VACANCY ANNOUNCEMENT
Posting Title:
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CHIEF HUMAN RESOURCES OFFICER
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Job Code Title:
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CHIEF OF SECTION, HUMAN RESOURCES
MANAGEMENT
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Department/Office:
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ECONOMIC COMMISSION FOR AFRICA
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Duty Station:
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ADDIS ABABA
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Posting Period:
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04 February 2016 - 03 April 2016
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Job Opening Number:
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55591
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Staffing Exercise:
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N/A
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United Nations Core Values:
Integrity, Professionalism, Respect for Diversity
Special Notice
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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.
UNECA is committed to promoting geographical distribution and gender equality
within its Secretariat. Therefore, women candidates are strongly encouraged to
apply.
Staff members of the United Nations Secretariat must fulfill the lateral
move(s) requirements, or geographical to be eligible to apply for this vacancy.
Staff members are requested to indicate all qualifying lateral or geographical
move(s) in their Personal History Profile (PHP) and cover note.
Org.
Setting and Reporting
This position is located in the
Human Resources Services Section, Division of Administration, in the Economic
Commission for Africa. The incumbent will report directly to the Director of
the Division of Administration. For more information on the ECA and its
mandate, please visit www.uneca.org.
The Chief of Human Resources Services is responsible for a fully integrated and
regulatory-compliant human resources section in the Commission. He/she provides
strategic advice to the senior leadership team and hiring managers on human
resources planning and management, policy implementation and monitoring in
order to ensure that HR and Commission’s strategy are aligned and responsive to
evolving changes in mandate and phase, operational priorities and budgetary
imperatives.
Responsibilities
Under the direct supervision of the
Director, Division of Administration, and within delegated authority, the Chief
of the Human Resources Services Section will perform the following functions:
GENERAL:
Management Advisory: The Chief of the Human Resources Services Section is the
functional advisor on Human Resources policies and practices and provides
direction and coherence to all HR activities and systems in the Commission.
He/she is the primary conduit between Senior Management and staff regarding all
human resources issues. This interface requires the development of close and
substantive ties with Senior Management across the Commission spectrum. The
Chief of the Human Resources Services Section is also the primary interface
regarding cross-cutting HR issues between the Executive Secretary and OHRM,
with a key proactive role of open communications, advisory services, and
collaborative problem resolution.
Monitoring and Reporting: Within the Commission, the Chief of the Human
Resources Services Section is responsible for monitoring and evaluating the
implementation of delegated authorities, through the Human Resources Management
Scorecard, Service Level Agreements, Human Resources Services Section
indicators, and the Executive Secretary’s Compact to the UN Secretary General.
Strategic Planning: The Chief of the Human Resources Services Section is an
active participant in the Commission’s planning process and plays a critical
role in determining staffing requirements and structures. S/he advises the
Executive Secretary and the Director of Administration on emerging capacity
gaps in accordance with the evolution of the Commission’s mandate. The Chief of
the Human Resources Services Section is responsible for developing recruitment
and deployment plans for all positions. She/he is also responsible for
conducting systematic assessment of the workforce per function, skill, level,
category, occupational group, gender and geography and for identifying gaps and
determining what actions should be taken to respond to needs taking into
account existing vacancies, projected changes due to retirements, returns to
parent duty station and turnover rates.
Staff Selection: The Chief of the Human Resources Services Section manages the
selection and appointment process of highly competent candidates. This involves
advising managers on organizational policies and SOPs on the staff selection
process, and ensuring compliance and required level of skill to conduct and
document competency based interviews for position specific job openings, if
required. The Chief of the Human Resources Services Section will also
facilitate the Commission’s participation in expert panels to evaluate
applicants to generic job openings. The Chief of the Human Resources Services
Section administers related recruitment process in a transparent, consistent,
merit-based and fair manner, complying with policies related to gender balance,
geographic diversity, as well as increasing both management and staff awareness
of these policies. This includes competitive process review and the preliminary
screening of candidates at the Commission level. The Chief of the Human
Resources Services Section also facilitates the review of the recommendations
for Special Post Allowance, ensuring adherence to the applicable policies. The
Chief of the Human Resources Services Section represents the Director of
Administration on a variety of joint staff-management advisory bodies in an ex
officio advisory or active capacity, as appropriate.
Performance Management: The Chief of the Human Resources Services Section is
responsible for ensuring compliance with the UN staff performance management
system as promulgated under ST/AI/2010/5. She/he works with OHRM, IDEP, and
other relevant entities to ensure adequate training opportunities for staff in
performance management skills, supervisory skills and relevant procedures and
policies. The Chief of the Human Resources Services Section ensures the
establishment of a Joint Negotiation Committee, and acts as its facilitator and
ex-officio, and the assembly of a rebuttal panel as necessary. The Chief of the
Human Resources Services Section counsels staff and managers in cases of
underperformance and facilitates the implementation of a Performance
Improvement Plan (PIP) or other remedial measures, when required. Linked to the
overall Commission, the Chief of the Human Resources Services Section provides
guidance and substantive support to Commission components on standards for the
development of divisional, section, unit and individual work plans. She/he
monitors the implementation and compliance of the electronic performance
management tool in the Commission.
Staff Development: The Chief of the Human Resources Services Section counsels
staff members about career opportunities within the Commission and the UN
System. With support from OHRM, She/he provides regular information on global
vacancies and opportunities for the generic rostering system. Under career and
staff development, the Chief of the Human Resources Services Section works with
OHRM as a conduit for headquarters initiatives and as the initiator of
individual career advice and counseling. This includes planning and shaping the
progression and movement of staff both within and among the Commissions and the
UN Secretariat. The Chief of the Human Resources Services Section also advises
staff on training opportunities for HR staff as well as staff in general, and
plans and prepares the Commission training budget in coordination with Director
of Administration. Particular attention will be given to capacity building in
order to develop and implement career development paths for staff.
Administration of Justice: Working with interested parties such as the Staff
Union, Chief of Staff, and the Director of Administration, the Chief of the
Human Resources Services Section will address and mitigate staff grievances
with the purpose of resolving them at the lowest practical level. This includes
preventive activities such as training and sharing best practices and recent
jurisprudence related to human resources management. In coordination with OHRM,
the Chief of the Human Resources Services Section will also coordinate the
Commission’s responses to formal and informal requests coming from different
entities under the Administration of Justice (AoJ) system and implement
decisions applicable to the Commission.
Capacity Building: The Chief of the Human Resources Services Section
continuously assesses the skill, expertise and knowledge of the HROs and HRAs.
She/he ensures the participation of human resources staff in relevant training
programmes and designing individual 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 (e.g. Inspira, Umoja, etc.).
Staff and Management relations: The Chief of the Human Resources Services
Section develops an “open door” dialogue between the management and
international and national Staff Unions. She/he ensures routine meetings with
the Staff Unions at least once in every two months to address issues affecting the
staff and coordinate the quarterly meetings with the Executive Secretary and
the Director of Administration. The Chief of the Human Resources Services
Section organizes, as necessary, general or specific meetings for the staff on
issues such as mandate implementation, status of HR reforms, etc.
Coordination with Operations of UN Country Team through the Operations
Management Team (OMT): The Chief of the Human Resources Services Section
maintains open communication with OMT for efficient coordination in conducting
national staff salary surveys, DSA/cost of living surveys, establishing common
policies on other in-country entitlements for staff.
Communication: The Chief of the Human Resources Services Section is responsible
for developing and implementing a communication strategy. This should include a
dedicated intranet page on HR issues, which is updated on a regular basis,
regular formal (town halls, meetings with program managers) and informal
meetings with staff at all levels to clarify and communicate policy and staff
administration issues.
Emergency preparedness and crisis management: In consultation with the Director
of Administration, the Chief of the Human Resources Services Section works on
the Commission’s response to a natural disaster/incident with focus on
anticipating, planning and coordinating the overall HR response in coordination
with OHRM. The Chief of the Human Resources Services Section involves in all
the three phases of emergency preparedness, crisis response and the long-term
follow-up to the needs of affected staff members.
Other: The Chief of the Human Resources Services Section develops a set of
actionable and targeted change management plans, including communication,
coaching and training plans in order to implement these responsibilities in the
HR Section and reports on the implementation of the change management process
by identifying gaps and risks and recommends corrective action. She/he plans,
organizes, manages and supervises the work of the Section. Develops and implements
human resources policies, practices and procedures to meet the evolving needs
of the Commission. She/he advises the Executive Secretary and the Director of
Administration on all aspects of human resources policies, procedures and
substance and provides proactive and innovative approaches to the delivery of
human resources services. Represents the Commission in negotiations with staff,
staff representatives and at inter-agency bodies dealing with human resources
related issues.
Work implies frequent interaction with the following:
Staff at large
Staff within work unit
Senior management
Programme Managers
Officials and counterparts in other UN agencies and the Secretariat
Officials in member state missions, delegations, governments, etc.
Results Expected: Independently takes responsibility for overall planning,
development, management and delivery of human resources management services in
the Commissions. Interact with and advise human resources officers and other HR
personnel/focal points in Sub Regional Offices.
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. 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.
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.
ACCOUNTABILITY: Takes ownership of all responsibilities and honours
commitments; delivers outputs for which one has responsibility within
prescribed time, cost and quality standards; operates in compliance with organizational
regulations and rules; supports subordinates, provides oversight and takes
responsibility for delegated assignments; takes personal responsibility for
his/her own shortcomings and those of the work unit, where applicable.
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.
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 area. A first-level
university degree in combination with additional two years of qualifying
experience may be accepted in lieu of the advanced university degree.
Work
Experience
A minimum of ten years of
progressively responsible experience in human resources management is required.
Demonstrated experience in administration of justice in international
organizations and in managing a very large and diverse work force is desirable.
Languages
Fluency in English (both oral and
written) is required; knowledge of French is highly desirable. Knowledge of another
UN official language is an advantage.
Assessment
Short-listed candidates will be
subject to a competency-based interview and other assessment.
United
Nations Considerations
Candidates will be required to meet
the requirements of Article 101, paragraph 3, of the Charter as well as the
requirements of the position. The United Nations is committed to the highest
standards of efficiency, competence and integrity for all its human resources,
including but not limited to respect for international human rights and
humanitarian law. Candidates may be subject to screening against these
standards, including but not limited to whether they have committed, or are
alleged to have committed criminal offences and/or violations of international
human rights law and international humanitarian law.
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.
Applicants are urged to follow carefully all instructions available in the
online recruitment platform, inspira. For more detailed guidance, applicants
may refer to the At-a-Glance on "The Application Process" and the
Instructional Manual for the Applicants, which can be accessed by clicking on
“Manuals” hyper-link on the upper right side of inspira account-holder
homepage.
Applications are pre-screened by the system according to the published
requirements of the job opening on the basis of the information provided in the
application. In relation to the requirements of the job opening, applicants
must provide complete and accurate information pertaining to their qualifications,
including their education, work experience, and language skills. Each applicant
must bear in mind that submission of incomplete or inaccurate applications may
render that applicant ineligible for consideration for the job opening. Initial
screening and evaluation of applications will be conducted on the basis of the
information submitted. Applications cannot be amended following submission.
Candidates under serious consideration for selection will be subject to a
reference-checking process to verify the information provided in the
application.
Job openings advertised on the Careers Portal will be removed at midnight (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.
Mkurugenzi anayeshughulikia masuala ya Ushirikiano wa Afrika Magharibi na Mashariki kutoka Ireland, Bi. Emma Leonard kushoto ambaye aliambatana na Mhe. Balozi wa Ireland akifuatilia mazungumzo.
Mkurugenzi wa Idara ya Ulaya na Amerika katika Wizara ya Mambo ya Nje, Ushirikiano wa Afrika Mashariki, Kikanda na Kimataifa, Balozi Joseph Sokoine pamoja na Afisa Mambo ya Nje, Bw. Anthony Mtafya wakifuatilia mazungumzo. 
