Chief Human Resources Officer
Location: , Alabama
Description: United Nations is hiring Chief Human Resources Officer right now, this job will be assigned in Alabama. More details about this job opportunity kindly see the descriptions. The Chief Human Resources Officer (CHRO) is responsible for a fully integrated and regulatory-compliant human resources section in the United Nations Disengagement Observer Force (UNDOF).
S/he provides strategic advic! e to the mission’s leadership team and hiring managers on human resources planning and management, policy implementation and monitoring in order to ensure that HR and mission’s strategy are aligned and responsive to evolving changes in mandate and phase, operational priorities and budgetary imperatives. CHRO reports to Chief Mission Support (CMS).
Responsibilities
Responsibilities: Within delegated authority, the Chief Human Resources Officer will be responsible for the following duties:
Human Resources Management
- Advises Senior Management on Human Resources policies and practices and provides direction and coherence to all HR activities and systems in the mission.
- Supervises 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 appl! ication by the HR Section, including consistent implementation! of delegated authority.
- Provides advice on interpretation and application of policies, regulations and rules.
- Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to FPD, where necessary.
- Responsible for monitoring and evaluating the implementation of delegated authorities, through, inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers’ Compact.
- Manages the selection and appointment process of highly competent candidates by 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 CHRO also, facilitates the mission’s participation in expert panels to evaluate applicants to generic job openings.
- Facilitates the review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies.
- Represents Senior Mission Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate
- Reviews/approves administrative paperwork pertaining to staff members administered by the section integrated team.
- Participates in the mission planning process throughout the mission lifecycle for determining the staffing requirements, and advises on emerging capacity gaps in accordance with the mission’s mandate.
- Participates in the budget development process and provides advice to the Senior Management Team on the human resources requirements and organizational structure of all sections based on the FPD guidelines on budget review.
- Advises hiring managers on loaning of posts between sections and movement of p! osts and staff between locations based on the SOP on Staffing table and! Post Management.
- Supports the mission in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system.
- Coordinates with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans.
- Ensures full-compliance of ePAS and provides input to the establishment of Management Review Committee and Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-offico member.
- Advises on training opportunities for HR staff as well as staff in general, and plans and prepares the mission training budget in coordination with the integrated training service. Particular attention will be given to developing and implementing career development paths for national staff members
- Provides regular information on global vacancies and opportunities for the generic rostering system and works with FPD as a conduit for headquarters initiatives and as the initiator of individual career advice and counseling.
- Working with interested parties such as the Staff Association(s) and the mission’s Conduct and Discipline component, Chief of Staff and/or CMS/DMS, the CHRO 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 FPD, the CHRO will also coordinate the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the mission.
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- Assesses the level of skills, expertise and knowledge of the ! HROs and HRAs and ensures the provision of training programmes including in the use of HR IT systems
- Establishes and manages a Discussion Forum to provide adequate level of understanding of HR policies among the staff at large.
- Develops 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 action.
- Develops a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings.
- Maintains constant dialogue with the Heads of Operations/Administration of UN Country Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff.
- In consultation with the mission Chief Security Advisor, the Staff Counselor and the Welfare Officers, the CHRO works on ! the mission’s response to a natural disaster/incident with focus on anticipating, planning and coordinating the overall HR response in coordination with FPD.
- Performs other related duties as required.
- 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. Takes responsibility for incorporating gender perspectives and ensuri! ng 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; uses time efficiently.
- Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
- Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before m! aking a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.
- 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 asp! irations 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 area. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of an advanced university degree.
Work Experience
At least seven years of progressively responsible professional experience in human resources management, administration or related. Relevant occupational experience/employment for the previous five years or relevant work in the Human Resources Management job family. Experience in the strategic and operational application of human resources management policies/practices and knowledge and in particular the staff selection process, talent management and administration of benefits and entitlements is essential.
Languages
English and French are the working languages of the United Nations Secretariat! . For the position advertised, fluency in oral and written English is required. Knowledge of Arabic is an advantage.
Assessment Method
Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice
This "Recruit from Roster" job opening is only open to roster applicants who are already placed on pre-approved rosters, following a review by a United Nations Central Review Body. Only roster applicants who were placed on rosters with similar functions at the same level are considered to be eligible candidates. Eligible applicants receive an email inviting them to apply. Rostered applicants are encouraged to apply only if they are interested and available to take up the position at the duty station/s specified in the Job Opening. Applying to this job opening carries an expectation to accept the offer, if selected.
United Nations Considerations
The Unit! ed Nations shall place no restrictions on the eligibility of men and wo! men 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.
No Fee
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This job will be started on: Mon, 11 Nov 2013 23:52:37 GMT
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