Chief Human Resources Officer at the RSCE, P-5

APPLICATIONS DEADLINE:   27 Dec 2012
DATE OF ISSUANCE:   13 Nov 2012
ORGANIZATIONAL UNIT:   United Nations Organization Mission in the Democratic Republic of Congo
DUTY STATION:   Entebbe
VACANCY #   12-HRE-MONUC-425902-R-ENTEBBE

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Remuneration
Depending on professional background, experience and family situation, a competitive compensation and benefits package is offered.
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United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Responsibilities
This position is located in the Regional Service Centre Entebbe (RSCE). The incumbent is responsible for leading a team of human resources activities that are delegated to the RSCE by client missions. The Chief Human Resources Officer (CHRO) will report to the Chief, RSCE. The CHRO works in close collaboration with the Chief RSCE, Chief Planning & Control, Chief HR Officers from RSCE client missions and Field Personnel Division of the Department of Field Support ensuring successful RSCE performance in Human Resources management. Within delegated authority, the incumbent will be responsible for the following functions: Policy and Planning:  Assists the RSCE management in the development and implementation of the human resources framework;  Provides policy guidance to HR staff for day to day performance of their duties;  Advises the RSCE management on budgeting for human resources and management information issues and practices;  Produces major/complex reports for management;  Participates, on behalf of the RSCE, in task forces of the Secretariat on human resources including the implementation of the HR information management systems;  Participates in the management meetings/teleconferences/videoconferences to provide advice on human resources matters, as required. Human Resources Service Delivery:  Manages the HR section and collaboration with CHROs in client missions, the provision of the human resources services to the RSCE client missions;  Advises the senior management of the RSCE on the transparent implementation of HR plans and effective delivery of HR services and management of the Section; assesses client needs, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues; promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.  Plans, organizes, implements, manages and oversees the activities of HR section including on-boarding, travel and administration of benefits and entitlements;  Ensures accurate and timely processing of HR transactions to meet client missions' requirements by meeting RSCE KPIs;  Develops and implements a service programme to ensure improvement in the quality of HR services to the client missions and increase service delivery outcome;  Ensures all actions are in compliance with operational procedures for HR services delegated to the RSCE;  Ensures alignment of the HR services with the requirements of the Global Field Support Strategy (GFSS) and other change initiatives;  Provides regular updates to the Chief, RSCE on performance of the HR section by providing relevant data and analysis for the review of legislative bodies and the RSCE Steering Committee;  Implements a communications plan to ensure that appropriate information is delivered to client mission stakeholders and staff and that adequate feedback is obtained and acted upon on service delivery;  Identifies potential management reviews of high sensitivity and complexity. Defines problems to be addressed in management reviews; directs the work of review teams through all stages;  Ensures the RSCE Human Resources Services and its staff members achieves performance targets as determined by the provisions in the Service Level Agreements (SLA) with client missions;  Provides guidance on the HR transactional procedures in RSCE; serves as focal point for all sensitive HR services delegated to RSCE and responds to all HR queries from legislative and oversight bodies. Quality Assurance and Change Management:  Coordinates with the Chief RSCE and Chief Planning and Control on various aspects of change management;  Implements the RSCE management methodology to guide the adoption of streamlined service delivery through the application of communication, analytical and problem-solving skills;  Develops a set of actionable and targeted change management plans, including communication , coaching and training plans based on RSCE HR Roadmap and CPI programme;  Develops, manages measurement indicators , monitors and analyses the progress of service delivery using key performance indicators and other quality assurance controls in managing HRs obligations under the Roadmap and SLAs;  Monitors performance measurement indicators and reports on the implementation of the change management process by identifying gaps and risks, recommending corrective action with particular attention to corporate risk management and organizational performance;  Identifies resistance and performance gaps and works to develop and implement corrective actions;  Manages, guides, develops and trains staff under his/her supervision;  Fosters teamwork and communication among staff and across organizational boundaries.

Competencies
• Professionalism: Demonstrated ability to advice on technical and administrative human resources services and to apply them in an organizational setting. Strong knowledge of project management, change management and coordination activities in a multi-cultural, international organization; demonstrated ability to administer projects and programmes working towards the achievement of defined deliverables. Ability to work collaboratively with all parties and to develop innovative approaches to resolve a wide range of issues and problems. Demonstrated ability to communicate effectively both orally and in writing. Strong negotiation and conflict-resolution skills. Shows pride in work and achievements. Pro-actively conscientious and efficient in meeting commitments, observing deadlines and achieving results. Motivated by professional rather than personal concerns; show 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. • Accountability: Takes ownership of all responsibilities and honours commitments; deliver outputs 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. • 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. Managerial Competencies • Leadership: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; shows the courage to take unpopular stands. Clearly communicates links between the Organization’s strategy and the work unit’s goals; generates and communicates broad and compelling organizational direction, inspiring others to pursue that same direction; conveys enthusiasm about future possibilities. • Judgement and 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 the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.



QUALIFICATIONS

Education
Advanced university degree (Master’s degree or equivalent) in human resources management, psychology or sociology, business or public administration or a related area. A first-level university degree in combination with 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. Experience in managing complex projects, organisational change and shared services are highly desirable. Hands on experience with UN Human Resources/Administrative procedures and knowledge of UN Information Management Systems are desirable.

Languages
Fluency in English (both oral and written) is required; knowledge of French is an advantage. Knowledge of another UN official language is desirable.

Other Skills


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).   English and French are the two working languages of the United Nations Secretariat.  The United Nations Secretariat is a non-smoking environment.

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