|Posting Title:||Chief, Compensation and Classification Section, P5|
|Job Code Title:||CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT|
|Department/Office:||Department of Management Strategy, Policy and Compliance Office of Human Resources|
|Duty Station:||BONN; BONN;|
|Posting Period:||09 September 2019 – 23 October 2019|
|Job Opening Number:||19-Human Resources-DMSPC OHR-122464-R-Bonn (G)|
Org. Setting and Reporting
This position is located in the Compensation and Classification Section, Strategic Policy Development Service, Global Strategy and Policy Division (GSPD), Office of the Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent reports to the Chief of Service.
Under the general supervision of the Chief, Strategic Policy Development Service, the Chief of the Compensation and Classification Section will be responsible for:
•Oversees and coordinates the salary survey programme for locally-recruited staff of the United Nations, determining the salaries, allowances and other conditions of service of locally recruited staff, and approving the salary scales for promulgation for some 160 duty stations worldwide;
•Supervises and approves the classification of jobs across the United Nations Secretariat, including reviewing and finalising new generic job profiles, and providing guidance to managers on the application of the classification policies and procedures;
•Provides strategic and managerial guidance for the UN Global Centre for Human Resources Services (OneHR), including planning and organization of workstreams, development and continuous improvement of service lines, oversight of service provision, and strategic communication.
•Carries out programmatic/administrative tasks necessary for the functioning of the Section, including supervising the staff within the Section (in New York and Bonn), evaluating staff performance, guiding and developing staff through the review of their work; preparation of the Section’s budgets; completing performance reports; advertising vacancies and identifying and selecting suitable applicants;
•Provides policy guidance to the Chief of Service and other offices on conditions of service of locally-recruited staff serving at Headquarters and non-Headquarters duty stations;
•Coordinates diverse projects in the Section, and, in liaison with other organizations of the United Nations System;
•Provides substantive input and assists senior management in the preparation of policy papers, position papers and briefing notes and advice on issues related to salaries and job classification;
•Contributes to the reporting to intergovernmental bodies on budget/programme performance;
•Participates in inter-agency meetings and through the CEB HR Network and International Civil Service Commission on issues related to compensation and job classification;
•Innovates and improves work processes and tools, through streamlining and the use of new technologies; As a senior HR change agent, communicates new approaches through building strong partnerships with client departments. Influences managers and staff at all levels to contribute to action and delivery of HR reform and talent management programmes in accordance with mandates;
•Ensures that the outputs produced by the Section maintain high-quality standards; that reports are clear, objective and based on comprehensive data.
•Professionalism: Knowledge of human resources management, conditions of service, job classification, administration and compensation issues. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. 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.
•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.
•Creativity: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.
•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.
•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.
Advanced university degree (Master’s degree or equivalent) in Human Resources Management, business or public administration, social sciences, finance, accounting, or related area. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree.
A minimum of ten years of experience in human resources management, compensation, job classification, administration, financial management or related field, including at least five years of supervisory experience and at least five years in the international context is required
Experience in business process improvement, innovation and change management is desirable.
Experience conducting and overseeing salary surveys is desirable.
Experience conducting and overseeing job classification is desirable.
English and French are the working languages of the United Nations. For this position, fluency in English is required. Working knowledge of another UN official language is desirable.
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
This position is available from 1 January 2020.
Staff members of the United Nations Secretariat must fulfil the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover letter.
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.
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.
For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 June 2019, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brazil, Brunei Darussalam, Cabo Verde, Cambodia, Central African Republic, China, Comoros, Cuba, Democratic People’s Republic of Korea, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Indonesia, Islamic Republic of Iran, Iraq, Israel, Japan, Kiribati, Kuwait, Lao People’s Democratic Republic, Lesotho, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Federated States of Micronesia, Monaco, Mozambique, Nauru, Norway, Oman, Palau, Papua New Guinea, Qatar, Republic of Korea, Russian Federation, Saint Lucia, Saint Vincent and the Grenadines, Sao Tome and Principe, Saudi Arabia, Solomon Islands, South Sudan, Suriname, Thailand, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu, Bolivarian Republic of Venezuela.
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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