Chief of Service, Conduct and Discipline, D1

The Office of Human Resources (OHR) is searching for a highly motivated and dynamic individual for this position which is located in the Conduct and Discipline Service (CDS) of the Administrative Law Division (ALD) of OHR in the Department of Management Strategy, Policy and Compliance (DMSPC). DMSPC provides policy leadership in all management areas through a clear, integrated global management strategy and policy framework and through strengthened monitoring, evaluation and accountability mechanisms that oversee the exercise of delegated authorities in an environment of decentralized management. It contributes to a culture of continuous learning and accountability and promotes innovation in business models throughout the Secretariat. OHR fosters a dynamic, adaptable, mobile workforce with the highest level of competence and integrity to effectively and efficiently serve the mandates of the Organization. OHR develops the regulatory human resources framework, strategies, policies, and directives, to ensure the Secretariat is better equipped to carry out its functions both at Headquarters and in field offices. The Office provides policy leadership in organizational human resources management areas including strategic workforce planning, talent management, organizational and staff development (including career planning), performance management, Organization-wide mobility, and appropriate duty of care, for all Secretariat staff. ALD is in charge of the implementation of the United Nations (UN) standards of conduct for all categories of personnel across the UN Secretariat. ALD provides client-focused, strategic, policy and legal advice on internal justice matters and represent the Secretary-General before the United Nations Dispute Tribunal. ALD handles disciplinary matters relating to Secretariat staff members, oversees and coordinates efforts and actions to prevent and respond to unsatisfactory conduct, and works to empower and support UN Secretariat managers in the exercise of their responsibilities to address conduct and discipline matters. CDS is mandated to ensure that UN staff and personnel in all locations and duty stations, and especially in field operations, adhere to high standards, focusing on preventing misconduct including but not limited to, sexual exploitation and abuse (SEA), responding to allegations of misconduct and remedial action, including assistance to victims, as well as contribution to the overall mandate of ALD. The Chief of CDS reports to the Director of ALD. The position is currently located at the Nairobi duty station.

Within delegated authority, the Chief of Service, Conduct and Discipline, be responsible for the following: • Formulates and implements the substantive work programme of the Conduct and Discipline Service (CDS) under his/her supervision. Oversees the management of activities undertaken by the CDS, ensures that programmed activities are carried out in a timely fashion and co-ordinates work in the different areas both within the Administrative Law Division (ALD) and the Office of Human Resources (OHR), and with other offices and departments of the UN Secretariat and organizations of the United Nations System, as appropriate. • Leads, supervises, advises and carries out the work programme of the Service under his/her responsibility. Provides input and advice on priority organizational guidelines and policies. • Leads, advises and guides CDS in strengthening the collective response of the United Nations to misconduct of UN personnel, with a focus on sexual exploitation and abuse (SEA) and sexual harassment (SH). • Leads the work of CDS in a range of strategic and programmatic activities aimed at promoting and ensuring the accountability of military personnel, United Nations staff, and experts on mission with respect to misconduct committed in Secretariat entities, including field operations. • Leads CDS in the implementation of the proposals of the Secretary-General in his reports on “Special measures for protection from sexual exploitation and abuse”, including through the implementation of Security Council resolution 2272 (2016), Security Council resolution 2436 (2018) and Security Council Resolution 2719 (2023). • Coordinates with the Team Leads the development and implementation of awareness building and preventive programmes, as well as of effective measures/systems to detect personnel misconduct, to ensure compliance with UN standards of conduct and to monitor and evaluate all forms of misconduct for all categories of UN personnel. • Manages the Team Leads who represent CDS in official visits, meetings, seminars and all other activities that warrant substantive input and Conduct and Discipline expertise. • Coordinates and oversees the preparation of reports for presentation to intergovernmental bodies such as the Advisory Committee on Administrative and Budget Questions, the General Assembly and other policymaking/monitoring organs, such as BOA, JIU and IASC, as appropriate. • Reports to intergovernmental bodies on budget/programme performance or on programmatic/ substantive issues, as appropriate, particularly those presented in annual reports. • Ensures that the outputs produced by the CDS maintain high-quality standards; that reports are clear, objective and based on comprehensive data. Ensures that all outputs produced by the Sections under his/her supervision meet required standards before completion to ensure they comply with the relevant mandates. • Assists the Director in preparing the work programme of the CDS, determining priorities, and allocating resources for the completion of outputs and their timely delivery. Provides strategic response to EOSG matters. • Undertakes or oversees the programmatic/administrative tasks necessary for the functioning of ALD, including preparation of budgets, reporting on budget/programme performance, evaluation of staff performance, interviews of candidates for job openings, evaluation of candidates and preparation of inputs for results-based budgeting. • Leverages available technology and IT tools including where applicable, AI, to support data-driven approaches towards the delivery of programme mandates efficiently.

PROFESSIONALISM: Knowledge of the substantive field of work in general and of specific areas being supervised. Ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to apply UN rules, regulations, policies and guidelines in work situations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; notably on misconduct prevention in the context of field operations, including but not limited to, sexual exploitation and abuse (SEA), responding to allegations of misconduct and remedial action, including assistance to victims ; 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. • COMMUNICATION: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed. • TEAMWORK: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings. Adapt and innovate. Demonstrates flexibility, agility and the ability to think and act in novel ways. • LEADERSHIP: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing. • JUDGEMENT/DECISION-MAKING: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on 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.

An advanced university degree (Master’s degree or equivalent) in business or public administration, law or related area is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.

Not available.

A minimum of fifteen (15) years of progressively responsible professional experience in conduct and discipline, misconduct investigations or disciplinary processes, administrative or international law, accountability/compliance frameworks, or a related area in a large international organization, public administration or comparable institution is required. A minimum of five (5) years of experience at the international level in a senior leadership role managing multidisciplinary teams and delivering programme, policy or oversight outputs in areas related to conduct, discipline or accountability is required. Experience in managing or overseeing misconduct, disciplinary or accountability frameworks, including prevention and response to misconduct, is required. Experience coordinating with multiple stakeholders, including government counterparts, uniformed personnel, international organizations or NGOs, is required. Experience using data or digital tools to support programme oversight, reporting or decision-making is desirable. Experience in peacekeeping or in conflict/post-conflict settings within the United Nations system or other international organizations is desirable. Experience in digital transformation or AI-enabled solutions is desirable.

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

This post is financed by the Support Account for Peacekeeping Operations. The appointment or assignment and renewal thereof are subject to the availability of the post or funds. Applicants from troop- and police-contributing countries who are found most suitable and recommended for selection will be given due consideration for positions in a peacekeeping operation or Headquarters support account funded positions in the Department of Peace Operations, taking into account their contribution to United Nations peacekeeping, in accordance with General Assembly resolutions 66/265 and 67/287. For the latest list of troop- and police-contributing countries, visit the following website: https://peacekeeping.un.org/en/troop-and-police-contributors. 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. 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. An impeccable record for integrity and professional ethical standards is essential. Applicants who have reached the mandatory age of separation are not eligible to apply for job openings. Individual contractors and consultants (Affiliate Personnel) who have worked within the UN Secretariat in the last six months, irrespective of the administering entity, are ineligible to apply for professional and higher temporary or fixed-term positions and their applications will not be considered. Staff members appointed to the current position are required to submit a financial disclosure statement upon assignment or appointment and annually thereafter. Staff members of the United Nations Secretariat must meet the applicable geographical or lateral move requirements to be eligible to apply for this vacancy, taking into account that selection to the post may itself constitute a qualifying move, in accordance with the relevant administrative issuances. Staff members are encouraged to ensure that all qualifying geographical or lateral moves are accurately reflected in their applicant profile. Please refer to ST/AI/2025/2 on the Staff selection system for more details.

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.