HUMAN RESOURCES OFFICER, P4

This position is located in the Section of Human Resources, Division of Administration in Santiago. The Human Resources Officer reports to the Chief of the Human Resources Section. The Economic Commission for Latin America and the Caribbean is one of the five regional Commissions of the United Nations. It was founded in 1948 with the purpose of contributing to the region's economic and social development. Its mission includes the design, monitoring and evaluation of public policies and the provision of advisory services, expertise and training to Governments, as well as support for regional and international cooperation and coordination activities. Please visit our website at www.eclac.org for further information.

Within the limits of the authority delegated to ECLAC, and under the general supervision of the Chief of the Human Resources Section, the incumbent: 1. Serves as Deputy Chief of the Human Resources Section. 2. Assists providing assessment and recommendations to the Chief Human Resources as required. 3. Oversees the Administration of Entitlements: - Ensures consistent interpretation and application of staff regulations and rules and related human resources policies and procedures. - Reviews and approves personnel actions in the system affecting the status of individual staff members, ensuring that payments to staff members are processed in a timely and accurate manner. - Analyzes cases and recommends decision within delegated authority, referring to OHRM those cases calling for exception to the staff rules. - Meets periodically with Chiefs of Divisions, other management officials and staff representatives to discuss the interpretation/implementation of personnel policies and to resolve specific issues. - Advises staff on matters affecting their employment status and benefits. - Provides guidance on the retrieval of specific personnel data required for purposes of payroll, staffing table control, work programme analysis as well as for statistical reports such as those relating to the HR Score Card and Executive Secretary Compact. - Oversees leave recording systems. - Participates closely in the activities of pre and post implementation of Umoja (ERP), mainly identifying HR roles, completing data cleansing and ensuring appropriate training of the staff under her/his supervision. 4. Policy Interpretation and Development: - Keeps abreast of changes and implementation of new rules, policies and procedures. - Monitors issuance of General Assembly resolutions, ICSC recommendations, CCAQ session documentation and others that might impact on existing personnel policies. - Proposes modifications to local procedures to comply with new Human Resources policies. - Ensures general dissemination of HR related information. 5. Monitors compliance with E-Performance. 6. Acts as job classification officer: - Classifies posts within the level of authority delegated to ECLAC. - Monitors the progress of classification cases submitted to Headquarters. - Ensures the proper maintenance of ECLAC's job classification filing system. - Represents management in classification appeal cases. - Keeps abreast of developments in the job classification standards and procedures and participates in their effective implementation. 7. Supervises the work of the staff of the Personnel Administration and Development Unit: - Guides and/or corrects work performance and prepares E-Performance reports. - Ensures the allocation of resources to provide orderly, timely and reliable services. - Arranges training of the Unit staff and supports team spirit within the Section. - Ensures tact, discretion and confidentiality in carrying out work assignments. 8. Other duties: - Monitors, advises and acts on disciplinary matters. - Participates in competency based interview panels. - Collects and analyzes data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.

• PROFESSIONALISM: Advanced knowledge of human resources management in general, and in the areas of recruitment, organizational development, learning and staff administration in particular is required. Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting is required. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues is required. Familiarity with Enterprise Resources Planning (ERP) systems is desirable. Ability to analyze and interpret data in support of decision-making and convey resulting information to management. Shows pride in work and in 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 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 own 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.

Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, law 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. The successful candidate will require an additional internal certification review to confirm the designation to carry out significant functions in human, financial or physical resources as well as information and communications technology.

Not available.

A minimum of seven (7) years of experience of progressively responsible experience in administrative services is required. At least four (4) years in human resources management is required. Experience in the development and/or implementation of human resources policies is required. Experience working in an international organization is desirable. Experience in staff development and career support is desirable. Experience in supporting senior managers in human resources matters is desirable. Two (2) years or more of experience in data analytics or related area is desirable.

Applicants will be assessed based on the information provided in their APs. Suitable candidates will be invited to a competency-based interview and other assessment methods.

- If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. While this temporary job opening may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. - At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. - The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. - The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law. - Although there is no right or entitlement to Flexible Working Arrangements, many of our staff work flexibly in many different ways. The following types of flexibility are usually possible: staggered working hours, compressed work week, scheduled breaks for learning activities and telecommuting (maximum 80.5 Km from the duty station). Please wait until the final stage of the offer to ask more about flexibility since the agreement is voluntary between the staff members and their supervisor and will depend on the organisational needs. - A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the Secretariat. - Pursuant to section 7.11 of ST/AI/2012/2/Rev.1, candidates recruited through the young professionals programme who have not served for a minimum of two years in the position of their initial assignment are not eligible to apply to this position.

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.