Org. Setting and Reporting The position is located within the United Nations Support Office in Haiti (UNSOH). Pursuant to Security Council resolution 2793 (2025), UNSOH has been mandated to provide support; primarily to the Gang Suppression Force (GSF), the United Nations Integrated Office in Haiti (BINUH), the Haitian National Police (HNP), and the Haitian Armed Forces in the context of any joint operations with the GSF.
Additionally, UNSOH is tasked with delivering technical assistance to the Organization of American States (OAS). This position is located in the Human Resources Section in Port-au-Prince. Port-au-Prince is classified in the "E" category and as a non-family duty station. The incumbent will report to the Chief Human Resources Officer P-5.
Responsibilities Within delegated authority, the Human Resources Officer will be responsible for the following duties: Recruitment and Staff Selection: • Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing, and screening of candidates. • Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents.
• Conducts preliminary review, prepares, and submits recruitment cases to Field Central Review Bodies (FCRB). • Arranges and conducts interviews for selection of candidates. • Reviews recommendation on the selection of candidate by client offices. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection.
• Administer the recruitment of affiliate personnel such as Consultants, international Individual Contractors, Gratis personnel Staffing Table Management/Post Management: • Updates staffing table on regular basis ensuring all staffing changes are properly and accurately processed in Umoja system. • Coordinates with Budget and Finance Section in preparation of the staffing component of mission's annual budget.
• Initiates, prepares, and processes posts and staff movement forms to reflect actual assignments of staff and in compliance with approved reassignment and deployment of workforce. • Reconciles staffing discrepancies and returned borrowed posts in coordination with hiring sections. • Certified requests for extension of appointment against approved and budgeted international and national posts. • Liaises with counterparts in UNHQ on post management and staffing issues including extension of posts in UMOJA.
• Provide responses to legislative bodies (ACABQ and Fifth Committee) on HR related questions during budget deliberation. • Liaises with counterparts at UNHQ in reconciling the staffing levels in line with Allotment Advice and approved budget document from General Assembly. • Prepares and submits classification documents when staffing changes are proposed in the budget (established, reclassified, redeployed, reassigned, converted).
HR Audit: • Provides HR related documents to Board of Auditors and Resident Auditors during audit exercise. •Prepare responses to recommendations issued by Board of Auditors and Resident Auditors. •Work closely with Risk Management and Compliance Unit and provide responses to all Audit queries related to Human Resources.
Performance Management: • Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans.
• Liaises with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Monitors the compliance of Performance Management System and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member.
• Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan to improve performance.
Administration of Entitlements and Benefits: - Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements. - Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolutions - Reviews and recommends level of remuneration for consultants. - Represents the office in joint bodies and working groups relating to salaries and other conditions of service. - Participates in the process of knowledge/awareness building amongst manager and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict implementation authority. - Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.Reporting and Data Management: •Prepares a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC/PCC contributing countries, long-term vacant posts, deployment schedule, recruitment, and workforce planning, etc.
•Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission. •Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment.
•Prepare and submit information on monthly staffing complements •Implement and established a mechanism for recording and tracking recruitment cases •Serves as focal point for coordination and deployment of new HR Recruitment Innovation systems/applications involving extensive liaison with technical support teams •Maintain and report on a month basis long-term vacancy reports and updates to Pillar Heads. •Draft reports and presentations for staff and senior management.
Administration of Justice •Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system •Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. •Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management.
Other: - Under the supervision of the CHRO, contributes to the monitoring and evaluation of the implementation of delegated authorities, Service Level Agreements, HR indicators, and the Senor Manager's Compact. - Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. - Conducts research on precedents, policy rulings and procedures. - Maintain human resources information systems, including constant update and generation of information and reports for use by management. - Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management. - Performs other duties as required.
Competencies PROFESSIONALISM: 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. 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.
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.
Education High-school or equivalent diploma is required. The minimum year of qualifying experience can be reduced to 5 for candidates who possess a first level university degree. Job - Specific Qualification Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is desirable.
Work Experience At least ten (10) years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree. At least five (5) years of experience working as a Recruiter in talent management platform is required.
At least five (5) years of hands-on experience with the recruitment and onboarding of Affiliated Personnel such as International ICs, Consultants, Individual Uniformed Personnel and Gratis Personnel is required. Experience in the management of HR Budget, Staffing table/post management and Audit is required. Experience in supporting staffing review, redeployment or nationalization of positions and downsizing is required. Experience in the Administration of Justice is desirable.
Experience with supervising a team is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required.
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 III UN Level III UN Level III UN Level III Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by interview.
Special Notice This "Recruit from Roster" job opening is only open to roster applicants who are already placed on pre-approved rosters, following a review by a United Nations Central Review Body. Only roster applicants who were placed on rosters with similar functions at the same level are considered to be eligible candidates. Eligible applicants receive an email inviting them to apply.
Rostered applicants are encouraged to apply only if they are interested and available to take up the position at the duty station/s specified in the Job Opening. Applying to this job opening carries an expectation to accept the offer, if selected.
Please note that pursuant to the Staff selection system policy (ST/AI/2025/2): (1) Applicants for positions in the Field Service category cannot be of the nationality of the country where the position is located, and (2) Applicants for positions in the Professional and higher categories in a mission, field operation, or resident coordinator’s office cannot be of the nationality of the country where the position is located.
For currently serving staff of a United Nations Common System organization, only the UN-recognized nationality will be considered for the purposes of these restrictions. 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.
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. 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 The position is located within the United Nations Support Office in Haiti (UNSOH). Pursuant to Security Council resolution 2793 (2025), UNSOH has been mandated to provide support; primarily to the Gang Suppression Force (GSF), the United Nations Integrated Office in Haiti (BINUH), the Haitian National Police (HNP), and the Haitian Armed Forces in the context of any joint operations with the GSF. Additionally, UNSOH is tasked with delivering technical assistance to the Organization of American States (OAS). This position is located in the Human Resources Section in Port-au-Prince. Port-au-Prince is classified in the "E" category and as a non-family duty station. The incumbent will report to the Chief Human Resources Officer P-5. Responsibilities Within delegated authority, the Human Resources Officer will be responsible for the following duties: Recruitment and Staff Selection: • Manages recruitment processes including coordinating with client offices in forecasting and identifying vacancies, preparing job openings, reviewing, and screening of candidates. • Reviews job openings in consultation with hiring managers, ensuring that the evaluation criteria and responsibilities are in line with the approved or classified documents. • Conducts preliminary review, prepares, and submits recruitment cases to Field Central Review Bodies (FCRB). • Arranges and conducts interviews for selection of candidates. • Reviews recommendation on the selection of candidate by client offices. • Participates in task forces and working groups identifying issues/problems, formulating policies and guidelines, and establishing new procedures on recruitment and staff selection. • Administer the recruitment of affiliate personnel such as Consultants, international Individual Contractors, Gratis personnel Staffing Table Management/Post Management: • Updates staffing table on regular basis ensuring all staffing changes are properly and accurately processed in Umoja system. • Coordinates with Budget and Finance Section in preparation of the staffing component of mission's annual budget. • Initiates, prepares, and processes posts and staff movement forms to reflect actual assignments of staff and in compliance with approved reassignment and deployment of workforce. • Reconciles staffing discrepancies and returned borrowed posts in coordination with hiring sections. • Certified requests for extension of appointment against approved and budgeted international and national posts. • Liaises with counterparts in UNHQ on post management and staffing issues including extension of posts in UMOJA. • Provide responses to legislative bodies (ACABQ and Fifth Committee) on HR related questions during budget deliberation. • Liaises with counterparts at UNHQ in reconciling the staffing levels in line with Allotment Advice and approved budget document from General Assembly. • Prepares and submits classification documents when staffing changes are proposed in the budget (established, reclassified, redeployed, reassigned, converted). HR Audit: • Provides HR related documents to Board of Auditors and Resident Auditors during audit exercise. •Prepare responses to recommendations issued by Board of Auditors and Resident Auditors. •Work closely with Risk Management and Compliance Unit and provide responses to all Audit queries related to Human Resources. Performance Management: • Supports the supervisor in the implementation of the performance appraisal system and monitors its compliance with the proper implementation of the performance management system, providing guidance and substantive support to mission components on standards for the development of service, section, unit and individual work plans. • Liaises with the Integrated Mission Training Center to organize training/orientation programmes in performance management and supervisory skills as well as work plans. • Monitors the compliance of Performance Management System and provides input to the establishment of a Management Review Committee, Joint Monitoring Committee as well as Rebuttal Panel and acts as their facilitator and ex-officio member. • Counsels staff and managers in cases of underperformance and facilitates the implementation of a Performance Improvement Plan to improve performance. Administration of Entitlements and Benefits: - Advises the CHRO on the development, modification and implementation of United Nations policies and practices on entitlements. - Receives and reviews grievances and complaints related to entitlements and benefits, assessing and evaluating merit of each case and makes recommendation for resolutions - Reviews and recommends level of remuneration for consultants. - Represents the office in joint bodies and working groups relating to salaries and other conditions of service. - Participates in the process of knowledge/awareness building amongst manager and staff members with regard to the staff rules and regulations, and related guidelines in the administration of entitlements and their strict implementation authority. - Monitors and evaluates the effectiveness of related guidelines, HR rules, regulations practices and procedures, and recommends revisions where necessary.Reporting and Data Management: •Prepares a wide range of HR related business intelligence reports and statistical reports, such as but not limited to gender and geographic distributions, TCC/PCC contributing countries, long-term vacant posts, deployment schedule, recruitment, and workforce planning, etc. •Propose and develop reporting templates based on new or ad hoc information requirements for HRS and the Mission. •Prepare the monthly vacancy planning assumptions based on recruitment status reports enabling management to undertake data decisions and set strategic priorities pertaining recruitment. •Prepare and submit information on monthly staffing complements •Implement and established a mechanism for recording and tracking recruitment cases •Serves as focal point for coordination and deployment of new HR Recruitment Innovation systems/applications involving extensive liaison with technical support teams •Maintain and report on a month basis long-term vacancy reports and updates to Pillar Heads. •Draft reports and presentations for staff and senior management. Administration of Justice •Researches and compiles the mission’s responses to formal and informal requests coming from different entities under the Administration of Justice (AoJ) system •Contributes to the efforts and measures aimed at addressing and mitigating staff grievances with the purpose of resolving them at the lowest practical level. •Contributes to the development of preventive activities such as training and sharing best practices and recent jurisprudence related to human resources management. Other: - Under the supervision of the CHRO, contributes to the monitoring and evaluation of the implementation of delegated authorities, Service Level Agreements, HR indicators, and the Senor Manager's Compact. - Assist with the development of a communication strategy with a dedicated intranet page on HR issues and regular formal and informal meetings. - Conducts research on precedents, policy rulings and procedures. - Maintain human resources information systems, including constant update and generation of information and reports for use by management. - Assists in preparing policy papers, position papers and briefing notes on issues related to human resources management. - Performs other duties as required. Competencies PROFESSIONALISM: 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. 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. 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. Education High-school or equivalent diploma is required. The minimum year of qualifying experience can be reduced to 5 for candidates who possess a first level university degree. Job - Specific Qualification Technical or Vocational Certificate and/or training in human resources management, business or public administration, social sciences, education or related field experience is desirable. Work Experience At least ten (10) years of progressively responsible experience in human resources management, administration or related area is required. The minimum years of relevant experience is reduced to 5 years for candidates who possess a first level university degree. At least five (5) years of experience working as a Recruiter in talent management platform is required. At least five (5) years of hands-on experience with the recruitment and onboarding of Affiliated Personnel such as International ICs, Consultants, Individual Uniformed Personnel and Gratis Personnel is required. Experience in the management of HR Budget, Staffing table/post management and Audit is required. Experience in supporting staffing review, redeployment or nationalization of positions and downsizing is required. Experience in the Administration of Justice is desirable. Experience with supervising a team is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. 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 III UN Level III UN Level III UN Level III Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by interview. Special Notice This "Recruit from Roster" job opening is only open to roster applicants who are already placed on pre-approved rosters, following a review by a United Nations Central Review Body. Only roster applicants who were placed on rosters with similar functions at the same level are considered to be eligible candidates. Eligible applicants receive an email inviting them to apply. Rostered applicants are encouraged to apply only if they are interested and available to take up the position at the duty station/s specified in the Job Opening. Applying to this job opening carries an expectation to accept the offer, if selected. Please note that pursuant to the Staff selection system policy (ST/AI/2025/2): (1) Applicants for positions in the Field Service category cannot be of the nationality of the country where the position is located, and (2) Applicants for positions in the Professional and higher categories in a mission, field operation, or resident coordinator’s office cannot be of the nationality of the country where the position is located. For currently serving staff of a United Nations Common System organization, only the UN-recognized nationality will be considered for the purposes of these restrictions. 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. 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. 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.