Job: CHIEF HUMAN RESOURCES OFFICER, P5

Department/ Office: United Nations Assistance Mission in Afghanistan

Duty Station: KABUL

Posting Period: 4 October 2013-19 October 2013

Job Opening number: 13-HRE-UNAMA-31128-F-KABUL (M)

United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Organizational Setting and Reporting

The Chief Human Resources Officer (CHRO) is responsible for a fully integrated and regulatory-compliant human resources section in the United Nations Assistance Mission in Afghanistan (UNAMA).

The CHRO reports to the Chief of Mission Support. The CHRO is the primary interface regarding cross-cutting HR issues between the Head of Mission and DFS, with a key proactive role in maintaining communications, advisory services, and collaborative problem-resolution.

S/he provides strategic advice 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.

Responsibilities

CHRO is responsible for strategic HR planning;

• CHRO provides advice on interpretation and application of United Nations policies, regulations and rules;
• CHRO manages the selection and appointment process in a transparent and consistent manner complying with HR policies;
• Within the mission, CHRO monitors and evaluates the implementation of Human Resources Management delegated authorities and maintains an active dialogue with service centrers
• CHRO participates in the budget development process of the entire mission and provides advice to the Senior Management Team on the human resources requirements, staffing table and the organizational structure
• CHRO ensures compliance with the UN staff performance management system as promulgated under ST/AI/2010/5 and adequate training opportunities are provided to staff in performance management skills, supervisory skills and relevant procedures and policies.
• The CHRO, counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.
• The CHRO counsels civilian staff members about career and training opportunities and development needs within peace operations and UN System in close collaboration with headquarters;
• The CHRO works with interested parties such as the Staff Association(s) and the mission's Conduct and Discipline component, Chief of Staff and/or CMS and addresses and mitigates staff grievances; in coordination with FPD, CHRO coordinates 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;
• The CHRO develops and maintains an 'open door' dialogue between the management and international and national staff unions (Field Staff Union and National Staff Committee respectively), usually meeting with the staff unions at least bi-monthly to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Director of Mission Support;
• The CHRO maintains open communication with UN Country Team for efficient coordination in conducting national staff salary surveys, DSA/cost of living surveys, establishing common policies on other in-country entitlements for staff.
• In consultation with the mission Chief Security Advisor, the Staff Counsellor and the Welfare Officers, 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.

Competencies

Core 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.
• Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Teamwork:
• Works collaboratively with colleagues to achieve organizational goals.
• Solicits input by genuinely valuing others' ideas and expertise; is willing to learn from others.
• Places team agenda before personal agenda.
• Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position.
• Shares credit for team accomplishments and accepts joint responsibility. 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.

Managerial Competencies:

Managing Performance:

• Delegates the appropriate responsibility, accountability and decision-making authority.
• Makes sure those 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. Judgement/ Decision-making:
• Identifies the key issues in a complex situation, and comes to the heart of the problem quickly.
• Gathers relevant information before making 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 that the actions proposed will satisfy the expressed and underlying needs for the decision.
• Makes tough decisions when necessary.

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 two additional 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, administrative services or related area. Practical experience with the planning and delivery of human resources services in conflict and post-conflict field operations mounted by the United Nations (including UN peacekeeping, political missions, agencies, funds and programmes) or similar international or non-governmental organization(s) is required. Hands on experience with UN Human Resources/Administrative procedures and knowledge of UN Information Management Systems are desirable.

Languages

Fleuncy in oral and written English is required. Knowledge of French is desirable.

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 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.

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.

More Info and Application