Org. Setting and Reporting This position is located in the Strategic Prioritization and Practices Branch (SPPB), Humanitarian Sector Division, Office for the Coordination of Humanitarian Affairs (OCHA), in Geneva. 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 efforts.
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. This temporary job opening is being advertised for the position of Chief of Strategic Prioritization and Practices Branch in Geneva.
With delegated authority of the Humanitarian Sector Division Director, the Chief of Branch will be responsible for leading the reform of the humanitarian programme cycle and strengthening and streamlining humanitarian coordination in line with the Humanitarian Reset; the training of OCHA and IASC personnel; the documentation and sharing of best practice; shepherding interagency negotiations; spearheading cash coordination; enhancing humanitarian-development collaboration; and the provision of technical support to Humanitarian Coordinators, Humanitarian Country Teams and OCHA Country/Regional Offices.
The Branch is responsible for the production of the Global Humanitarian Overview. The Chief of Branch will also oversee support from her/his teams to effectively contribute to the implementation of OCHA's Strategic Plan. The incumbent of this post reports to Director, Humanitarian Sector Division.
Responsibilities With delegated authority, the Chief of Branch will be responsible for the following duties: MANAGEMENT/REPRESENTATION: - Streamlines the functions of the Branch to ensure cohesion and 'fit-for-purpose' structures designed to effectively implement its responsibilities under the OCHA Strategic Plan and the Humanitarian Reset. - Drives change management to implement the reform of the humanitarian programme cycle and transform humanitarian coordination in line with the Humanitarian Reset’s four ‘D’s – Define, Devolve, Deliver, Defend. - Promotes localization of humanitarian action and coordination, accountability to affected people (AAP), gender, age and disability-sensitivity, and cross-cultural responsiveness. - Fosters and strengthens collaboration and consultation with all functions of OCHA HQ and Country and Regional Offices. - Provides strategic vision and leadership on each area of the humanitarian programme cycle: coordinated needs assessment, analysis and prioritization; joint strategic response planning; resource mobilization and joint response monitoring. - Guides and coordinates the establishment of a work plan for the Branch, the determination of priorities, and the allocation of resources to ensure timely delivery of agreed outputs. - Ensures regular and effective supervision of staff, particularly by leading, managing, developing and training staff. - Fosters teamwork and communication among staff, and strengthens the linkages between staff in country operations, regional offices and headquarters offices. - Undertakes or oversees the programmatic and administrative tasks necessary for the functioning of the Branch, including preparation of budgets, reporting on budget and programme performance, evaluation of staff performance, interviews of candidates for job openings, and evaluation of candidates. - Promotes OCHA's mandate, objectives and tools in terms of the humanitarian progamme cycle and humanitarian coordination through contacts with governments, diplomatic missions, UN entities, non-governmental organizations and the media. - Represents OCHA in the IASC in all matters related to the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration); and coordinates the development of relevant IASC policies and tools. - Leads efforts to raise awareness of the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration) and efforts to strengthen and reform these among Member States, Regional Organisations and other stakeholders. - Ensures close and regular engagement with the Development Coordination Office in support of humanitarian-development collaboration and guidance as well as leading OCHA's secretariat support to the Joint Steering Committee and OCHA’s work on transition.
GUIDANCE AND COUNTRY SUPPORT: - Leads the development and maintenance of normative guidance, procedures and tools that enable Resident/Humanitarian Coordinators and Humanitarian Country teams, with the support of OCHA Country/Regional Offices, to effectively manage all aspects of the humanitarian programme cycle and the coordination architecture in-country, including relationships with development partners, to drive forward the Humanitarian Reset. - Facilitates the documentation and dissemination of best practice and drives innovation and reform around the humanitarian programme cycle and the coordination architecture, ensuring processes and tools evolve and are adaptable to different contexts, in line with the Humanitarian Reset, including with respect to localization and AAP. - Oversees and ensures coherence of efforts to strengthen the role of humanitarian coordination mechanisms in guiding humanitarian action.
CAPACITY BUILDING AND TRAINING: - Works with the Crisis Response Division and OCHA Heads of Country/Regional Offices to identify and fill technical support requirements through coordinated missions. - Oversees the development and implementation of a plan for providing comprehensive training to OCHA headquarters and country/regional presences on the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration) and using online tools and platforms to support planning and response monitoring. - Supports and complements on-going efforts by OCHA Country/Regional Offices, Resident/Humanitarian Coordinator Offices and IASC subsidiary bodies' to reach out to, partner with and build capacities within Governments, national entities, regional organisations and other stakeholders on humanitarian programme cycle components and humanitarian coordination in crisis-prone areas.
CONTRIBUTION TO CORPORATE LEADERSHIP: - Contributes, as a member of OCHA's General Management Team (GMT), OCHA Management Committee and other bodies, to policy development at corporate level that enhances OCHA's overall effectiveness. - In support of the Director, Humanitarian Sector Division, OCHA Geneva, advises the ERC and other Senior Leadership Group members all issues of policy and practice related to the humanitarian programme cycle, humanitarian coordination (including cash coordination and humanitarian-development collaboration) and accountability to affected people. - Provides leadership and oversight to ensure Strategic Prioritization and Practices Branch adherence to relevant areas of OCHA's Strategic Plan and its results framework.
Competencies PROFESSIONALISM: In-depth knowledge of international humanitarian emergency response, the humanitarian programme cycle and humanitarian coordination. Ability to apply UN rules, regulations, policies and guidelines in work situations.
Considers affected people, communities, local and national civil society, national governments, UN agencies and INGOs as partners; identifies partners from the bottom up, starting with affected communities and local actors and prioritizing localization through shared leadership, resources and decision-making; recognizes and addresses power imbalances; defines needs and solutions jointly with partners, guided by humanity, impartiality, neutrality, independence and do no harm; upholds accountability through feedback mechanisms, PSEAH and transparency; builds trust through consistency and follow-through; anticipates risks with partners; keeps partners informed of progress or setbacks; delivers timely, quality support.
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.
CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; works with others to develop new ideas; takes calculated risks on new and unusual ideas; thinks "outside the box"; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.
CLIENT ORIENTATION: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; works collaboratively with others to achieve organizational goals and meet clients' needs; 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.
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 decisions.
Provides leadership and takes responsibility for incorporating gender and diverse 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.
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.
Education An advanced university degree (Master's degree or equivalent) in international relations, business or public administration, finance, accounting, law, social sciences or related field is required. A first-level university degree in combination with an additional two (2) years of qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific Qualification Not available.
Work Experience A minimum of fifteen (15) years of progressively responsible experience in humanitarian assistance, disaster or crisis management or related fields is required. Senior management experience in leading and coordinating humanitarian relief operations in complex emergencies or natural disaster situations is required.
At least four (4) years within the last ten (10) years of field experience (actual setting where a mission or project is being implemented) in aid operations (complex emergency or natural disaster) is desirable. Experience in leading implementation of the humanitarian programme cycle is desirable. Five (5) years of experience in interagency humanitarian coordination is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required.
Either Arabic or Chinese (Mandarin) or French or Russian or Spanish 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 III UN Level III UN Level III UN Level III Desirable Languages Language Reading Writing Listening Speaking Arabic UN Level I UN Level I UN Level I UN Level I Chinese (Mandarin) UN Level I UN Level I UN Level I UN Level I French UN Level I UN Level I UN Level I UN Level I Russian UN Level I UN Level I UN Level I UN Level I Spanish UN Level I UN Level I UN Level I UN Level I Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.
Special Notice This position is temporarily available until 14 July 2027. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post.
Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15.
Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.
Retirees above the mandatory age of separation who wish to be considered for the current temporary 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 cost-effective and operationally sound solution to meet the needs of the service.
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 This position is located in the Strategic Prioritization and Practices Branch (SPPB), Humanitarian Sector Division, Office for the Coordination of Humanitarian Affairs (OCHA), in Geneva. 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 efforts. 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. This temporary job opening is being advertised for the position of Chief of Strategic Prioritization and Practices Branch in Geneva. With delegated authority of the Humanitarian Sector Division Director, the Chief of Branch will be responsible for leading the reform of the humanitarian programme cycle and strengthening and streamlining humanitarian coordination in line with the Humanitarian Reset; the training of OCHA and IASC personnel; the documentation and sharing of best practice; shepherding interagency negotiations; spearheading cash coordination; enhancing humanitarian-development collaboration; and the provision of technical support to Humanitarian Coordinators, Humanitarian Country Teams and OCHA Country/Regional Offices. The Branch is responsible for the production of the Global Humanitarian Overview. The Chief of Branch will also oversee support from her/his teams to effectively contribute to the implementation of OCHA's Strategic Plan. The incumbent of this post reports to Director, Humanitarian Sector Division. Responsibilities With delegated authority, the Chief of Branch will be responsible for the following duties: MANAGEMENT/REPRESENTATION: - Streamlines the functions of the Branch to ensure cohesion and 'fit-for-purpose' structures designed to effectively implement its responsibilities under the OCHA Strategic Plan and the Humanitarian Reset. - Drives change management to implement the reform of the humanitarian programme cycle and transform humanitarian coordination in line with the Humanitarian Reset’s four ‘D’s – Define, Devolve, Deliver, Defend. - Promotes localization of humanitarian action and coordination, accountability to affected people (AAP), gender, age and disability-sensitivity, and cross-cultural responsiveness. - Fosters and strengthens collaboration and consultation with all functions of OCHA HQ and Country and Regional Offices. - Provides strategic vision and leadership on each area of the humanitarian programme cycle: coordinated needs assessment, analysis and prioritization; joint strategic response planning; resource mobilization and joint response monitoring. - Guides and coordinates the establishment of a work plan for the Branch, the determination of priorities, and the allocation of resources to ensure timely delivery of agreed outputs. - Ensures regular and effective supervision of staff, particularly by leading, managing, developing and training staff. - Fosters teamwork and communication among staff, and strengthens the linkages between staff in country operations, regional offices and headquarters offices. - Undertakes or oversees the programmatic and administrative tasks necessary for the functioning of the Branch, including preparation of budgets, reporting on budget and programme performance, evaluation of staff performance, interviews of candidates for job openings, and evaluation of candidates. - Promotes OCHA's mandate, objectives and tools in terms of the humanitarian progamme cycle and humanitarian coordination through contacts with governments, diplomatic missions, UN entities, non-governmental organizations and the media. - Represents OCHA in the IASC in all matters related to the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration); and coordinates the development of relevant IASC policies and tools. - Leads efforts to raise awareness of the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration) and efforts to strengthen and reform these among Member States, Regional Organisations and other stakeholders. - Ensures close and regular engagement with the Development Coordination Office in support of humanitarian-development collaboration and guidance as well as leading OCHA's secretariat support to the Joint Steering Committee and OCHA’s work on transition. GUIDANCE AND COUNTRY SUPPORT: - Leads the development and maintenance of normative guidance, procedures and tools that enable Resident/Humanitarian Coordinators and Humanitarian Country teams, with the support of OCHA Country/Regional Offices, to effectively manage all aspects of the humanitarian programme cycle and the coordination architecture in-country, including relationships with development partners, to drive forward the Humanitarian Reset. - Facilitates the documentation and dissemination of best practice and drives innovation and reform around the humanitarian programme cycle and the coordination architecture, ensuring processes and tools evolve and are adaptable to different contexts, in line with the Humanitarian Reset, including with respect to localization and AAP. - Oversees and ensures coherence of efforts to strengthen the role of humanitarian coordination mechanisms in guiding humanitarian action. CAPACITY BUILDING AND TRAINING: - Works with the Crisis Response Division and OCHA Heads of Country/Regional Offices to identify and fill technical support requirements through coordinated missions. - Oversees the development and implementation of a plan for providing comprehensive training to OCHA headquarters and country/regional presences on the humanitarian programme cycle and humanitarian coordination (including cash coordination and humanitarian-development collaboration) and using online tools and platforms to support planning and response monitoring. - Supports and complements on-going efforts by OCHA Country/Regional Offices, Resident/Humanitarian Coordinator Offices and IASC subsidiary bodies' to reach out to, partner with and build capacities within Governments, national entities, regional organisations and other stakeholders on humanitarian programme cycle components and humanitarian coordination in crisis-prone areas. CONTRIBUTION TO CORPORATE LEADERSHIP: - Contributes, as a member of OCHA's General Management Team (GMT), OCHA Management Committee and other bodies, to policy development at corporate level that enhances OCHA's overall effectiveness. - In support of the Director, Humanitarian Sector Division, OCHA Geneva, advises the ERC and other Senior Leadership Group members all issues of policy and practice related to the humanitarian programme cycle, humanitarian coordination (including cash coordination and humanitarian-development collaboration) and accountability to affected people. - Provides leadership and oversight to ensure Strategic Prioritization and Practices Branch adherence to relevant areas of OCHA's Strategic Plan and its results framework. Competencies PROFESSIONALISM: In-depth knowledge of international humanitarian emergency response, the humanitarian programme cycle and humanitarian coordination. Ability to apply UN rules, regulations, policies and guidelines in work situations. Considers affected people, communities, local and national civil society, national governments, UN agencies and INGOs as partners; identifies partners from the bottom up, starting with affected communities and local actors and prioritizing localization through shared leadership, resources and decision-making; recognizes and addresses power imbalances; defines needs and solutions jointly with partners, guided by humanity, impartiality, neutrality, independence and do no harm; upholds accountability through feedback mechanisms, PSEAH and transparency; builds trust through consistency and follow-through; anticipates risks with partners; keeps partners informed of progress or setbacks; delivers timely, quality support. 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. CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; works with others to develop new ideas; takes calculated risks on new and unusual ideas; thinks "outside the box"; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches. CLIENT ORIENTATION: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; works collaboratively with others to achieve organizational goals and meet clients' needs; 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. 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 decisions. Provides leadership and takes responsibility for incorporating gender and diverse 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. 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. Education An advanced university degree (Master's degree or equivalent) in international relations, business or public administration, finance, accounting, law, social sciences or related field is required. A first-level university degree in combination with an additional two (2) years of qualifying experience may be accepted in lieu of the advanced university degree. Job - Specific Qualification Not available. Work Experience A minimum of fifteen (15) years of progressively responsible experience in humanitarian assistance, disaster or crisis management or related fields is required. Senior management experience in leading and coordinating humanitarian relief operations in complex emergencies or natural disaster situations is required. At least four (4) years within the last ten (10) years of field experience (actual setting where a mission or project is being implemented) in aid operations (complex emergency or natural disaster) is desirable. Experience in leading implementation of the humanitarian programme cycle is desirable. Five (5) years of experience in interagency humanitarian coordination is desirable. Languages English and French are the working languages of the United Nations Secretariat. For this job opening, English is required. Either Arabic or Chinese (Mandarin) or French or Russian or Spanish 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 III UN Level III UN Level III UN Level III Desirable Languages Language Reading Writing Listening Speaking Arabic UN Level I UN Level I UN Level I UN Level I Chinese (Mandarin) UN Level I UN Level I UN Level I UN Level I French UN Level I UN Level I UN Level I UN Level I Russian UN Level I UN Level I UN Level I UN Level I Spanish UN Level I UN Level I UN Level I UN Level I Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview. Special Notice This position is temporarily available until 14 July 2027. If the selected candidate is a staff member from the United Nations Secretariat, the selection will be administered as a temporary assignment. While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. Subject to the funding source of the position, the eligibility for this temporary job opening may be limited to candidates based at the duty station. This temporary job opening may be limited to “internal candidates,” who have been recruited through a competitive examination administered according to staff rule 4.16 or staff selection process including the review of a central review body established according to staff rule 4.15. Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. Retirees above the mandatory age of separation who wish to be considered for the current temporary 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 cost-effective and operationally sound solution to meet the needs of the service. 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.