HUMAN RESOURCES OFFICER [Temporary]

This position is located in the Kuwait Joint Support Office (KJSO) . The
incumbent will report to the Chief Human Resources Officer.
Responsibilities
Within delegated authority, the Human Resources Officer will be responsible
for the following duties:

Administration of entitlements and benefits:
Supports the Chief Human Resources Officer on the development, modification
and implementation of United Nations policies and practices on entitlements.
Works closely with the CHRO in the provision of advice and guidance to
managers and staff on human resources related matters.
Supports the CHRO on interpretation and application of policies, regulations,
and rules. Reviews and provides advice on exceptions to policies, regulations,
and rules.
As requested by the CHRO, might be required to represent the office in joint
bodies and working groups relating to salaries and other conditions of
service.
Assists in the process of knowledge/awareness building amongst programme
managers, senior management and staff members with regard to the staff rules
and regulations, and related guidelines in the administration of entitlements
and their strict application by the HR Unit, including consistent
implementation of delegated authority.
Monitors and evaluates the effectiveness of related guidelines, HR rules,
regulations practices and procedures, and recommends revisions to the
Department of Operational Support (DOS), where necessary.
Receives and reviews grievances and complaints related to entitlements and
benefits, assessing and evaluating merit of each case and makes recommendation
for resolution.
Reviews and certifies Travel requests and Expense reports, Education Grant
claims and advances using delegation of authority granted by the UN Controller
and reports on administrative matters accordingly.
Drafts guidelines, reports and correspondence on a wide range of issues for
the CHRO and ensures adherence to relevant UN rules and regulations and
policies.
Drafts responses to correspondence required from the Office of the Chief KJSO
on administrative/policy documents.
Provides advice and assists mission supervisors in areas of problem solving,
dealing with ad-hoc issues that arise, and undertakes tasks and special
projects, such as Staff Emergency Support.

Planning and Budget:
Participates in the mission planning process throughout the mission life cycle
for determining the staffing requirements and organizational structure; also
conducts analysis and provides inputs on emerging capacity gaps in accordance
with the mission's mandate.
Contributes to the budget development process by reviewing the drafts and
providing input on the human resources requirements and organizational
structure of all sections based on the guidelines on budget review.
Reflects recommendations of the staffing reviews into the staffing
requirements for purpose of budget preparation.

Advises hiring managers on loaning of posts between sections and movement of
posts and staff between locations based on the Standard Operational Practice
(SOP) on Staffing table and Post Management, ensuring the integrity of the
staffing table as approved in the budget without discrepancy in sections and
locations.
Reviews the documentation for submission of classification requests and
contributes to the implementation of classification results.

Performance Management:
Supports the supervisor in the implementation of the performance appraisal
system and monitors its compliance with the proper implementation of the
performance management system, providing guidance and substantive support to
mission components on standards for the development of service, section, unit
and individual work plans.
Liaises with the offices training focal points to organize
training/orientation programmes in performance management and supervisory
skills as well as work plans.
Supports the monitoring requirements for the full-compliance of e-Performance
and provides input to the SMT for annual meetings on performance management
and to Rebuttal Panels and acts as their facilitator and ex-officio member.
Counsels staff and managers in cases of underperformance and facilitates the
implementation of a Performance Improvement Plan (PIP) or other remedial
measures.

Administration of Justice:
Researches and compiles the offices responses to formal and informal requests
coming from different entities under the Administration of Justice (AoJ)
system.

Contributes to efforts and measures aimed at addressing and mitigating staff
grievances with the purpose of resolving them at the lowest practical level.
Contributes to the development of preventive activities such as training and
sharing best practices and recent jurisprudence related to human resources
management.

Staff Development
Advises and supports the CHRO on training opportunities for HR staff as well
as staff in general giving particular attention to developing and implementing
career development paths for national staff members.
Continuously assesses the skill, expertise and knowledge of human resources
staff in relevant training programmes and designing individual on 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.
In coordination with Offices training focal points identifies and analyzes
staff development and career support needs and designs programmes to meet
identified needs.

Staff and Management Relations:
Assists the Chief Human Resources Officer in supporting the dialogue between
the management and international and national staff unions (Field Staff Union
and National Staff Committee, respectively) to discuss HR matters and related
staff issues.
Participates in meetings with staff representatives to address issues
affecting the staff and coordinate the quarterly meetings with the Head of
Mission and Director of Mission Support.
Organizes, as necessary, general, or specific meetings for the staff on issues
such as mandate implementation, status of HR reforms and other organizational
change initiatives etc.

Other:
Under the supervision of the CHRO, the HRO contributes to the monitoring and
evaluation of the implementation of delegated authorities, through inter alia,
the Human Resources Management Dashboard, Service Level Agreements, and the
Senior Managers' Compact, Delegation of Authority Platform.
Contributes to the development of a set of actionable and targeted change
management plans, including coaching and training in order to implement these
responsibilities and reports on possible gaps and risks and recommends
corrective actions.
Performs other duties as required.
Competencies
• Professionalism: Knowledge of human resources policies, practices,
procedures, and tools 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. Takes
responsibility for incorporating gender perspectives and ensuring the equal
participation of women and men in all areas of work.

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  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' need 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.

  
  


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  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.

  
  


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  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 field is required. A first-level university degree in combination with
  additional two year of qualifying experience may be accepted in lieu of the
  advanced university degree.
  Work Experience
  A minimum of five (‎5) years of progressively responsible experience in human
  resources
  management, administration or a related area is required.

  
  

A minimum of two (‎2) years of working experience supervising a diverse work
unit is desirable

A minimum of three (‎3) years of working experience in staff recruitment
process in Inspira
and administration of staff entitlements in ERP system (UMOJA ) is desirable.

A minimum of two (‎2) years of working experience serving as Certifying Officer
for Travel
Requests and Expense reports in an ERP system (UMOJA) is desirable.

A minimum of two (‎2) years working experience in processing and approving
Education Grant Claims and Advances in an ERP system ( UMOJA) is desirable.

Working experience as UMOJA HR LPE and HR Partner is desirable.
Languages
English and French are the working languages of the United Nations
Secretariat. For the post advertised, fluency in English (both oral and
written) is required. Knowledge of another UN official United Nations language
is desirable.
Assessment
Evaluation of qualified candidates may include an assessment exercise which
may be followed by competency-based interview.
Special Notice
• This position is temporarily available for an initial period of ‎6 months
with possibility of extension subject to operational requirement and
availability of the post. If the selected candidate is a staff member from the
United Nations Secretariat, the selection will be administered as a temporary
assignment.

• 
  

  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.

  
  


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

  
  


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  This temporary job opening may be limited to "internal candidates," who have been recruited through a competitive examination administered according to staff rule ‎4.16 or staff selection process including the review of a central review body established according to staff rule ‎4.15.

  
  


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  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. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

  
  


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  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.
  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.

The paramount consideration in the appointment, transfer, or promotion of
staff shall be the necessity of securing the highest standards of efficiency,
competence, and integrity. By accepting an offer of appointment, United
Nations staff members are subject to the authority of the Secretary-General
and assignment by him or her to any activities or offices of the United
Nations in accordance with staff regulation ‎1.2 (c). In this context, all
internationally recruited staff members shall be required to move periodically
to discharge new functions within or across duty stations under conditions
established by the Secretary-General.

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.
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.