFRICA
Duty Station: ADDIS ABABA
Posting Period: 04 February 2016 - 03 April 2016
Job Opening Number: 55591
Staffing Exercise: N/A
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United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Special Notice
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Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their
careers in accordance with established rules and procedures.

UNECA is committed to promoting geographical distribution and gender equality within its Secretariat. Therefore, women candidates are strongly encouraged to apply.

Staff members of the United Nations Secretariat must fulfill the lateral move(s) requirements, or geographical to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral or geographical move(s) in their Personal History Profile (PHP) and cover note.
Org. Setting and Reporting
This position is located in the Human Resources Services Section, Division of Administration, in the Economic Commission for Africa. The incumbent will report directly to the Director of the Division of Administration. For more information on the ECA and its mandate, please visit www.uneca.org.

The Chief of Human Resources Services is responsible for a fully integrated and regulatory-compliant human resources section in the Commission. He/she provides strategic advice to the senior leadership team and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HR and Commission’s strategy are aligned and responsive to evolving changes in mandate and phase, operational priorities and budgetary imperatives.

Responsibilities

Under the direct supervision of the Director, Division of Administration, and within delegated authority, the Chief of the Human Resources Services Section will perform the following functions:

GENERAL:

Management Advisory: The Chief of the Human Resources Services Section is the functional advisor on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the Commission. He/she is the primary conduit between Senior Management and staff regarding all human resources issues. This interface requires the development of close and substantive ties with Senior Management across the Commission spectrum. The Chief of the Human Resources Services Section is also the primary interface regarding cross-cutting HR issues between the Executive Secretary and OHRM, with a key proactive role of open communications, advisory services, and collaborative problem resolution.

Monitoring and Reporting: Within the Commission, the Chief of the Human Resources Services Section is responsible for monitoring and evaluating the implementation of delegated authorities, through the Human Resources Management Scorecard, Service Level Agreements, Human Resources Services Section indicators, and the Executive Secretary’s Compact to the UN Secretary General.

Strategic Planning: The Chief of the Human Resources Services Section is an active participant in the Commission’s planning process and plays a critical role in determining staffing requirements and structures. S/he advises the Executive Secretary and the Director of Administration on emerging capacity gaps in accordance with the evolution of the Commission’s mandate. The Chief of the Human Resources Services Section is responsible for developing recruitment and deployment plans for all positions. She/he is also responsible for conducting systematic assessment of the workforce per function, skill, level, category, occupational group, gender and geography and for identifying gaps and determining what actions should be taken to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates.

Staff Selection: The Chief of the Human Resources Services Section manages the selection and appointment process of highly competent candidates. This involves advising managers on organizational policies and SOPs on the staff selection process, and ensuring compliance and required level of skill to conduct and document competency based interviews for position specific job openings, if required. The Chief of the Human Resources Services Section will also facilitate the Commission’s participation in expert panels to evaluate applicants to generic job openings. The Chief of the Human Resources Services Section administers related recruitment process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, geographic diversity, as well as increasing both management and staff awareness of these policies. This includes competitive process review and the preliminary screening of candidates at the Commission level. The Chief of the Human Resources Services Section also facilitates the review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies. The Chief of the Human Resources Services Section represents the Director of Administration on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate.

Performance Management: The Chief of the Human Resources Services Section is responsible for ensuring compliance with the UN staff performance management system as promulgated under ST/AI/2010/5. She/he works with OHRM, IDEP, and other relevant entities to ensure adequate training opportunities for staff in performance management skills, supervisory skills and relevant procedures and policies. The Chief of the Human Resources Services Section ensures the establishment of a Joint Negotiation Committee, and acts as its facilitator and ex-officio, and the assembly of a rebuttal panel as necessary. The Chief of the Human Resources Services Section counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required. Linked to the overall Commission, the Chief of the Human Resources Services Section provides guidance and substantive support to Commission components on standards for the development of divisional, section, unit and individual work plans. She/he monitors the implementation and compliance of the electronic performance management tool in the Commission.

Staff Development: The Chief of the Human Resources Services Section counsels staff members about career opportunities within the Commission and the UN System. With support from OHRM, She/he provides regular information on global vacancies and opportunities for the generic rostering system. Under career and staff development, the Chief of the Human Resources Services Section works with OHRM as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling. This includes planning and shaping the progression and movement of staff both within and among the Commissions and the UN Secretariat. The Chief of the Human Resources Services Section also advises staff on training opportunities for HR staff as well as staff in general, and plans and prepares the Commission training budget in coordination with Director of Administration. Particular attention will be given to capacity building in order to develop and implement career development paths for staff.

Administration of Justice: Working with interested parties such as the Staff Union, Chief of Staff, and the Director of Administration, the Chief of the Human Resources Services Section will address and mitigate staff grievances with the purpose of resolving them at the lowest practical level. This includes preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. In coordination with OHRM, the Chief of the Human Resources Services Section will also coordinate the Commission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the Commission.

Capacity Building: The Chief of the Human Resources Services Section continuously assesses the skill, expertise and knowledge of the HROs and HRAs. She/he ensures the participation of human resources staff in relevant training programmes and designing individual on-the-job and group training programmes on specific subject matters in the area of human resources management, including in the use of HR IT systems (e.g. Inspira, Umoja, etc.).

Staff and Management relations: The Chief of the Human Resources Services Section develops an “open door” dialogue between the management and international and national Staff Unions. She/he ensures routine meetings with the Staff Unions at least once in every two months to address issues affecting the staff and coordinate the quarterly meetings with the Executive Secretary and the Director of Administration. The Chief of the Human Resources Services Section organizes, as necessary, general or specific meetings for the staff on issues such as mandate implementation, status of HR reforms, etc.

Coordination with Operations of UN Country Team through the Operations Management Team (OMT): The Chief of the Human Resources Services Section maintains open communication with OMT for efficient coordination in conducting national staff salary surveys, DSA/cost of living surveys, establishing common policies on other in-country entitlements for staff.

Communication: The Chief of the Human Resources Services Section is responsible for developing and implementing a communication strategy. This should include a dedicated intranet page on HR issues, which is updated on a regular basis, regular formal (town halls, meetings with program managers) and informal meetings with staff at all levels to clarify and communicate policy and staff administration issues.

Emergency preparedness and crisis management: In consultation with the Director of Administration, the Chief of the Human Resources Services Section works on the Commission’s response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with OHRM. The Chief of the Human Resources Services Section involves in all the three phases of emergency preparedness, crisis response and the long-term follow-up to the needs of affected staff members.

Other: The Chief of the Human Resources Services Section develops a set of actionable and targeted change management plans, including communication, coaching and training plans in order to implement these responsibilities in the HR Section and reports on the implementation of the change management process by identifying gaps and risks and recommends corrective action. She/he plans, organizes, manages and supervises the work of the Section. Develops and implements human resources policies, practices and procedures to meet the evolving needs of the Commission. She/he advises the Executive Secretary and the Director of Administration on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to the delivery of human resources services. Represents the Commission in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources related issues.

Work implies frequent interaction with the following:
Staff at large
Staff within work unit
Senior management
Programme Managers
Officials and counterparts in other UN agencies and the Secretariat
Officials in member state missions, delegations, governments, etc.

Results Expected: Independently takes responsibility for overall planning, development, management and delivery of human resources management services in the Commissions. Interact with and advise human resources officers and other HR personnel/focal points in Sub Regional Offices.

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. 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.

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.

ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

LEADERSHIP: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and 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.

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.

Education

Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related area. A first-level university degree in combination with additional two years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of ten years of progressively responsible experience in human resources management is required. Demonstrated experience in administration of justice in international organizations and in managing a very large and diverse work force is desirable.

Languages

Fluency in English (both oral and written) is required; knowledge of French is highly desirable. Knowledge of another UN official language is an advantage.

Assessment

Short-listed candidates will be subject to a competency-based interview and other assessment.
United Nations Considerations

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 offences and/or violations of international human rights law and international humanitarian law.

The United Nations shall place 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. (Charter of the United Nations - Chapter 3, article 8). The United Nations Secretariat is a non-smoking environment.

Applicants are urged to follow carefully 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 “Manuals” hyper-link on the upper right side of inspira account-holder homepage.

Applications are pre-screened by the system according to the published requirements of the job opening on the basis of the information provided in the application. In relation to the requirements of the job opening, applicants must provide complete and accurate information pertaining to 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 on the basis of 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.

Job openings advertised on the Careers Portal will be removed at midnight (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.

ISSUED BY: MINISTRY OF FOREIGN AFFAIRS, EAST AFRICAN, REGIONAL AND INTERNATIONAL COOPERATION, DAR ES SALAAM.

11TH MARCH, 2016

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