Special Tribnal for lebanon

Chief of Human Resources and Change Management Section

Vacancy Ref NL-OTR-HRCMS-P5-856
Deadline for Applications 31 March 2018 (-1301 days left)
Issuance Date 28 February 2018
Location Leidschendam
Organ / Section REGISTRY   /  Finance Section
Post Level P-5
Depending on professional background, experience and family situation, a competitive compensation and benefits package will be offered. The successful applicant will be offered a fixed-term appointment. Regular contracts at the Special Tribunal for Lebanon (“Tribunal”) run to the 31st of December. Subsequent extension(s) are subject to terms of the Tribunal’s mandate and/or the availability of the funds. The Tribunal is an international inter-governmental organization with its own independent legal identity and not a UN organization. However, the Tribunal follows the UN common system for benefits and entitlements to its staff members. UN staff members may also serve on loan from their parent department/office, if selected.

The recruitment process may include a pre-selection procedure, written tests and interviews to assess levels of competency.

A roster of suitable candidates may be established for this particular profile as a result of this selection process for both fixed-term established and general temporary assistance posts.

It is not necessary at this stage to send copies of qualifications, previous employment contracts, entire publications, etc.

Qualified female candidates are encouraged to apply.

Only applicants who are under serious consideration will be contacted. The Tribunal is not in a position to respond to queries regarding information on the status of vacancies or unsolicited open applications.

The Tribunal reserves the right not to make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description. All applications will be handled with strictest confidentiality.

*The English version of this vacancy announcement is authentic. The French and Arabic version, if available, is not an official translation and is provided for information purposes only.

Under the direct supervision of the Chief of Administration and within the limits of the delegated authority, the Chief of Human Resources and Change Management Section (the Chief) develops the orientation of the Tribunal towards transition planning, change management and downsizing. The incumbent advises senior management on all the aspects of human resources policies, practices and procedures, and provides proactive and innovative approaches to the agile delivery of human resources services as well as to strategic and policy issues. The incumbent also directs and supervises the work of the section.
The Chief plans, organizes, manages and supervises the work of the Human Resources and Change Management Section and ensures that the outputs produced by the section maintain high-quality standards. In this regard, special attention will be required to ensure training of the HR team and consistent application of the Staff Rules and administrative issuances and effectively managing the performance of the section. The Chief carries out programmatic / administrative tasks necessary for the functioning of the section, including the preparation of budgets, assigning and monitoring of performance parameters and critical indicators and evaluation of staff performance (PAS).

The Chief develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization. Due to the eventual completion of the organization’s mandate, particular attention is required with respect to change management initiatives including downsizing methodologies, career advisory services for staff, improved performance management and the development and implementation of a strategic approach to staff retention.
The incumbent monitors and ensures the implementation of human resources and change management policies, practices and procedures.

The Chief advises senior management and program managers on all aspects of human resources policies, procedures and substance and provides proactive and innovative approaches to the delivery of human resources services as well as to strategic and policy issues.

The Chief has authority to certify all budget accounts relating to staff costs.

Areas of focus and specific activities that the new incumbent will undertake include:

Workforce planning, recruitment and placement

• Identifying recruitment needs and priorities, developing and implementing recruitment strategies, and conducting targeted recruitment campaigns. Working with and advising programme managers on innovative recruitment approaches (e.g. loans, secondments, short-term recruitment of former staff, etc.) and ensuring the Tribunal has the suitable tools to enact these and other options, to ensure staffing requirements are filled until the end of the Mandate.

• Monitoring and ensuring timely filling of posts in accordance with established policies and procedures.

• Approving issuance of vacancy announcements, overseeing and clearing recruitment, promotion and placement submissions to the Registrar. Developing mechanisms for internal/lateral moves of staff.

• Reviewing short lists and participating in interviews for high level posts and representing the office as an ex-officio member on interview panels for senior posts.

• Providing guidance on policy relating to recruitment, placement and promotion, and reviewing appointments.

• Representing the Organization with full delegation of authority in discussions with senior government officials on recruitment and other human resources matters.

• Managing and administering recruitment testing exercises and administering the language proficiency exam on an annual basis.

• Managing the Internship Programme.

Administration of entitlements

• Monitoring and ensuring the implementation of appropriate conditions of service and entitlements.

• Identifying needs and proposing changes to conditions of service as required.

• Providing advice on interpretation and application of policies, regulations and rules. Approving recommendations on exceptions to policies, regulations and rules. Maintaining an exceptions log to assure consistency.

• Representing the office in joint bodies and working groups on conditions of service.

• Overseeing and approving benefits and entitlements of staff and level of remuneration for consultants.

• Reviewing and recommending changes to existing Staff Rules and Administrative Issuances as appropriate.

Organizational development and career support

• Identifying and analysing staff development and career support needs and designing programmes to meet identified change management needs/initiatives. Managing, identifying and developing training needs for the organization.

• Reviewing and strengthening the current training strategy and staff development efforts across the Tribunal.

• Monitoring and ensuring the implementation of staff development and career support programmes, and preparing reports thereon. Promoting staff development and career support programmes. Providing advice on internal mobility and career development to staff at all levels and in all categories.

• Providing performance management advice to staff and management. Strengthening and improving the capacity of supervisors to conduct effective performance management discussions with staff. Overseeing and assisting the Heads of Organs with the implementation of the performance appraisal system (PAS). Providing regular reports to the Senior Management Board on organizational performance.

• Providing performance management advice to supervisors and staff facing complex or difficult relationship/performance issues.

Other duties

• Advising and counseling staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements.

• Monitoring staff welfare and identifying/proposing appropriate programmes and remedial action. Providing supervision and advice to the Staff Welfare Officer and the resident Medical Officer.

• Monitoring staff health and medical issues/statistics, proposing appropriate programmes and remedial action. Providing direction and advice to the Staff Medical Officer.

• Monitoring, advising and acting on disciplinary matters in accordance with established policies and procedures. Mediating conflict, grievance and harassment cases.

• Monitoring the Tribunal’s adherence to policies of inclusion, working with the Gender Focal Point and others on issues such as LGBTI inclusion.
Knowledge and Skills
• 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.

• Building Trust: Provides an environment in which others can talk and act without fear of repercussion; manages in a deliberate and predictable way; operates with transparency; has no hidden agenda; places confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.

• Judgement and 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 organisation; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary; Takes prompt action in cases of unprofessional or unethical behaviour.

• 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.

• 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 of and anticipate problems; Keeps clients informed of progress or setbacks in projects; Meets timeline for delivery of products or services to client.

• Integrity: Demonstrates the values of the organization, including impartiality, fairness, honesty and truthfulness, in daily activities and behaviours; Acts without consideration of personal gain; Resists undue political pressure in decision-making; Stands by decisions that are in the organisation’s interest.

• Respect for diversity: Works effectively with people from all backgrounds; Treats all people with dignity and respect; Shows respect for and understanding of diverse points of view and demonstrates this understanding in daily work and decision making; Examines own biases and behaviours to avoid stereotypical responses.
• Education: Advanced university degree (Master's degree or equivalent) in human resources management, change management, business or public administration, law or related area. 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 10 years (12 if in possession of a Bachelor level degree) progressively responsible experience in human resources management, change management, administration, or public administration. In addition, at least six years of experience in human resources management within an international organisation is required. Experience in a court/judicial setting would be beneficial.

• Languages: Arabic, English and French are the official languages of the Tribunal. For this post, fluency in oral and written English is required. Knowledge of the other languages is an asset