Org. Setting and Reporting ECA's mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 SDGs and Agenda 2063.
The mission is guided by ECA's five new strategic directions which are: advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues.
This position is in the Strategy & Information Management Unit (SIMU), Human Resources Management Section (HRMS), Administration and Conference Management Division (ACMD), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief of Strategy & Information Management Unit and under the overall guidance of the Chief Human Resources Officer.
Responsibilities Within delegated authority, the Human Resources Officer will be responsible for the following duties: 1. Management of HR Data and Systems.
Ensures the integrity, accuracy and consistency of human resources data and systems by: a) Maintaining and regularly updating organizational structure and staffing tables in Umoja and related HR systems; b) Reconciling post management and staffing data in Umoja in coordination with the Budget Unit and other relevant stakeholders; c) Reviewing, validating and processing job requisitions and staffing-related transactions within established timelines; d) Monitoring data quality, identifying discrepancies and initiating corrective actions in coordination with relevant units; e) Ensuring alignment and consistency across HR data sources, including corporate dashboards and reporting platforms.
2. HR Reporting, Analytics and Information Management.
Produces and enhances HR reporting and analytics to support decision-making by: a) Preparing, validating and disseminating periodic and ad hoc HR reports in line with established schedules and standards; b) Developing and maintaining dashboards and data visualization tools using Power BI and other reporting tools; c) Analyzing HR data to identify trends, risks and workforce insights, and translating findings into actionable recommendations; d) Managing and optimizing information flows, data repositories and reporting frameworks to ensure accessibility and usability of HR information; e) Continuously improving reporting methodologies and tools to enhance clarity, accessibility and strategic value.
3.
Support to HR Strategy, Systems and Process Optimization Supports the implementation and monitoring of HR strategy and information management initiatives by: a) Contributing to the design, development and implementation of HR data solutions, tools and automated workflows; b) Applying structured project management approaches to track progress and deliverables of HR initiatives; c) Collaborating with HR units and stakeholders to streamline processes and improve efficiency through system enhancements and automation; d) Supporting change management efforts related to HR systems, digital tools and reporting frameworks; e) Monitoring progress of initiatives and reporting on milestones, risks and outcomes.
4. Coordination, Compliance and Operational Support to HR Processes.
Supports the effective implementation and oversight of HR processes and related operational functions by: a) Coordinating with stakeholders to ensure compliance with HR policies, procedures and data governance standards; b) Monitoring HR workflows, including documentation and records management processes, to ensure timely and accurate execution; c) Identifying process gaps, risks and inefficiencies, and recommending improvements; d) Supporting audit processes and responding to data and documentation-related queries from oversight bodies; e) Contributing to the standardization and documentation of HR processes and practices. f) managing the work of the Umoja Operational Support Desk (OSD) for HRMS.
5. Advisory, Coordination and Cross-functional Support .
Provides advisory and coordination support across functional areas by: a) Serving as a focal point for HR data, systems and information management-related queries from clients and stakeholders; b) Providing guidance on data management practices, reporting tools, system functionalities and information handling; c) Supporting internal communication and dissemination of HR-related information, reports and updates; d) Supporting coordination and continuity of unit activities, including representing the unit in meetings as required; e) Assisting in the preparation of briefing materials, presentations and documentation; f) Collaborate with ODU in the design and deployment of training solutions relation to IM, data, HR applications that are developed both internally and externally. g) Performing other related duties as required Competencies Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting.
Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work.
Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently. Technological awareness: Keeps abreast of available technology. Understands applicability and limitations of technology to the work of the office. Actively seeks to apply technology to appropriate tasks. Shows willingness to learn new technology.
Education Advanced university degree (Master’s or equivalent) in Human Resources Management, Business administration, Information Mgmt, Data analytics, Statistics 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. Job - Specific Qualification Not available.
Work Experience A minimum of five years of progressively responsible experience in human resources management, administration or related area is required. Experience in the use of enterprise resource planning systems, recruitment platforms and data visualization tools is required. 2 years or more of experience in data analytics or related area is desirable. Experience in process improvement, data governance or automation of workflows is desirable.
Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. French is desirable.
The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details). .headtable { font-family: arial, sans-serif; border-collapse: collapse; width: 100%; border: 1px solid gray; border-radius: 10px; overflow: hidden; } .headTitle { font-family: Arial, Helvetica, sans-serif; font-size: 16px; font-weight: bold; /*color: rgb(65, 98, 145);*/ color:black; } .headtable tr td, .headtable tr th { text-align: center; vertical-align: middle; padding: 6px; } .headtable th{ background-color: #F4F4F4; color: #002d62; font-weight: bold; text-align: center; vertical-align: middle; padding: 12px; border-right: 1px solid #ccc; } .headtable td { text-align: center; vertical-align: middle; background-color: white; border-top: 1px solid #ccc; border-right: 1px solid #ccc; } .headtable th:last-child, .headtable td:last-child { border-right: none; } .headtable tr:last-child td { border-bottom: none; } .rounded-table-wrapper { border-radius: 12px; border: 1px solid #ccc; overflow: hidden; } Required Languages Language Reading Writing Listening Speaking English UN Level II UN Level II UN Level II UN Level II Desirable Languages Language Reading Writing Listening Speaking French UN Level II UN Level II UN Level II UN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereofare subject to the availability of the post or funds, budgetary approval or extension of the mandate. National Professional Officer category shall be of the nationality of the country where this position is located (Ethiopia) and will be recruited in the country or within commuting distance of the office.
If no suitable local candidate is identified, Ethiopian nationals residing elsewhere may be considered, in which case the candidate would be responsible for any costs related to traveling and relocating to Ethiopia in the event of an employment offer. This position is subject to local recruitment pursuant to staff rule 4.4 of the United Nations Staff Rules.
Applicants for positions in the General Service and related categories must be authorized to work for the United Nations in the duty station where the position is located. Eligible applicants selected from outside the duty station are responsible for any expenses in connection with their relocation to the duty station. Staff members subject to local recruitment are not eligible for allowances or benefits exclusively applicable to international recruitment.
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. 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 and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. Retirees above the mandatory age of separation who wish to be considered for the current job opening must indicate the reason for their last separation as "retirement."
Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a costeffective and operationally sound solution to meet the needs of the service.
All applicants are strongly encouraged to apply online as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. Online applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgment within 24 hours of submission, your application may not have been received. If the problem persists, please seek technical assistance through the Inspira "Contact Us" link.
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. 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.
No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.
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Org. Setting and Reporting ECA's mission is to deliver ideas and actions for an empowered and transformed Africa; informed by the 2030 SDGs and Agenda 2063. The mission is guided by ECA's five new strategic directions which are: advancing ECA's position as a premier knowledge institution that builds on its unique position and privilege to bring global solutions to the continent's problems and take local solutions to the continent; developing macroeconomic and structural policy options to accelerate economic diversification and job creation; designing and implementing innovative financing models for infrastructure, and for human, physical and social assets for a transforming Africa; contributing solutions to regional and transboundary challenges, with a focus on peace security and social inclusion as an important development nexus; advocating Africa's position at the global level and developing regional responses as a contribution to global governance issues. This position is in the Strategy & Information Management Unit (SIMU), Human Resources Management Section (HRMS), Administration and Conference Management Division (ACMD), United Nations Economic Commission for Africa (ECA). The Human Resources Officer works under the direct supervision of the Chief of Strategy & Information Management Unit and under the overall guidance of the Chief Human Resources Officer. Responsibilities Within delegated authority, the Human Resources Officer will be responsible for the following duties: 1. Management of HR Data and Systems. Ensures the integrity, accuracy and consistency of human resources data and systems by: a) Maintaining and regularly updating organizational structure and staffing tables in Umoja and related HR systems; b) Reconciling post management and staffing data in Umoja in coordination with the Budget Unit and other relevant stakeholders; c) Reviewing, validating and processing job requisitions and staffing-related transactions within established timelines; d) Monitoring data quality, identifying discrepancies and initiating corrective actions in coordination with relevant units; e) Ensuring alignment and consistency across HR data sources, including corporate dashboards and reporting platforms. 2. HR Reporting, Analytics and Information Management. Produces and enhances HR reporting and analytics to support decision-making by: a) Preparing, validating and disseminating periodic and ad hoc HR reports in line with established schedules and standards; b) Developing and maintaining dashboards and data visualization tools using Power BI and other reporting tools; c) Analyzing HR data to identify trends, risks and workforce insights, and translating findings into actionable recommendations; d) Managing and optimizing information flows, data repositories and reporting frameworks to ensure accessibility and usability of HR information; e) Continuously improving reporting methodologies and tools to enhance clarity, accessibility and strategic value. 3. Support to HR Strategy, Systems and Process Optimization Supports the implementation and monitoring of HR strategy and information management initiatives by: a) Contributing to the design, development and implementation of HR data solutions, tools and automated workflows; b) Applying structured project management approaches to track progress and deliverables of HR initiatives; c) Collaborating with HR units and stakeholders to streamline processes and improve efficiency through system enhancements and automation; d) Supporting change management efforts related to HR systems, digital tools and reporting frameworks; e) Monitoring progress of initiatives and reporting on milestones, risks and outcomes. 4. Coordination, Compliance and Operational Support to HR Processes. Supports the effective implementation and oversight of HR processes and related operational functions by: a) Coordinating with stakeholders to ensure compliance with HR policies, procedures and data governance standards; b) Monitoring HR workflows, including documentation and records management processes, to ensure timely and accurate execution; c) Identifying process gaps, risks and inefficiencies, and recommending improvements; d) Supporting audit processes and responding to data and documentation-related queries from oversight bodies; e) Contributing to the standardization and documentation of HR processes and practices. f) managing the work of the Umoja Operational Support Desk (OSD) for HRMS. 5. Advisory, Coordination and Cross-functional Support . Provides advisory and coordination support across functional areas by: a) Serving as a focal point for HR data, systems and information management-related queries from clients and stakeholders; b) Providing guidance on data management practices, reporting tools, system functionalities and information handling; c) Supporting internal communication and dissemination of HR-related information, reports and updates; d) Supporting coordination and continuity of unit activities, including representing the unit in meetings as required; e) Assisting in the preparation of briefing materials, presentations and documentation; f) Collaborate with ODU in the design and deployment of training solutions relation to IM, data, HR applications that are developed both internally and externally. g) Performing other related duties as required Competencies Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. Able to analyze and interpret data in support of decision-making and convey resulting information to management. Planning and organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required. Allocates appropriate amount of time and resources for completing work. Foresees risks and allows for contingencies when planning. Monitors and adjusts plans and actions as necessary. Uses time efficiently. Technological awareness: Keeps abreast of available technology. Understands applicability and limitations of technology to the work of the office. Actively seeks to apply technology to appropriate tasks. Shows willingness to learn new technology. Education Advanced university degree (Master’s or equivalent) in Human Resources Management, Business administration, Information Mgmt, Data analytics, Statistics 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. Job - Specific Qualification Not available. Work Experience A minimum of five years of progressively responsible experience in human resources management, administration or related area is required. Experience in the use of enterprise resource planning systems, recruitment platforms and data visualization tools is required. 2 years or more of experience in data analytics or related area is desirable. Experience in process improvement, data governance or automation of workflows is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. French is desirable. The table below shows the minimum required level for each skill in these languages, according to the UN Language Framework (please consult https://languages.un.org for details). .headtable { font-family: arial, sans-serif; border-collapse: collapse; width: 100%; border: 1px solid gray; border-radius: 10px; overflow: hidden; } .headTitle { font-family: Arial, Helvetica, sans-serif; font-size: 16px; font-weight: bold; /*color: rgb(65, 98, 145);*/ color:black; } .headtable tr td, .headtable tr th { text-align: center; vertical-align: middle; padding: 6px; } .headtable th{ background-color: #F4F4F4; color: #002d62; font-weight: bold; text-align: center; vertical-align: middle; padding: 12px; border-right: 1px solid #ccc; } .headtable td { text-align: center; vertical-align: middle; background-color: white; border-top: 1px solid #ccc; border-right: 1px solid #ccc; } .headtable th:last-child, .headtable td:last-child { border-right: none; } .headtable tr:last-child td { border-bottom: none; } .rounded-table-wrapper { border-radius: 12px; border: 1px solid #ccc; overflow: hidden; } Required Languages Language Reading Writing Listening Speaking English UN Level II UN Level II UN Level II UN Level II Desirable Languages Language Reading Writing Listening Speaking French UN Level II UN Level II UN Level II UN Level II Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special Notice Appointment or assignment against this position is for an initial period of one year. The appointment or assignment and renewal thereofare subject to the availability of the post or funds, budgetary approval or extension of the mandate. National Professional Officer category shall be of the nationality of the country where this position is located (Ethiopia) and will be recruited in the country or within commuting distance of the office. If no suitable local candidate is identified, Ethiopian nationals residing elsewhere may be considered, in which case the candidate would be responsible for any costs related to traveling and relocating to Ethiopia in the event of an employment offer. This position is subject to local recruitment pursuant to staff rule 4.4 of the United Nations Staff Rules. Applicants for positions in the General Service and related categories must be authorized to work for the United Nations in the duty station where the position is located. Eligible applicants selected from outside the duty station are responsible for any expenses in connection with their relocation to the duty station. Staff members subject to local recruitment are not eligible for allowances or benefits exclusively applicable to international recruitment. 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. 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 and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. Retirees above the mandatory age of separation who wish to be considered for the current job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a costeffective and operationally sound solution to meet the needs of the service. All applicants are strongly encouraged to apply online as soon as possible after the job opening has been posted and well before the deadline stated in the job opening. Online applications will be acknowledged where an email address has been provided. If you do not receive an e-mail acknowledgment within 24 hours of submission, your application may not have been received. If the problem persists, please seek technical assistance through the Inspira "Contact Us" link. 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. 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. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.