Vacancy Announcement No. ICSC/01/2015 Deadline for
submission of applications: 16 November
2015 Senior Human Resources Policies Officer Human Resources Policies Division
International Civil Service Commission, New York
Level of the post:
P-5 Duration of assignment: Two
years, renewable Date of entry: 1 March
2016
The International Civil Service Commission (ICSC) which is
based in New York, was established by the United Nations General Assembly to
regulate and coordinate the conditions of service of the United Nations common
system. The common system is composed of approximately 20 organizations,
programmes and funds located throughout the world. The Senior Human Resources Policies Officer
reports directly to the Chief of the Human Resources Policies Division
(HRPD).
Summary
The role of HRPD is to review develop and coordinate
implementation of Human Resources Management policies for the common system.
The Senior Human Resources Policies Officer is expected to formulate proposals
for consideration by the Commission and guide in their common system wide
implementation. Policy formulation covers a wide span of human resources
related issues including, job evaluation, pay and allowances, performance
management, recruitment, and gender/diversity strategies and career and staff
development to support unity of implementation in the United Nations system. In
addition, the Senior Human Resources Policies Officer is responsible for
monitoring the implementation of decisions of the General Assembly and
Commission, ensuring and/or facilitating consistency of interpretation and
overall practice. This post is one of four professionals reporting to the Chief
of the Division, deputizing in his/her absence.
Duties and responsibilities
Coordinates and integrates the professional inputs of staff
within the division by formulating, for approval of the Chief, HRPD, strategic
implementation plans to ensure that decisions of the
Commission are adequately
represented in the work programmes of individual human resources policies
officers:
Develops data driven policy proposals and methodologies
across the spectrum of human resources
issues for consideration of the Commission that enables the strategic
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management and development of the global workforce of the
common system organizations; guides in the considerations of proposals by
providing qualitative and quantitative data driven assessments;
Identifies and explores “best practices” in areas such as
recruitment, career and staff development, talent management, mobility,
performance management, staff well- being schemes, gender and diversity; works
towards achieving stakeholder acceptance and agrees strategies for enhancement
of human resources management within the
common system. Documents, presents and defends ideas before the Commission.
Collaborates with the Human Resources Network and other
international organizations to identify key issues of interest and
opportunities for improvement or further study; facilitates consideration in
the Commission of the issues identified by seeking the necessary
data/information and researching and developing options that would be in the
best interests of the common system organizations.
Provides expert advice on global mobility and other workforce
trends relating to expatriate and national staff; liaises with other
international organizations, member states and the private sector; identifies
innovative/best practices and other developments of potential relevance to the
common system; integrates into policy formulations bearing in mind any
particular considerations for the common system
and identifies potential
opportunities, risks, limitations.
Identifies developments in the comparator and other national
civil services and other organizations in the areas of job
evaluation/classification; performance evaluation and compensation, including
pay, allowances and benefits and
determines their potential implications/applicability for the common
system; conducts grade equivalency
studies with selected organizations to form the basis for further comparisons
of remuneration and other conditions of service.
Collaborates with the Chief of the Division on the oversight
of the substantive workof the division; represents the ICSC secretariat at
inter-agency meetings to provide technical assistance and advice in any of the
areas of competence. Competencies
Professionalism: Demonstrates professional competence and
mastery of human resources management; ability to identify issues, analyze and
formulate opinions, make recommendations and conclusions on complex human
resources policy and development issues; is conscientious and efficient in
meeting commitments 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.
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Communication: Speaks
and writes clearly and effectively; listens to others, correctly interprets
messages from others and responds appropriately; asks questions to clarify, and
exhibits interest in having two-way communication; tailors language, tone,
style and format to match audience; demonstrates openness in sharing
information and keeping people informed.
Planning and organising:
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.
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 that the actions
proposed will satisfy the expressed and underlying needs for the decision;
makes tough decisions when necessary.
Education
Advanced University degree in human resources management,
public administration, social sciences or related field. A first level University degree in
combination with extensive experience in a related field may be accepted in
lieu of the advanced university degree.
Work Experience A minimum of ten years
of varied professional and managerial experience across the broad spectrum of global human resources
management functions in an international setting is required. Policy
formulation and implementation experience is required.
Relevant experience in
job classification/evaluation and methodologies, principles of remuneration,
and global mobility trends is essential. Wide experience related to global and
national staff issues and a broad understanding of the human resources
practices of other international organizations and national civil services,
including the United States federal civil service, is highly desirable. An
in-depth under-standing of the conditions of service of staff categories in the
common system is desirable. Conceptual and analytical skills and proficiency in
software tools to conduct analysis and develop quantitative models is an
advantage.
Languages
English and French are the working languages of the United
Nations Secretariat. For the post
advertised, fluency in English is required. Working knowledge of French is
desirable. Knowledge of another United Nations official language is an
advantage.
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Remuneration
The position carries a net remuneration of approximately
US$136,200 for those without dependants and US$146,609 for those with
dependants at step I of the grade.
Appointments from outside the United Nations common system organizations
are normally at step 1 of the grade.
Other allowances such as education grant for eligible dependant
children, rental subsidy, etc., may also apply.
Acknowledgement will be sent
only to short-listed candidates.
United Nations Considerations
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.
ASSESSMENT METHOD
Evaluation of qualified candidates may include an assessment
exercise which may be followed by a competency-based interview.
ALL APPLICANTS:
Please complete a copy of the United Nations application form (Personal
History Profile) Form P-11 at http://icsc.un.org/resources/vacancies/p11.doc,
quoting the vacancy number, along with a cover letter and send to: icsc-dropbox@un.org.
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