Human Resources Officer (Partner Manager), P4

Org. Setting and Reporting

The Global Rostering Section (GRS) manages United Nations Secretariat staff selection rosters that provide pre-cleared and assessed candidates for rapid selection, including through Generic Job Openings, the Young Professionals Programme, and competitive examinations for language positions.

This position is located in the Human Resources Services Division (HRSD) within the Operational Support Office (OSO) of the Department of Operational Support (DOS). The Human Resources Officer reports to the Chief of the Global Rostering Section.

Responsibilities

Within delegated authority, the Human Resources Officer will be responsible for the following duties:

General

• Contribute to the development and implementation of human resources policies and processes related to recruitment and rostering, applying innovation, creativity, and best practices to meet evolving organizational needs.
• Ensure implementation of human resources policies, practices, and procedures.
• Participate in task forces and working groups to identify issues, contribute to policy and guideline formulation, and establish new procedures.
• Keep up to date on developments across human resources.
• Prepare reports and participate in and/or lead special human resources projects.
• Coordinate and ensure the design and implementation of human resources action plans tied to system-wide organizational priorities, including gender parity, geographical diversity, disability inclusion, anti-racism, and staff engagement.
• Plan, organize, manage, and supervise the work of Roster Managers within the Global Rostering Section.

Recruitment and Talent Management

• Use roster health data to forecast and monitor vacant posts Secretariat-wide, ensuring adherence to policies and procedures when creating rosters used to fill these positions.
• Oversee preparation of generic job openings, review applications, and provide shortlists for rostering.
• Provide guidance on, or oversee preparation of, suitability assessment exercises for evaluating candidates.
• Arrange and conduct interviews for rostering candidates.
• Review Hiring Manager recommendations for placement of roster candidates in the Young Professionals Programme (YPP).
• Serve as ex-officio member in, or secretary to, interview panels and examinations boards, and prepare and present cases to these bodies.
• Oversee all phases of the rostering development process, including serving as programme manager of the Young Professionals Programme, in collaboration with subject matter experts, Specialized Boards of Examiners, and colleagues in HRSD to meet efficiency targets and quality standards.
• Work with roster-building partners engaged by DOS/HRSD, build their capacity, and oversee their work in establishing and managing rosters in line with existing policies and procedures.
• Plan, organize, coordinate, and administer the Young Professionals Programme and competitive examinations for language positions.

Staff Development and Career Support

• Analyze staff development and career support plans to ensure alignment with organizational goals, policies, and respective mandates.
• Assess training needs, identify, design, and deliver training programmes for staff at all levels across the Organization.
• Contribute to capacity building for designated roster-building partners across the Secretariat to support consistency and quality in roster establishment.
• Contribute to formulating examination policies and develop and prepare examination questions and papers in collaboration with other assessment experts.
• Supervise the process of knowledge and awareness building among staff regarding staff rules and regulations, and related recruitment guidelines, including strict application by HR practitioners and consistent implementation of delegated duties.
• Support change management initiatives and processes, including through effective communication.

Other Duties

• Supervise and monitor the work of junior human resources officers in undertaking the full range of human resource management activities.
• Conduct research for preparing policy papers, position papers, and briefing notes on issues related to examinations and tests.
• Participate in projects to pilot new technology or methodologies to achieve efficiency gains.
• Provide expert inputs to innovation and efficiency initiatives for rostering, recruitment, and assessments, including identification of challenges and design of solutions.
• Assist with development of communication plans through the dedicated intranet page, broadcasts, articles, and presentations on HR issues.

Competencies

• PROFESSIONALISM: Knowledge of human resources policies, practices, and procedures and ability to apply them to organizational roster building and management. Ability to analyze and interpret HR data to support decision-making and convey information to management. Ability to analyze complex and sensitive HR matters and provide recommendations and solutions. Ability to coordinate talent acquisition activities, including planning and conducting outreach to identify and attract qualified talent. Ability to design and deliver HR training workshops, presentations, and briefings. Demonstrates pride in work, professional competence, conscientiousness, efficiency with commitments and deadlines, and persistence with difficult challenges. Remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring equal participation of women and men in all areas of work.
• PLANNING and ORGANIZING: Develops clear goals aligned with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate time and resources; anticipates risks and plans contingencies; monitors and adjusts plans and actions; uses time efficiently.
• CLIENT ORIENTATION: Considers those receiving services as clients and seeks to understand their perspective. Establishes and maintains productive partnerships by gaining trust and respect, identifies client needs, matches them to appropriate solutions, monitors developments inside and outside clients’ environment to anticipate problems, keeps clients informed of progress or setbacks, and meets timeline commitments.
• MANAGING PERFORMANCE: Delegates appropriate responsibility, accountability, and decision-making authority; ensures roles, responsibilities, and reporting lines are clear; matches time and resources to tasks and staff skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching; encourages risk-taking, creativity, and initiative; supports staff development and career aspirations; appraises performance fairly.

Education

• Advanced university degree (Master’s degree or equivalent) in human resources management, business, or public administration.