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Staff Administration & Social Affairs Programme Manager
UPU UNIVERSAL POSTAL UNION NOTICE OF VACANCY Website Title of post Grade Scheduled date for taking up appointment Date of publication of notice Staff Administration and Social Affairs Programme Manager P 4 As soon as possible 8 March 2010 Service or administrative unit Duty station Deadline for receipt of applications Human Resources and Social Affairs Directorate Berne (Switzerland) 7 mai 2010 Type and duration of contract Fixed term of three years, with the possibility of renewal A. Main role Under the supervision of the DRH, develop and implement policy with regard to employment conditions, monitor the Directorate's administrative activities, organize the recruitment and integration of new staff and manage and supervise the implementation of the social security system. B. Duties and responsibilities 1 Policy with regard to employment conditions – Propose and ensure the effective implementation of policy with regard to conditions of employment (Staff Regulations and Rules, contracts, time and schedule management, mission management policy, etc.). – Coordinate the management of human resources with extrabudgetary bodies, within the framework of the International Bureau's general strategy. – Keep abreast of and notify the decisions of the United Nations common system in the field of staff administration and salaries. – Propose, draft and disseminate administrative instructions and internal memoranda within own area of activity. – Participate in International Bureau ad hoc transversal projects relating to the management of human resources. 2 Administrative management of human resources 2.1 Salaries – Supervise the payment process (monitoring of information provided for the calculation of salaries, initialling of tables, lists and amounts). – Supervise the related software updates. 2.2 Routine management – Supervise the DRH's routine work and initial authorizations and payments relating to staff leave, travel, removals, social matters, etc., and deal with requests regarding specific employment matters (e.g. United States tax returns). 2 2.3 Mobility – Supervise staff promotions and movements (calls for applications, internal mobility, contractual terms, separations from service, etc.). 2.4 Tools and processes – Propose and ensure the effective implementation of tools and processes relating to the administrative management of staff (collection and updating of staff data, processing of files). 2.5 Information system – Define policy directions and participate in meetings with regard to the development of the computerized human resource management system. – Keep tables and data up to date. 3 Recruitment and integration of new staff – Organize internal and external recruitment procedures (call for applications for posts to be filled, assist with the shortlisting process, provide Secretariat services for the Appointments and Promotions Committee and draft letters of appointment). – Provide induction for new staff and present their conditions of employment. – Manage relations with external providers (press, recruitment firms, etc.). – Keep up to date, develop and disseminate recruitment rules and regulations, in accordance with general human resource and International Bureau guidelines. 4 Management of social security policy – Make proposals with regard to social security systems and allowances (establish benchmarks, manage invitations to tender, conduct or participate in simulations, oversee projects and manage the related costs). – Ensure the effective implementation of new and existing systems. – Supervise the files and data of the persons concerned. – Process and validate files relating to specific requests. – Keep up to date, develop and disseminate social security rules and regulations (Privileges and Immunities), in accordance with general human resource and International Bureau guidelines. 5 Provision of advice and support – Advise managers and other staff on their rights and duties, benefits and other work-related matters. – Interpret the texts and recommend best practices to the DRH on aspects relating to the work of the Directorate. 6 Team management/leadership – Lead and motivate teams and provide technical support where required. – Set annual objectives, oversee the staff and their work, monitor progress with the objectives and evaluate performance. – Ensure ongoing development of staff members. – Coordinate leave and absences, and manage overtime and replacements where required. 3 C. Qualifications 1 Qualifications and skills – University degree in human resource management, social sciences, law or equivalent qualifications. – Additional training in human resource tools desirable. 2 Technical knowledge and experience – Proven experience in the human resource management field. – Very good knowledge of the human resource rules of international organizations (particularly within the United Nations system). – Very good knowledge of human resource information systems. – Very good knowledge of social security systems. – Good knowledge of payment systems and software. – Good knowledge of recruitment techniques. – Knowledge of standard office software tools (Word, Excel, PowerPoint). 3 Other skills and abilities – Communication and team management skills. – Ability to draft, interpret and explain human resource documents. – Resourcefulness and organizational skills (ability to manage priorities); results-oriented. – Customer-oriented approach to staff. – Discretion and ethical awareness. – Ability to take decisions. D. Languages Perfect proficiency in French or English and the ability to communicate in the other language. Knowledge of other languages, particularly those used in the United Nations system, would be an asset. Note A separate application is to be submitted for each notice of vacancy. Please consult the "How to submit an application" section of our website http://www.upu.int/employment/en/application.html . |
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