CHIEF OF SECTION, HUMAN RESOURCES MANAGEMENT, P5
Overview
The Chief of Human Resources Section is responsible for planning, organizing, managing, and supervising the work of the Human Resources Section, and for developing and implementing new human resources policies and procedures.
Key Responsibilities
- Plans, organizes, manages and supervises the work of the Unit/Section assigned.
- Develops and implements new human resources policies, practices and procedures.
- Monitors and ensures the implementation of human resources policies, practices and procedures.
- Advises senior management on all aspects of human resources policies, procedures and substance.
- Provides policy advice on suitability of staff for appointments, staff-management relations, and trends in human resources.
- Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies.
- Identifies recruitment needs and priorities through workforce planning.
- Develops and implements recruitment strategies and plans, and conducts targeted recruitment campaigns.
- Advises ECLAC Senior Management on mechanisms to reach Human Resources targets.
- Monitors and ensures timely filling of posts.
- Approves issuance of vacancy announcements, oversees and clears recruitment, promotion and placement submissions.
- Approves mission replacements and lateral transfers.
- Reviews short lists and participates in interviews for high level posts.
- Provides guidance on policy relating to recruitment, placement and promotion, and reviews appointments.
- Represents the Organization in discussions with senior government officials on recruitment and other human resources matters.
- Manages the Internship Programme.
- Monitors and ensures the implementation of appropriate conditions of service and entitlements.
- Identifies needs and proposes changes to conditions of service.
- Provides advice on interpretation and application of policies, regulations and rules.
- Approves recommendations on exceptions to policies, regulations and rules.
- Represents the office in joint bodies and working groups on conditions of service.
- Identifies and analyzes staff development and career support needs and designs programmes.
- Prepares monitoring reports on staff development and career support programmes.
- Monitors and ensures the implementation of staff development and career support programmes.
- Promotes staff development and career support programmes.
- Provides advice on mobility and career development to staff.
- Provides performance management advice to staff and management.
- Assists Heads of Departments/Offices with the implementation of the Performance Management and Development System.
- Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties.
- Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
- Monitors, advises and acts on disciplinary matters.
- Mediates conflict, grievance and harassment cases.
- Reviews and approves classification analysis of jobs.
- Conducts and coordinates salary surveys assessing the labour market and establishes salaries and related allowances of locally recruited staff.
- Provides guidance to programme managers on the application of classification policies and procedures.
- Coordinates duty station classification and subsistence allowance surveys.
- Prepares policy papers, position papers and briefing notes on issues related to examinations and tests.
- Leads team members efforts to collect and analyze data and provides insight to identify trends or patterns for data-driven planning, decision-making, presentation and reporting.
Required Experience
A minimum of ten years of progressively responsible experience in human resources management, administrative services or related area is required. At least 6 years of experience in United Nations or other similar international organization is required. Experience in monitoring HR related data and producing reports for Senior Management in the area of HR is required. At least 6 years of experience in providing advice and supporting senior managers in administrative, and strategic matters is desirable. Experience in data analytics or related area is desirable.
Qualifications
Advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree. Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is desirable.