Chief of Section, Human Resources Management, New York, United States

Office for the Coordination of Humanitarian Affairs

OCHA New York, USA



Department/Office: Office for the Coordination of Humanitarian Affairs

Duty Station: NEW YORK

Posting Period: 20 December 2022 – 02 February 2023

Job Opening Number: 22-Human Resources-OCHA-196776-R-New York (X)

United Nations Core Values: Integrity, Professionalism, Respect for Diversity

Organisational Setting and Reporting

This position is located in the Human Resources Section, Executive Office of the Coordination of Humanitarian Affairs (OCHA) in New York. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA also ensures there is a framework within which each actor can contribute to the overall response effort. OCHA’s mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions.

The incumbent reports to the Executive Officer.


Under the direct supervision of the OCHA Executive Officer and within delegated authority, the Chief of Human Resources will be responsible for the following duties: Strategic HR Leadership and Planning

  • Leads, plans and monitors Human Resources (HR) initiatives based on an analysis of programmatic priorities emerging from OCHA’s Strategic Plan.
  • Develops, monitors and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. This will include workforce planning, organization wide management, training and talent initiative.
  • Advises senior management on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
  • Acts as a liaison with the United Nations Office for Human Resources (OHRM), and other UN entities on issues related to HR, including identifying best practices in HR models, implementation of HR policies and strategies. Represents the organization on relevant committees.
  • Leads and plans organization procedures and policies to address ongoing and emerging HR directives issued by the Secretary-General or other relevant UN bodies, including ensure timely reporting on key initiatives. Plans, organizes, manages and supervises the work of the Section. Coordinates the work carried out by the section, provide programmatic and substantive advice.
  • Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
  • 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 and provides proactive and innovative approaches to delivery of human resources services as well as to strategic and policy issues.
  • Represents the Organization in negotiations with staff, staff representatives and at inter-agency bodies dealing with human resources questions.

Staffing, Recruitment, Workforce Planning and Diversity

  • Identifies recruitment needs and priorities, develops and implements recruitment strategies, and conducts targeted recruitment campaigns.
  • Monitors and ensures timely filling of posts in accordance with established policies and procedures and overseeing the entire recruitment process, including reviewing submissions from Divisions/Branches/Offices and ensuring consistency with applicable HR rules and regulations.
  • Leads and manages the review of existing human resources and skills in OCHA and lead the development of the organization’s workforce and succession planning strategy.
  • Approves issuance of vacancy announcements, oversees and clears recruitment, promotion and placement submissions to appointment and promotion bodies. Approves mission replacements and lateral transfers within Departments. Reviews short lists and participates in interviews for high level posts.
  • Manages the Junior Professional Officers, United Nations Volunteers and Internship Programme.
  • Represents the office as an ex-officio member in appointment and promotion bodies, Central Examination Board and Central Recruitment Examination Board, provides guidance on policy relating to recruitment, placement and promotion, and reviews appointments.
  • Represents the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.
  • Manages and administers the National Competitive Examinations, G to P Examinations, Language professionals, examinations and other programmes and tests related to recruitment of professional, general service and other categories of staff.
  • Organizes and administers assessment centers in support of professional recruitment.

Administration of entitlements

  • Oversees, monitors and ensures the implementation of appropriate conditions of service and entitlements.
  • Identifies needs and proposes changes to conditions of service as required.

  • 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.
  • Oversees and approves benefits and entitlements of staff and level of remuneration for consultants.

Talent Management, Leadership Development and Training

  • Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes.
  • In line with OCHA’s people strategy, conceptualize and develop a OCHA program for staff development, talent management and career support programmes including identifying training and learning needs.
  • Promotes staff development and career support programmes. Provides advice on mobility and career development to staff at all levels in all categories.
  • Focal person for staff relations issues including grievance and other reporting mechanisms.
  • Provides performance management advice to staff and management. Assists the Heads of Divisions/Branches/Offices with the implementation of the performance appraisal system (PAS).
  • Manages, guides, develops and trains staff under his/her supervision.
  • Performs any other related duties as required.

Other duties

  • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.
  • Monitors staff welfare and identifies/proposes appropriate programmes and remedial action.
  • Monitors, advises and acts on disciplinary matters in accordance with established policies and procedures. Mediates conflict, grievance and harassment cases.
  • Reviews and approves classification analysis of jobs in Professional and General Service and related categories.
  • Conducts and coordinates salary surveys assessing the labour market at Headquarters and in the field and establishes salaries and related allowances of locally recruited staff.
  • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review.
  • Coordinates duty station classification and subsistence allowance surveys.
  • Prepares policy papers, position papers and briefing notes on issues related to examinations and tests.


  • Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, analyze and formulate opinions, make conclusions and recommendations on complex human resources policy and development issues. 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.
  • 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.

Managerial Competencies

  • 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.
  • Empowering Others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work; encourages others to set challenging goals; holds others accountable for achieving results related to their area of responsibility; genuinely values all staff members’ input and expertise; shows appreciation and rewards achievement and effort; involves others when making decisions that affect them.
  • Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.


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 qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of ten (10) years of progressively responsible experience in human resources management, administrative services or related area is required.

A minimum of five (5) years of management experience at the international level, including experience managing cross-functional teams comprised of persons from diverse professional and cultural backgrounds is required.

Experience implementing change management initiatives is desirable.

Experience in supporting senior management in strategic human resources and policy guidance is desirable.

Experience in managing complex restructuring processes, including rightsizing of workforce is desirable.

A minimum of four (4) years of international field experience in the past ten (10) years in humanitarian and/or development settings is desirable.


English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in oral and written English is required. Knowledge of French is desirable. Knowledge of another United Nations language is desirable.


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

Special Notice

Appointment or assignment against this position is for an initial period of one year. Extension of the appointment is subject

to extension of the mandate and the availability of the funds.

Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures.

The United Nations Secretariat is committed to achieving 50/50 gender balance in its staff. Female candidates are strongly encouraged to apply for this position.

An impeccable record for integrity and professional ethical standards is essential.

Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover note.

United Nations Considerations

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.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side 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.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee


Tags: career development, change management, competitive examinations, gender perspective, human resources, human resources management, human rights, humanitarian law, internship, labour market, performance appraisal, performance management, public administration, social sciences, subsistence allowance