Human Resources Officer

United Nations


Job Opening ID: 227143
Job Network : Management and Administration
Job Family : Human Resources
Category and Level : Professional and Higher Categories, P-4
Duty Station : NEW YORK
Department/Office : Department of Operational Support
Date Posted : Jan 31, 2024
Deadline : Mar 16, 2024

Org. Setting and Reporting
This position is located in the Human Resources Section of the Executive Office (EO), Headquarters Client Support Service (HQCSS), Division of Administration (DOA), Department of Operational Support (DOS), New York.

DOS provides operational support to UN Secretariat entities globally, including advisory, operational and transactional support services and, where needed, exercises delegated authority on behalf of clients. DOS supports the entire UN Secretariat, consisting of almost 100 entities located around the globe.

HQCSS provides administrative support services in the areas of human resources, budget and finance, general administration and tax reimbursements. The EO provides human resources, budget and finance and general administrative support to DOS, the Office of Information and Communication Technology (OICT) as well as the following entities: the Global Compact Office (GCO), Human Security Unit (HSU), Office of Administration of Justice (OAJ), Office of the Secretary-General’s Envoy on Technology, United Nations Sustainable Development Group (UNSDG) System-Wide Evaluation Office, Office of Special Coordinator on Improving the United Nations Response to Sexual Exploitation and Abuse, Office of the Special Representative of the Secretary-General on Children and Armed Conflict (OSRSG-CAAC), Office of the Special Representative of the Secretary-General on Sexual Violence in Conflict (OSRSG-SVC), Office of the Special Representative of the Secretary-General on Violence Against Children (OSRSG-VAC), Office of the United Nations Ombudsman and Mediation Services, Office of Victims’ Rights Advocate (OVRA), United Nations Ethics Office, United Nations Office for Partnerships (UNOP), United Nations Alliance of Civilizations (UNAOC), Liaison offices of the: United Nations Office on Drugs and Crime, United Nations Convention to Combat Desertification in New York, United Nations Institute for Training and Research.

The incumbent reports to the Chief of Section, Human Resources.

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


  • Assists in the development of new human resources policies, practices and procedures to meet the evolving needs of the HQCSS/DOS.
  • Monitors and ensures the implementation of human resources 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 the Unit/ assigned.

Recruitment and placement

  • Projects and monitors vacant posts of client offices and ensures adherence to policies and procedures in filling these posts.
  • Recommends guidelines on promotion and placement of staff.
  • Consults with Directors, and Service and Section Chiefs with regard to staffing requirements, advises them on appropriate procedures and ensures implementation of decisions through close liaison with the Office of Human Resources Service Division (HRSD), DOS and the Office of Human Resources/DMSPC.
  • Oversees preparation of vacancy announcements, reviews applications and provides short-lists to substantive offices.
  • Reviews recommendation on the selection of candidate by client offices.
  • Prepares job offers for successful candidates.
  • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures.

Administration of entitlements

  • Advises the Executive Officer and the Senior Human Resources Officer 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.

Staff development and career support

  • 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 (PAS).
  • Supports the Department Gender Strategy and related initiatives, including training and coaching to staff at all levels throughout the Organization.

Other duties

  • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
  • Organizes, gathers and maintains statistics and prepares reports related to staffing and other personnel matters as required.
  • Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
  • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
  • Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.
  • Represents the management in classification appeal cases.
  • Manages the preparation of documentation for classification of jobs in Professional and General Service and related categories and the implementation of the classification result.
  • Provides guidance to programme managers on the application of classification policies and procedures.


• 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.

• 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 for team shortcomings.

• 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.

• CLIENT ORIENTATION: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related field. A first-level university degree in combination with two (2) years of qualifying experience may be accepted in lieu of the advanced university degree.

Job – Specific Qualification
Not available.

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

Experience working in a human resources module of an Enterprise Resources Planning (ERP) systems such has Umoja (SAP) or similar is required.

Experience using talent management software such as Inspira or similar software is required.

Experience in supervising a medium size team in a multicultural environment is required.

Experience in data analytics and reporting of HR metrics or related area is required.

A minimum of two years of experience in an international organization developing and implementing business process improvements of human resources procedures is required.

A minimum of two years of experience in an international organization contributing to the formulation of new policies, standards, procedures or guidelines in the area of human resources is desirable.

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

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

Special Notice
• Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereof are subject to the availability of the post or funds, budgetary approval or extension of the mandate.

• 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.

• For this position, applicants from the following Member States, which are unrepresented or underrepresented in the UN Secretariat as of 30 Nov 2023, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Bahrain, Belize, Brunei Darussalam, Cabo Verde, Central African Republic, Chad, China, Cuba, Democratic People’s Republic of Korea, Djibouti, Dominica, Equatorial Guinea, Gabon, Grenada, Guinea-Bissau, Hungary, Israel, Japan, Kiribati, Kuwait, Lao People’s Democratic Republic, Liberia, Libya, Liechtenstein, Luxembourg, Madagascar, Malta, Marshall Islands, Micronesia (Federated States of), Monaco, Mozambique, Myanmar, Namibia, Nauru, Oman, Palau, Panama, Papua New Guinea, Paraguay, Qatar, Saint Lucia, Saint Vincent and the Grenadines, Samoa, San Marino, Sao Tome and Principe, Saudi Arabia, Slovenia, Solomon Islands, Somalia, South Sudan, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.

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

• Applicants, who successfully go through a competitive recruitment process and are recommended for selection and/or inclusion in the roster of pre-approved candidates for subsequent job openings at the same level and with similar functions, may have their application information and roster status shared with other UN Organizations. Such applicants may be contacted by other UN Organizations for similar job openings, subject to the confirmation of their interest. Placement on the roster is no guarantee of a future selection

• 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.

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.

Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process.

By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions.

Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile 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.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

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