UN Women (UNW), grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. Placing women's rights at the centre of all its efforts, the UN Women will lead and coordinate United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It will provide strong and coherent leadership in support of Member States' priorities and efforts, building effective partnerships with civil society and other relevant actors. The Division of Management and Administration is responsible for the planning, allocation and management of financial, human and administrative resources including information communications and technology, the effective and efficient delivery of essential operations services in UN Women, continuous development and improvement in operations, policies, and methods to align with UN Women and stakeholders' evolving business needs and advisory support to the Executive Director in the formulation and implementation of the UNW overall mission, strategy and plans of actions. The Team Leader, Recruitment and Staffing, reports to the Chief, Human Resources Section, for general direction and overall guidance. The Team Leader is responsible for the strategic planning, management and oversight of all operations and services provided by the Unit and the development of policies, guidelines, tools and mechanisms related to recruitment and workforce/succession planning, staffing and related compensation and benefits administration including staff relations in support of UN Women staffing needs.
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Summary of key functions: Management of the Recruitment and Staffing Unit - Monitor and ensure the implementation of recruitment and staffing services in accordance with the UNW/UN core values and principles of fairness, equity, transparency and other recruitment standards for gender/geographic balance in staffing.
- Participate in strategic planning/discussions on the direction of human resources services, goal setting and annual work planning to meet UN Women's operational and staffing needs.
- Establish the Unit annual work plan in consultation with the Chief of the Human Resources Section and in collaboration with the team. Set priorities, objectives, performance measurements, standards and results expected.
- Supervise staff members by providing them with clear work plans, objectives and goals and direction and guidance to enable them to perform their duties and responsibilities effectively and efficiently.
- Coordinate business processes mapping and elaboration/establishment of revised procedures and control of workflows in the unit.
- Monitor operations and oversee progress to ensure the delivery of quality services and results. Take timely decision/action.
Administration of staff entitlements, benefits, allowances - Monitor and oversee the implementation of entitlements, benefits and allowances to ensure the timely, correct, transparent and equitable application of rules, regulations, policies and procedures.
- Approve and/or certify payment of salaries, allowances and entitlements, as required. Assess the implementation of delegated responsibilities for administration of staff entitlements to ensure compliance with approved delegated authority and standards of accountability.
- Approve and/or recommend actions to resolve recruitment and staffing complex and exceptional cases ensuring fairness, transparency and integrity in the application of entitlements and allowances.
- Respond to audit observations, queries etc. and ensure compliance with recommendations and suggestions for actions.
- Analyze benefit policies, coverage of schemes, data concerning practices among similar organizations and recommend modification of existing benefit schemes.
- Negotiate with private contractors, monitor compliance with existing service agreements for timely and quality services
Recruitment and succession planning: - Develop and implement specific strategies to ensure compliance with recruitment targets and the staffing of UN Women with a competent and flexible workforce that meet operational needs.
- Oversee the recruitment of highly qualified candidates in accordance with UN principles and monitor due compliance to diversity/gender equity.
- Evaluate/analyze UN Women's evolving program and operational needs and staffing trends, and keep updated forecast of staffing needs to facilitate proactive and strategic recruitment and succession planning.
- Provide advice/recommendation/plans to the Chief, Human Resources Section, and/or senior managers on succession planning that includes trends and staffing options to ensure timely recruitment and diversity in staffing.
- Consult/collaborate with managers to assist them to formulate/plan their own staffing strategies and evolving competency needs.
- Collaborate with the Learning and Career Development Unit to contribute to preparing plans for staff induction, training and career development initiatives to keep staff skills and competencies updated and aligned with UN Women's changing needs.
- Approve submissions to compliance review bodies including related documentation and participate in committee deliberations to provide advice and counsel on rules, regulations, policies etc. to facilitate analysis in these committees.
- Lead the design, development and implementation of a UN Women's global recruitment roster to facilitate timely and easy access to available qualified candidates. Plan initiatives and events to ensure UN Women's easy and wide access to qualified candidates and global experts.
Knowledge management and capacity building: - Constantly monitor and evaluate recruitment and staffing policies, procedures, methods, tools and associated systems to ensure its applicability and efficacy in operational management.
- Lead the development and/or set recruitment and staffing policies and procedures, introduce innovation and best practices to ensure that UN Women remain an efficient and fair employer and that staff members are treated fairly and equitably.
- Lead/organize recruitment and staffing training events and design/set training agenda. Determine and make available sufficient and expert resources for training events.
Advisory services, technical guidance and staff/management relations - Provide strategic and policy advice to the Chief of the Human Resources Section and senior management. Recommend courses of action to align operations and services with evolving business and client needs.
- Establish and maintain an open dialogue with colleagues, staff associations and other related bodies to share ideas and encourage cooperation to enhance recruitment and staffing services and/or resolve issues/problems.
- Provide advice to senior management on strategic issues related to recruitment and staffing, workforce and succession planning to improve operations, maximize efficiency, establish/maintain appropriate conditions of service and ensure staff well-being and protection.
- Participate in internal strategic recruitment and succession planning discussions to provide expert advice on recruitment and staffing.
Improvement of business processes: - Coordinate specific business process re-engineering as needed by the organization evolving needs.
- Ensure HR policies and guidelines are aligned with recommended changes upon their approval.
- Outreach to UN common system partners on a regular basis to ensure harmonization and costs savings in the specific area
- Ensure enhanced IT management through leverage of systems functionalities.
Representation and networking: - Represent UN Women in inter-agency and external meetings/bodies dealing with policy setting and decision-making on recruitment and staffing, to influence policy discussion, formulation and design and/or to collaborate and harmonize approaches with UN common system policies, practices and approaches to ensure UNW remains a competitive and good employer.
- Collaborate with internal and external partners, colleagues and stakeholders to keep abreast of evolving trends, share ideas for improvements and build partnerships/alliances on common interests and initiatives.
- Personally conduct strategic staffing and recruitment discussions with Members States on the recruitment or retention of their nationals, including high-level recruitment.
- Support UN Women's mandate, direction and goals through strategic discussions with key stakeholders.
Impact of Results:
The efficiency and efficacy of the managerial leadership exercised by the Team Leader result in the delivery of timely and quality services by the Unit, which in turn directly impacts on the credibility and ability of the UNW to remain a competitive employer that recruits, develops and maintain a staffing workforce that performs at the highest standards of efficiency, integrity and competence; and ensures that UN Women remains a fair employer that protects its most valuable asset, its human resources.
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CORE VALUES / GUIDING PRINCIPLES - Integrity: Demonstrating consistency in upholding and promoting the values of UN Women in actions and decisions, in line with the UN Code of Conduct.
- Cultural Sensitivity/Valuing diversity:Demonstrating an appreciation of the multicultural nature of the organization and the diversity of its staff. Demonstrating an international outlook, appreciating differences in values and learning from cultural diversity.
CORE COMPETENCIES
- Ethics and Values: Promoting Ethics and Integrity / Creating Organizational Precedents
- Organizational Awareness: Building support and political acumen
- Developing and Empowering People / coaching and mentoring: Building staff competence, creating an environment of creativity and innovation
- Working in Teams: Building and promoting effective teams
- Communicating Information and Ideas: Creating and promoting enabling environment for open communication
- Self-management and Emotional intelligence: Creating an emotionally intelligent organization
- Conflict Management / Negotiating and Resolving Disagreements: Leveraging conflict in the interests of the organization & setting standards
- Knowledge Sharing / Continuous Learning: Sharing knowledge across the organization and building a culture of knowledge sharing and learning
- Appropriate and Transparent Decision Making: Fair and transparent decision-making; calculated risk-taking
Functional competencies
- Strategic and conceptual knowledge and expertise in current principles and practices in human management and organizational development and the ability to translate these knowledge, ideas and strategies into concrete actions and results
- Empathy and willingness to resolve inequalities and inappropriate behavior regardless of level
- Clear client orientation through effective communication and sensitivity to diverse cultures, races, gender, religions.
- Solid and broad knowledge of complex human resource rules and a regulations, preferably UN Staff Regulations and Rules and current common system policies and issues
- Ability to position human resource as a strategic partner within the organization rather than an administrative service and to provide strategic advice and counsel to senior management on human resource direction and strategies
- Demonstrated success in leading and implementing human resource management re-engineering, management systems development, policy design, innovation, knowledge product development in large and or multinational organizations/corporation
- Solid knowledge and experience in the application of complex human systems including ERP systems and their application and impact on enhancing human resource management efficiency and efficacy
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| Education: - Advanced university degree in business management, psychology, public administration, law or other social science related field is required
Experience:
- At least 7 years of relevant experience that combines strategic and managerial leadership in human resource management and operations, including field and change management experience, in a large international and/or corporate organization preferably in the UN system and its organizations.
Language Requirements:
- Fluency in oral and written English and in another UN working language is required.
Application: All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment. Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment. Note: In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment. |
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