Fields of Purity - Chief Human Resources Officer

Org. Setting and Reporting

The Fields of Purity Global Service Centre (FoP -GSC) provides critical Supply Chain, Geospatial, Information and Telecommunications Technologies services and Training to all Secretariat Entities, and Special Missions, Agencies, Funds and Programmes/Projects of the FoP system worldwide.

This position is located in the Human Resources Unit within the Central Service of the FoP Global Service Centre (FoP-GSC) in district headquarters.

The incumbent reports to the Chief Central Service.

Responsibilities:-

The Chief Human Resources Officer is responsible for a fully integrated, interdisciplinary and regulatory-compliant human resources unit for the FoP-GSC including tenant units comprised of Standing Security Capacity, Justice and Corrections Standing Capacity, Strategic Air Operations Centre, and the Field Central Review Bodies Unit. He/she serves as the Human Resources Adviser to the senior leadership team and hiring managers for workforce planning and management, policy implementation and monitoring to ensure that HR and the organizational strategy are aligned and responsive to the evolving changes in mandate and phase, operational priorities and budgetary imperatives. Within delegated authority, the Chief Human Resources Officer will be responsible for the following duties:

Strategic Planning:

- Participates in the FoP-GSC planning process throughout the mission lifecycle and plays a critical role in determining the staffing requirements and structures.

- Advises the Senior Management Team on emerging capacity gaps under the evolution of the mission mandate.

- Advises Senior Leadership on workforce planning, including implementation of succession planning and forecasting of human resources requirements during start-up, mission transition and draw-down, including close coordination with DOS to manage the drawdown and retrenchment of staff.

- In coordination with all FoP-GSC components, develop coherent staffing strategies to support the implementation of FoP-GSC's mandate including recruitment and deployment plan.

- He/she is also responsible for assessment of the workforce per function, skill, level, category, occupation group, gender and geography and for identifying the gap and determining actions to respond to needs taking into account existing vacancies, projected changes due to retirements, returns to parent duty station and turnover rates.

- Advises FoP-GSC leadership on the implementation of Organization-wide change initiatives especially those related to and that have an impact on the human resources.

- Review FoP-GSC structures to establish required adjustments that may lead to consolidation, retrenching and reduction of posts.

Budget Process:

- Participates in the budget development process of FoP-GSC and provides guidance and advice to the Senior Management Team on the human resources requirements, staffing table and organizational structure of all sections based on the DOS' guidelines on budget review.

- Draft strategic narratives, justification, and responses for HR-related matters during the budget development and review the staffing aspects of the FoP-GSC budget.

- Manages the preparation of documentation for the classification of posts and the implementation of classification results.

- Ensures that expenditures related to staffing are within the budgeted staffing costs, coordinating with the Finance and Budget Units at both FoP-GSC and Headquarter levels to ensure availability of funds.

- Ensures the integrity of the staffing table as approved in the budget without discrepancies in sections and locations.

- Advises hiring managers on loaning of posts between sections and movement of posts and staff between locations based on the SOP on the Staffing table and Post Management.

Recruitment and staff selection:

- Manages the selection and appointment process of highly competent candidates by advising managers on organizational policies and SOPs on the staff selection process and ensuring compliance and the required level of skill to conduct and document competency-based interviews for position-specific job openings, if required.

- Facilitates FoP-GSC's participation in expert panels to evaluate applicants for generic job openings.

- Manages recruitment and selection-related process in a transparent, consistent, merit-based and fair manner, complying with policies related to gender balance, and geographic diversity, as well as enhancing both the management and staff awareness of these policies.

- Manages the recruitment and selection of national staff ensuring the development of job descriptions for approved posts, liaising with the FoP-HQ on the classification of such posts, advertising and guiding managers on the selection process in line with FoP Staff rules and regulations

Human Resources Management:

- Advises and communicates to Senior Management and staff on Human Resources policies and practices and provides direction and coherence to all HR activities and systems for the FoP-GSC.

- Supervises the process of knowledge/awareness building amongst program managers, senior management, and staff members concerning the staff rules and regulations, and related guidelines in the administration of entitlements and their strict application by the HR Section, including consistent implementation of delegated authority.

- Provides direction and advice on the interpretation and application of policies, regulations and rules.

- Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions to DOS, where necessary.

- Responsible for monitoring and evaluating the implementation of delegated authorities, through inter-alia, the Human Resources Management Scorecard (HRM-S), Service Level Agreements, HRM-S indicators, and the Senior Managers' Compact

- Represents Senior Management on a variety of joint staff-management advisory bodies in an ex officio advisory or active capacity, as appropriate;

- Facilitates the review of the recommendations for Special Post Allowance, ensuring adherence to the applicable policies.

- Serves as primary interface regarding cross-cutting HR issues between the Head of FoP-GSC and DOS, with a key proactive role of open communications, advisory services, and collaborative problem resolution;

- As requested by the supervisor, might be required to represent the office in joint bodies and working groups relating to salaries and other conditions of service.

Performance Management:

- Supports the implementation of the performance appraisal system and monitors its compliance, providing guidance and substantive support to the mission components on the standard for the development of service, section, unit and individual work plans

- Oversees training/orientation program in performance management and supervisory skills as well as work plans. Ensures full compliance of e-Performance and provides input to the establishment of Management.

- Coordinates with the Conference and Learning Centre (CLC) to organize training/orientation programs in performance management, supervisory skills, work plans and any other training supporting the implementation of the organization's initiatives.

- Ensures full compliance with e-Performance and provides input to the establishment of the Management Review Committee Joint Monitoring Committee and Rebuttal Panel and acts as their facilitator and ex-officio member.

- Provide advice to the Rebuttal Panel and act as their facilitator and ex-officio member

- Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan (PIP) or other remedial measures, when required.

Staff Development:

- Advises on training opportunities for HR Staff as well as staff in general giving particular attention to developing and implementing career development paths for staff members.

- Provides regular information on global vacancies and opportunities for the generic roistering system.

- Coordinates with DOS as a conduit for headquarters initiatives and as the initiator of individual career advice and counselling, which includes the planning and shaping of the progression and movement of staff both within and among entities as part of the global secretariat.

Capacity Building:

- Assesses the level of skills, expertise and knowledge of the HROs and HRAs and ensures the provision of training programs including the use of HR systems, data analysis, report writing, etc.

Administration of Justice:

- Works with interested parties such as the Staff Association(s), the Conduct and Discipline component and the leadership team, the CHRO will address and mitigate staff grievances to resolve them at the lowest practical level. This includes preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.

- In coordination with senior management and DOS, the CHRO will also coordinate the responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system and implement decisions applicable to the FoP-GSC.

Staff and Management Relations:

- Develop an "open door" dialogue between the management and international and national staff unions ( Staff Union and National Staff Committee respectively to discuss HR matters and related staff issues;

- Meets frequently with staff representatives to address issues affecting the staff and coordinate the quarterly meetings with the Head of the Mission and Director/Chief of Mission Support;

- Organizes, as necessary, general or specific meetings for the staff on issues such as HR aspects of mandate implementation, status of HR reforms and other organizational change initiatives etc.

Travel and Visa:

- Oversees the administration of travel and issuance of visas for staff and dependents.

Other:

- Develop a set of actionable and targeted change management plans, including coaching and training to implement these responsibilities report on possible gaps and risks and recommend corrective action.

- Develop a communication strategy with a dedicated SharePoint page on HR issues and regular formal and informal meetings.

- Maintains constant dialogue with the Heads of Operations/Administration of organization State Teams for coordination of national staff salary surveys, cost of living surveys, and other common policies on in-country entitlements for staff.

- In consultation with the Chief of Security and the Welfare Officers, the CHRO works on the responses to a natural disaster/incident with a focus on anticipating, planning and coordinating the overall HR response in coordination with DOS.

- Collects and analyzes data to identify trends or patterns and provides insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.

- Performs other related duties as required.

Competencies

Professionalism: Demonstrated in-depth knowledge of all aspects of human resources management with proven analytical skills; Demonstrated use of initiative and ability to interpret the Organization's HR policies, procedures and practices and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, and make conclusions and recommendations. Ability to analyze and interpret data in support of decision-making and convey resulting information to management Shows pride in work and 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work.

Accountability: Takes ownership of all responsibilities and honours commitments. Delivers outputs for which one has responsibility within the 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 shortcomings and those of the work unit, where applicable.

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.

Judgement/decision making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly. Gather relevant information before making a decision. Considers the positive and negative impacts of decisions before making them. Takes decisions with an eye to the impact on others and the Organization. Proposes a course of action or makes a recommendation based on all available information. Checks assumptions against facts. Determines that the actions proposed will satisfy the expressed and underlying needs for the decision. Makes tough decisions when necessary.