UN - Department of Field Support
CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT
Level : P-5
Duty Station : NEW YORK (USA)
Deadline : 19 May 2017
Special Notice
-Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying laterals in their Personal History Profile (PHP) and cover note.
-Extension of the appointment is subject to Extension of the mandate and/or the availability of the funds.
- 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.
- These posts are financed by the Support Account for Peacekeeping Operations. Extension of appointment will be subject to budgetary approval.
Org. Setting and Reporting
The Department of Field Support (DFS) is mandated to provide strategic support for the administrative, logistics and technology requirements of all United Nations field missions, including peacekeeping operations and political offices.
This position is located in the Outreach & Workforce Planning Section (OWPS), Field Personnel Specialist Support Service (FPSSS) in the Field Personnel Division (FPD). The incumbent will report directly to the Chief of FPSSS.
Responsibilities
GENERAL:
•Plans, organizes, manages and supervises the work of the Unit/Section assigned.
•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.
• Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
• Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.
OUTREACH:
•Develops and reviews effectiveness of outreach strategies and other sourcing activities, with a view to enhancing the effectiveness on an on-going basis;
•Coordinates, collaborates and manages targeted outreach campaigns and efforts for the Secretariat, and collaborates with UN agencies on joint outreach activities, as needed;
•Represents the Organization with senior government officials, develops and maintains partnerships with Member States, as well as establishes networks of external partners, professional associations and universities for sourcing potential candidates;
•Provides substantive input for position papers and reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, Committee for Programme Coordination, the General Assembly and other policy-making organs, as appropriate;
STAFF DEVELOPMENT AND CAREER SUPPORT:
• Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
•Monitors and ensures the implementation of staff development and career support programmes.
•Leads and strengthens FPD's capacity-building strategy for human resources professionals in the field.
•Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
•Provides performance management advice to staff and management. Assists the Heads of Departments/Offices with the implementation of the performance appraisal system (PAS).
WORKFORCE PLANNING:
• Identifies trends in field staffing and anticipates future talent needs in terms of the size, type, experience, knowledge and skills of the field workforce.
• Establishes a workforce planning communication plan to engage all relevant stakeholders and to ensure rapid and efficient implementation of agreed strategies.
• Creates current staff profiles, and in collaboration with the Recruitment Section, Substantive and Mission Support subject-matter experts, develop future and transitional profiles to ensure staffing meets Mission objectives.
• Manages workforce planning activities, including succession planning, recruitment and retention planning, skills audit gap analysis, re-profiling of standard job descriptions and scenario planning.
• Determines and evaluates talent sourcing options and develops appropriate talent management, headhunting and outreach strategies.
• Develops and utilizes effective workforce analytics tools.
Any other tasks as assigned.
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. Demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. 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.
• 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.
• 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;
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