UN WOMEN Jobs - 55638- Re-advertisement - UN Women: HR Specialist

Re-advertisement - UN Women: HR Specialist – Performance Management

Advertised on behalf of

UN WOMEN

Location :

New York, UNITED STATES OF AMERICA

Type of Contract :

TA International

Starting Date :

Application Deadline :

07-May-15 (Midnight New York, USA)

Post Level :

P-3

Duration of Initial Contract :

Languages Required :

English

Expected Duration of Assignment :

Until 31 December 2015

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Background

Candidates who previously applied need not re-apply.

UN Women, 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.

The Human Resource Section is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs and for providing advisory support to the Executive Director in the formulation and implementation of UN Women's overall mission, strategy and plans of actions.

This position, reporting to the Human Resources (HR) Director, is responsible for coordinating the development of Human Resource management policies, guidelines, systems and practices in the field of Performance Management by providing key strategic and operational support to the continuous process of planning, monitoring and reviewing employee performance. More specifically the HR Specialist – Performance Management will develop a global Job Dictionary to support Position Administration in the creation of well-designed jobs and clear job descriptions that are consistent across the organization. The role will coordinate the development of a modern performance management framework and will provide substantive support to the global work planning process, the monitoring of employee performance and the development of reward and recognition tools.

Duties and Responsibilities

Develop and maintain a modern global UN Women Job Dictionary, as the repository of all approved Job Desctptiond organized by Job Family and Job Grade. The Job Dictionary will:

Be a complete and transparent reference guide to the job responsibilities, key performance indicators, qualifications and experience, skills and knowledge and competencies of each approved post;
Play a key role in the Performance Appraisal process, as supervisors review employee workplace performance against respective position Key Performance Indicators, and evaluate behavior against the position’s set core competencies, as well as delivery against agreed annual workplace goals;
Form the foundation for Career Pathing, learning, development, recognition and advancement programs at UN Women.

Review and revise UN Women’s approach to Job Design, Job Evaluation and Job classification, giving due consideration to the UN Common System requirements.

Coordinate the development of a modern Performance Management System to support organizational delivery that incorporates monitoring systems, incentives and recognition, sanctions, and escalation and intervention arrangements:

Adjust the core competency framework to ensure it is in line with UN Women’s policies and strategies.

Ensure UN Women has a functioning Performance Management system which is practical and easy to understand and use, in line with modern good practice and includes the following components:

Performance appraisal system;
Tools for reward and recognition;
Tools to reward high performance and address underperformance;
Tools to ensure compliance to performance feedback and appraisal;
Links to personal and professional development;
Links to workforce planning, including career advancement, succession planning and separation;
Rotation and Mobility Policy.

Provide substantive advice and support on the work planning process and monitoring of employee workplace performance:

Provide support to Functional Analysis when needed;
Review job profiles and team structures when needed;
Explore options and provide advice on linking the performance review and evaluation process to reward and recognition and the contract review, renewal and advancement process;
Incorporate self-assessment, and where appropriate peer review (internal and external), and 360 degree feedback;
Provide a framework for underperformance, good performance and high performance including incentives, linkages to learning and development and a transparent appeals process.

Identify and implement a range of appropriate incentives and recognition measures to support good performance, including:

Managing the implementation of the Global Semi-Annual Team Awards (SATA) Programme, and the Manager’s Discretionary Award (MDA) Programmes;
The Executive Director’s Award for Impact.

Actively collaborate with and coordinate the work of related working groups from the UN Women Workforce Think Tank.

Perform any other duties as assigned by supervisor from time to time.

Key Performance Indicators:

The successful delivery of effective policies practices, tools and systems in the field of Performance management will have a positive impact on the delivery of the organization’s mission by enhancing efficiency and cost effectiveness and by protects organizational and staff wellbeing.

Proactive human resource planning and support to performance management contribute to the recruitment and retention of a flexible and competent workforce who in turn contribute to the effective delivery of UN Women’s mission, goals and objectives.

Competencies

Core Values:

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:

Demonstrating / Safeguarding Ethics and Integrity.

Organizational Awareness:

Demonstrate corporate knowledge and sound judgment.

Developing and Empowering People / Coaching and Mentoring:

Self-development, initiative-taking.

Working in Teams:

Acting as a team player and facilitating team work.

Communicating Information and Ideas:

Facilitating and encouraging open communication in the team, communicating effectively.

Self-management and Emotional intelligence:

Creating synergies through self-control.

Conflict Management / Negotiating and Resolving Disagreements:

Managing conflict.

Knowledge Sharing / Continuous Learning:

Learning and sharing knowledge and encourage the learning of others.

Appropriate and Transparent Decision Making:

Informed and transparent decision.

Functional competencies

Strategic and conceptual mindset;
Strong knowledge and expertise human resource management especially in the area of policy formulation and writing, job analysis, job classification, performance management and organizational design;
Ability to write and present ideas, concepts and policy positions;
Good understanding of UN Staff Regulations and Rules and human resources policies and procedures.

Required Skills and Experience

Education:

Advanced university degree in human resources management, psychology, law or other social science related field is required.

Experience:

Minimum of 5 years of progressively responsible experience in international development, including experience in human resources management;
Experience in organizational design, including creating and rolling out an organizational Job Dictionary; and
Previous experience designing performance management and career pathing mechanisms in a contract-based workplace is highly desirable.

Languages:

Fluency in English is required;
Knowledge of one of the other UN official working language is an asset.

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, please combine all your documents into one (1) single PDF document. 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.