YUlogo headerCAREER

Occupational Group Manager

Occupational Group Manager

United Nations Secretariat (UN)
country flag icon United States (New York) Expire:

Job Description

RESPONSIBILITIES

Under the direct supervision of the Human Resources Officer and the overall guidance of the Chief of Talent Acquisition Section, the Occupational Group Manager (OGM) takes a lead role in managing the assigned talent pools and occupational groups ensuring that there is adequate supply of available candidates with the necessary qualifications and expertise to meet staffing requirements identified through workforce planning in peacekeeping missions and special political missions. The OGM is expected to become familiar with the staffing needs, within his/her assigned talent pool and occupational group, within MAGNET and LOGNET networks, which may include Administration, Audit, Human Resources, Finance, Management and analysis, Logistics and Supply Chain, Transportation, Procurement, and is responsible for the following duties:

• Develop, manage and maintain rosters and talent pools for functional specialties in the assigned occupational groups, to ensure the maximum possible use of both to fill vacancies in peacekeeping operations, and special political missions, and other UN Secretariat entities;

• Build Job Openings with clear, objective and consistent evaluation criteria for both generic rosters and mission specific posts; Review applications for eligibility and initial suitability;



• Coordinate substantive assessments of applicants to include knowledge-based evaluations and/or competency-based interviews by Expert Panels (EP);

• Serve as ex-officio for EPs;

• Prepare submissions to the Field Central Review Bodies (FCRB); Develop, manage and maintain rosters for functional specialties in the assigned occupational group(s) up to and including the D-1 level;

• Identify and analyze actual and anticipated capacity gaps in the talent pools and rosters;

• Develop, promote and implement strategies to remedy, including through targeted outreach and specialized recruitment exercises, and working towards human resources targets, including those related to gender representation, diversity and inclusion in collaboration with Office of Human Resources (OHR) and recruitment focal points in related areas;

• Identify and analyze structural, procedural and work process challenges from a policy perspective, generate ideas for improvements and follow up as appropriate;

• In consultation with Headquarters and substantive offices, develop recommendations to Programme Managers in field missions of candidates who would best benefit from consideration for selection, building on personal requirements, gender, mobility and other human resource targets;

• In cooperation with the Outreach and Diversity Section in DMSPC, other OGMs and with recruitment focal points in related areas, build partnerships within occupational groups to strengthen the occupation networks and facilitate succession planning and career development; Perform such other duties as required;

• Take a role in working with the proponent office on identifying capacity gaps in the rosters with a view to undertaking targeted rostering campaigns as well as looking for possible non staff avenues to fill critical vacancies in this area of work (e.g. Government Provided Personnel); In this regard, conduct targeted advertising at the operational level and specific to his/her area of work.

Staff Development:

• Provide regular information on GJOs and opportunities for the generic rostering system;

• Contribute to the skill, expertise and knowledge of the HROs and HRAs in the area of human resources management, including in the use of HR IT systems (Inspira, ERP etc.);

• Receive and review grievances and complaints related to the Continuous Job Opening process, assessing and evaluating merit of each case and make recommendation for resolution;

• Identify and analyze staff development and career support needs.

Administration of Justice:

• Research and compile the Section's responses to formal and informal requests coming from different candidates under the Administration of Justice (AoJ) system;

• Contribute to efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level;

• Contribute to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.

EDUCATION

Advanced university degree (Master's degree or equivalent degree) in law, business administration/management, public administration, human resources, finance, accounting, logistics, supply chain 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.

WORK EXPERIENCE

A minimum of five years of progressively responsible experience in administration, finance, accounting, human resources management, project management, logistics or related field is required.

Experience supporting recruitment strategies or processes is required.

Experience working in or supporting field operations (inclusive of peacekeeping missions, political missions, those operated by UN agencies, funds, and programmes, or similar international or non-governmental organization) is desirable.

Experience working with and applying administrative or financial policies and procedures in an international organization or non-governmental organization is desirable.

Experience designing and/or implementing strategies to improve gender, diversity and inclusion is desirable.

Experience working on data analysis is desirable.

LANGUAGES

English and French are the working languages of the United Nations Secretariat. For the post advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another official United Nations language is an advantage.

ASSESSMENT

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