|Posting Title:||Staff Development Officer, P4|
|Job Code Title:||STAFF DEVELOPMENT OFFICER|
|Department/Office:||Department of Management Strategy, Policy and Compliance Office of Human Resources|
|Duty Station:||NEW YORK; NEW YORK;|
|Posting Period:||06 June 2019 – 05 July 2019|
|Job Opening Number:||19-Human Resources-DMSPC OHR-116556-R-New York (G)|
Org. Setting and Reporting
This position is located in the Organizational Development Section (ODS), Strategic Talent Management Service (STMS), Global Strategy and Policy Division (GSPD), Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC) of the United Nations. The incumbent reports to the Chief or a senior Officer.
The Organization Development team is responsible for leading strategic projects that accelerate organizational development in the context of reform and change. The team designs and implements Organization-wide frameworks to develop staff talent throughout the entire employee life cycle, including induction, learning, performance management and career development. The objective is to nurture a culture of engagement, leadership and results, based on the United Nations system leadership framework as well as on the UN’s organizational values and competencies. Through Organization-wide change initiatives, the Section supports ongoing reform and transformation, responding to input from staff and strategic and operational priorities. Through leadership support and development programmes, ODS ensures that the Organization builds a strong pool of leaders that demonstrate a high level of ethics and integrity and a focus on results. The Section is responsible for building a strong foundation of multilingualism and core competences, ensuring that staff continuously develop and maintain the skills and knowledge they need to deliver results. The team provides a set of resources and tools to help staff set career objectives so that they can continuously move forward on their career paths.
Within limits of delegated authority, the Staff Development Officer will be responsible for the following duties
• Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
• Monitors and ensures the implementation of human resources policies, practices and procedures related to learning, career development and performance management.
• Supports strategic projects by analyzing complex situations, developing recommendations, preparing implementation plans and collaborating across teams to drive implementation.
• Develops and oversee creative, organization-wide communication plans for strategic initiatives.
• Develops executive-level deliverables with limited lead time to improve decision making and gain buy-in for key initiatives.
• Keeps abreast of developments in the area of learning, career development and performance management.
• Prepares reports and participates and/or leads special human resources project.
• Develops and implements project plans involving multiple stakeholders.
• May plan, organize, manage and supervise the work of the Unit/Section assigned.
• Identifies and analyzes staff development, career support and performance management needs and designs programmes to meet identified needs.
• Prepares monitoring reports on staff development, career support programmes and performance management.
• Analyzes career support strategies, approaches, and tools to ensure that they are consistent with the overall organizations goals, policies on staff development, career support, and performance management and the respective mandates.
• Evaluates effectiveness and impact of staff development, career support and performance management programmes and recommends ways to enhance effectiveness and impact.
• Provides advice on career development and performance management.
• Assesses career development needs, identifies and designs career development and performance management solutions for staff at all levels throughout the Organization.
• Supervises and monitors the work of junior human resources officers and assistants in undertaking the full range of human resource management activities.
• Conducts research in preparing policy papers, position papers and briefing notes on issues related to career development and performance management.
• Performs other duties as required.
PROFESSIONALISM: Demonstrated in-depth knowledge of all aspects of career development and growth, staff engagement, performance management and leadership support; knowledge of change management and organizational development approaches and interventions; proven analytical skills; ability to develop communication plans and products, ability to synthesize and summarise data and prepare communication products; outstanding presentation skills; excellent coordination skills; excellent project management experience; knowledge of human resources policies, practices and procedures; 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; and, 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.
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. Ability to plan, coordinate and monitor own work and work of those under his/her supervision.
TEAMWORK: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.
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.
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
– A minimum of seven years of progressively responsible experience in human resources, covering learning and career development, performance management, administration, coordination, and communications.
– Project management experience involving multiple stakeholders and partners.
– Experience in designing and executing 360-degree feedback programmes in international organizations.
– Experience in advising senior management on human resources related matters.
– Experience in developing communication strategies and products in the context of implementing initiatives or projects.
– Experience in working with executive leadership as clients within an organization.
– Experience in programmes supporting career development, growth and progression in an international organization.
– Experience in change management in a large organization.
– Experience in developing and implementing staff engagement approaches.
– Experience in writing reports, proposals or briefs for consideration of senior management or legislative bodies.
– Experience in programme evaluation.
– Experience in developing, implementing and administering performance management programmes.
English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is desirable.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
This job opening is advertised to fill a temporarily vacant position during the absence of the regular incumbent for a period of one year or longer. The regular incumbent is entitled to return to this position at the expiry of the temporary vacancy period. If the regular incumbent exercises the right to return, the appointment or temporary assignment or promotion of the candidate selected for this job opening will not be renewed or extended.
The selection process for this job opening will be conducted pursuant to ST/AI/2010/3 on the “Staff Selection System” and include the compliance review process by a review body described in staff rule 4.15. In case of selection, a staff member of the United Nations Secretariat who meets the definition of “internal candidate” in staff rule 4.10 will be placed on a temporary assignment if he or she holds the same grade as the job opening; and a temporary promotion if he or she holds a lower grade than the job opening. If the regular incumbent vacates the position during such temporary assignment or promotion, the selected staff member will be laterally assigned, promoted or transferred to the position without further selection process under ST/AI/2010/3.
The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.
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.
Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.
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.
Above texts are copied from United Nations Official Web Page (careers.un.org)
Copyright 2018 United Nations. All rights reserved
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