Chief of Section, Human Resources Management at United Nations Environment Programme (UNEP)

The United Nations Environment Programme (UN Environment) is the leading global environmental authority that sets the world’s environmental agenda, promotes the coherent implementation of the environmental dimension of sustainable development within the United Nations system and serves as an authoritative advocate for the environment.

The post is located at UNEP in Nairobi. Under the direct supervision of the Director, Corporate Services Division, the incumbent will carry out the following duties:

Responsibilities

1. Strategic HR Leadership and Planning:
   
   
   
   1.  Leads, plans and monitors Human Resources (HR) initiatives based on an analysis of programmatic priorities emerging from UNEP Assembly decisions, UNEP’s Medium-Term Strategy, Strategic Framework, priorities, approved Programme of Work and emerging environment issues.
   
   
   2. Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. This will include workforce planning, organization wide management, training and talent initiative.
   
   
   3. Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
   
   
   4. Acts as a liaison with the United Nations Office at Nairobi (UNON), UN Secretariat in New York, and other UN entities on issues related to HR, including identifying best practices in HR models, implementation of HR policies and strategies. Represents the organization on relevant committees.
   
   
   5. Leads and plans organization procedures and policies to address ongoing and emerging HR directives issued by the Secretary-General or other relevant UN bodies, including ensure timely reporting on key initiatives.
   
   
   
   


2. Staffing, Recruitment, Workforce Planning and Diversity:
   
   
   
   1. Monitors and ensures timely filling of posts in accordance with established policies and procedures and overseeing the entire recruitment process for the Division, including reviewing submissions from Divisions/Offices and ensuring consistency with applicable HR rules and regulations.
   
   
   2. Leads and manages the review of existing human resources and skills in UNEP and lead the development of the organization’s workforce and succession planning strategy.
   
   
   3. Conceptualizes and develops a UNEP program for staff mobility, aligned to the UN Secretariat’s Managed Mobility Scheme, promoting rotation and career development in line with UN HR policies and procedures and based on UNEP’s programmatic requirements.
   
   
   4. Identifies recruitment needs and priorities, develops and implements recruitment strategies and conducts targeted recruitment campaigns for senior positions (P5-ASG).
   
   
   5. Manages the Junior Professional Officers, United Nations Volunteers and Internship Programme.
   
   
   6. Contributes to policy development and discussions, and the implementation of UN System Wide reform efforts, and in particular lead the implementation of the UNEP Gender Parity Implementation Plan on HR issues in collaboration with the Senior Gender Advisor.
   
   
   
   


3. Talent Management, Leadership Development and Training:
   
   
   
   1. Lead the development of UNEP’s Training and Staff Capacity Strategy and act as an interlocuter with HRMS, UNON on identifying training and learning needs.
   
   
   2. 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 programme.
   
   
   3. Focal person for staff relations issues including grievance and other reporting mechanisms.
   
   
   
   


4. Manages, guides, develops and trains staff under his/her supervision
   
   
   
   1. Manages, supervises and carries out the work programme of the Section under his/her responsibility. Co-ordinate the work carried out by the Section; provide programmatic and substantive advice.
   
   
   
   


5. Performs any other related duties as required.

Requirements

Competencies

1. PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. Ability to think strategically and to clearly articulate a strategic direction; Capacity to manage and develop people, to lead high performance teams and to work cooperatively. 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. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.


2. 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.


3. 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.


4. 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; does not accept the status quo; shows the courage to take unpopular stands. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work


5. VISION: Identifies strategic issues, opportunities and risks; 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.

Education

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

Work Experience

1. At least ten (10) years of progressively responsible experience in human resources management, administrative services or related area of which at least three (3) years at the strategic level is required.


2. Experience implementing change management initiatives is desirable.


3. Experience in supporting senior management in strategic human resources matters is desirable.


4. Experience in managing complex restructuring processes, including rightsizing of workforce is desirable.

Languages

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

NOTE: ”Fluency” equals a rating of ”fluent” in all four areas (read, write, speak, understand) and ”Knowledge of” equals a rating of ”confident” in two of the four areas.

Assessment

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

Special Notice

Initial appointment against this post is for a period of one year and may be subject to extension.

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.

Staff members of the United Nations Secretariat must fulfill the lateral move(s) requirements, or geographical move(s) to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral or geographical move(s) in their Personal History Profile (PHP) and cover note.

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. All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening.

Internal Applicants – When completing the form, ensure ALL fields, ALL professional experience and contact information are completed and up to date. This information is the basis for the hiring manager to assess your eligibility and suitability for the position and to contact you.

Individual Contractors and Consultants who have worked within the UN Secretariat in the last six months, irrespective of the administering entity, are ineligible to apply for or be appointed to any professional and higher temporary or fixed-term positions, within six months of the end of their current or most recent service. For such positions, at least six months need to have elapsed between the end of a consultancy or individual contract and the time of application and consideration for an appointment as a staff member under the Staff Rules and Regulations of the United Nations.

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.

On-line applications will be acknowledged where an email address has been provided. All applicants are strongly encouraged to apply on-line as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. If you do not receive an e-mail acknowledgement within 24 hours of submission, your application may not have been received. If the problem persists, please seek technical assistance through the Inspira “need Help” link.

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.

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