HR Officer, Legal and Policy

Overview

The HR Officer, Legal and Policy provides expert advice on HR policy and manages complex staff relations cases, including disciplinary matters, grievances, and dispute resolution.

Key Responsibilities

• Plan, guide, manage and supervise SPI staff by setting goals and objectives for the Unit, developing short- and long-term plans for staff to ensure optimal utilization of available resources.
• Provide expert advice in HR Policy (Staff Rules and Regulations; e-Manual, HR guidelines and practice; policies such as PAAC, Anti-Fraud, PASM, Code of Conduct, CEB Administrative Guidelines, UNSMS Security Policy Manual Chapter VI etc.).
• Provide authoritative policy implementation advice to managers and staff members in the Regional Office (RO) and Country Offices (COs).
• Ensures coherence and consistency in HR projects and initiatives across the region from a policy and legal standpoint.
• Propose, and when appropriate, initiate the development and revision of regional and global HR policies, to fit local context.
• Participate (by providing EMR perspective), as a member of the global Policy Review Task Force, to the development of new or amendment of existing HR policies.
• Together with the Ombudsperson and PRSEAH Coordinator, promote PAAC and PASM policies in the Region, through targeted training when required(follow-up on trends).
• Act as a senior case-handler of complex disciplinary HR matters.
• Advise managers and HR professionals in the Region on misconduct and internal justice.
• Keep abreast of policy and other developments related to internal administration of justice and developments in international administrative law(with an emphasis on ILOAT jurisprudence related to WHO).
• In close coordination with the HQ/HRT/HPJ (Internal Justice), provide support to the administrative review process and identify opportunities for amicable settlement in case of RARs.
• Identify trends and systemic issues and makes appropriate recommendations to address disciplinary and administrative cases in the Region based on available statistics.
• Collaborate with the Staff Association, Staff Counselor, PRSEAH Coordinator and Ombudsperson on initiatives related to staff relations, more specifically initiatives aimed at achieving a more respectful, harassment (in any form) free environment, to ensure reducing internal conflicts and litigation.
• Reach out to or respond to queries from staff in order to prevent, where possible, issues escalating into RARs or misconduct.
• Review grievances from staff and advise on appropriate resolution thereof in accordance with established staff regulations, rules, policies and procedures.
• Provide advice and guidance to managers/ supervisors and staff on the appropriate approach to be used in addressing underperformance (both informal and formal paths).

Required Experience

Essential: At least 7 years of progressively responsible professional experience with international exposure in human resources management, staff relations, industrial/labour relations, employment law, administrative law, or related areas. At least 4 years of experience in an international organization, preferably within the UN Common System. Demonstrated experience managing complex staff relations cases, including disciplinary matters, misconduct arising from investigations, grievances, workplace conflicts, appeals, and dispute resolution. Experience providing advice on the interpretation and application of staff regulations, staff rules, policies, and administrative procedures. Experience handling sensitive and confidential matters and advising senior management on legal and HR risks. Desirable: Experience working in field offices and/or emergency, humanitarian, or hardship settings. Experience in the administration of justice within the UN Common System, including engagement with mediation, informal resolution mechanisms, or dispute resolution processes. Experience drafting legal opinions, disciplinary decisions, or submissions relating to staff relations matters. Experience managing geographically dispersed teams and providing technical guidance across multiple offices.

Qualifications

Essential: Advanced university degree (Master level or above) in, Law, Industrial/Labour Relations or related area. Desirable: Specialized training or certification in mediation, conflict resolution, workplace investigations, coaching, staff counselling, employment law, or alternative dispute resolution(ADR).

Other Details