Chief, Strategy and Information Management Unit (Human Resources Officer), P4

Org. Setting and Reporting

ECA’s mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 Agenda and Agenda 2063.

The mission will be guided by ECA’s five strategic directions which are: advancing ECA’s position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent’s problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa’s position at the global level and developing regional responses as a contribution to global governance issues.

This position is in the Strategy & Information Management Unit (SIMU), Human Resources Management Section (HRMS), Division of Administration (DoA), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief Human Resources Officer and under the overall guidance of the Director of the Division of Administration.

The objective of SIMU is to support the Chief of Section in the formulation of ECA’s human resources strategy in alignment with the UN Secretariat’s corporate HR strategy, with ECA’s vision, mission, strategic directions, business strategy and the UN’s corporate initiatives and imperatives, such as gender parity, disability inclusion, restructuring, reform, etc. SIMU is also responsible for HR information management, maintenance and generation of HR data, dashboards, maintenance, retrieval and archival of personnel records, sensitive personnel information, administration of justice, staff grievances and counseling (Tier 2), change management, staffing table management, organisation structure management, coordination of audits and monitoring the implementation of audit recommendations, staff-management relations, staff engagement, coordination with the UN Country Team, ICSC Surveys, coordination of HR services and pricing catalogue, support for host country agreement, HR communications and other strategic corporate and entity-level HR initiatives as defined from time to time.

Responsibilities

The Human Resources Officer serves as the Chief of ECA-HR’s Strategy & Information Management Unit (SIMU). The incumbent plans, organizes, manages and supervises the work of the Unit. This includes process and systems change, capacity building, career development, performance management, staff engagement, the provision of advice to staff in respect of rights, responsibilities, code of conduct, and questions associated with work and entitlements. The incumbent monitors staff welfare and identifies/ proposes appropriate programmes and remedial actions; monitors, advises and acts on disciplinary matters; and mediates conflict, grievance and harassment cases. He/ she also conducts research in preparing policy papers, position papers and briefing notes.

Within limits of delegated authority, in addition to above mentioned responsibilities and objectives of SIMU, the Human Resources Officer will be responsible for the management of SIMU, including the following duties:

General

• Develops and implements new human resources strategies, policies, practices and procedures to meet the evolving needs of the Organization.
• Monitors and ensures the implementation of human resources strategies, policies, practices and procedures.
• Keeps abreast of developments in various areas of human resources.
• Prepares reports and participates and/or leads special human resources project.
• Plans, organizes, manages and supervises the work of SIMU.

Recruitment and placement

• Projects and monitors vacant posts of assigned level/ group, Secretariat or mission-wide and ensures adherence to policies and procedures in filling these posts.
• Recommends guidelines on promotion and placement of staff.
• Oversees preparation of vacancy announcements, reviews applications and provides shortlists to substantive offices.
• Arranges and conducts interviews for selection of candidates.
• Reviews recommendation on the selection of candidate by client offices.
• Serves as ex-officio in or secretary to appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies.
• Prepares job offers for successful candidates.
• Participates in task forces and working groups identifying issues/ problems, formulating policies and guidelines, and establishing new procedures.
• Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
• Plans, organizes, develops, coordinates and administers the YPP Examinations, G to P Examinations, Language Professionals Examinations, GGST examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
• Within the limits of delegated authority, represents management in classification appeal cases.
• Prepares classification analysis of jobs and guides programme managers on the application of classification policies.

Administration of entitlements

• Advises the Head of the Unit or Senior Human Resources Officers on the development, modification and implementation of United Nations policies and practices on entitlements.
• Reviews and recommends level of remuneration for consultants.
• Provides advice on interpretation and application of policies, regulations and rules.
• Reviews and provides advice on exceptions to policies, regulations and rules.
• Represents the office in joint bodies and working groups relating to salaries and other conditions of service.
• Conducts and coordinates salary surveys.

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.
• Analyzes staff development and career support plans to ensure that they are consistent with the overall organizations goals, policies on staff development and career support, and the respective mandates.
• Evaluates effectiveness and impact of staff development and career support programmes and recommends ways to enhance effectiveness and impact.
• Provides advice on mobility and career development to staff at all levels in all categories.
• Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (ePAS).
• Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization.
• Formulates examination policies, and develops and prepares examination questions and papers.

The incumbent will also be required to support the Chief HR Officer in work related to the Commission’s HR Strategy and change management initiatives; strategies related to institutional imperatives (e.g., gender parity, disability inclusion, geographic representation, etc.); staff-management relations and administration of justice; and coordination of audits and Operations Management Team and/ or ICSC matters. The incumbent will also be expected to perform other duties as required and as per the position TOR.

Competencies

Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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.

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.

Technological awareness: Keeps abreast of available technology. Understands applicability and limitations of technology to the work of the office. Actively seeks to apply technology to appropriate tasks. Shows willingness to learn new technology.

Education

An advanced university degree (Master’s or Doctorate degree, or equivalent) in human resources management, business or public administration, social sciences, education, law or related fields is required. A first-level or advanced degree (Bachelor’s, Master’s or Doctorate degree, or equivalent) in any fields of studies with two additional years of relevant work experience may be accepted in lieu of an advanced university degree in the specified fields of studies.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, administration or related area is required.

Experience of developing human resources management strategies is required.

Experience in handling human resources management information systems (MIS) with focus on data management and reporting is desirable.

Experience in leading staff engagement initiatives, including disability and inclusion initiatives, is desirable.

Languages

English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required; and knowledge of French is desirable. Knowledge of another official United Nations language is an advantage.

Assessment

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice

At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate.

Appointment or assignment against this position is for an initial period of one year.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

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.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places 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. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

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.