Org. Setting and Reporting
This position is located in the Organizational Development Section (ODS), Strategic Talent Management Service (STMS), Global Strategy and Policy Division (GSPD), Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent reports directly to the Chief, ODS, and works collaboratively with the Anti-Racism Office (ARO) in the Office of the Under-Secretary-General for Management Strategy, Policy and Compliance. The Secretary-General is committed to zero tolerance and organizational action to address racism and racial discrimination and the equal treatment and full inclusion of all United Nations personnel in the work of the Organization. He has therefore launched a Strategic Action Plan on Addressing Racism and Promoting Dignity for All in the United Nations Secretariat (hereafter the "strategic action plan") to tackle this abhorrent behaviour. ODS is responsible for designing approaches to build a working environment that embraces the widest possible spectrum of diversity and provides an enabling and gender-sensitive workplace. It also builds a culture of engagement, leadership, accountability and result-orientation, based on the organizational values and competencies. With this organization-wide mandate, ODS plays a key role in implementing a wide-breadth of strategic action plan recommendations proposed to shift the culture, policies, accountability mechanism, and practices of the UN Secretariat to address racism and racial discrimination and augment racial diversity and inclusion.
Responsibilities
Within limits of delegated authority, the Human Resources Officer (Anti-Racism) will be responsible for the following duties: Learning and Development • Leads the development of anti-racism learning content and comprehensive training frameworks for UN Secretariat personnel, leadership, managers, staff counselors/ support, and newly hired personnel. • Consults and partners cross-functionally with the ARO, the Capacity Development and Operational Training Service (CDOTS) in the Department of Operational Support (DOS), key partners in entities, and other collaborators to facilitate research-based learning curriculums to build knowledge and address personal, interpersonal, structural and institutional racism in the Organization's workplaces. • Coordinates & liaises with relevant learning and development counterparts to co-produce anti-racism learning & training curricula and tools that are relevant to UN Secretariat personnel. • Supervises the work of instructional designers conducting needs assessment, developing programmes & courses, storyboards, etc.; and subject matter experts reviewing overall learning requirements, mapping contents, identifying synergies, etc. Entity-level capacity building • Works with entity-level Anti-Racism Advocates to develop region-specific and support regional localization of tailored training programmes. • Provides advice and guidance to entities and managers, including within the tiered system of human resources support, on implementation of strategies and policies in the areas of anti-racism. Policy review • Contributes, from an anti-racism learning perspective, to the review of existing human resources policies, practices and procedures to support the development of a more inclusive, anti-racist framework aligned with the Organization’s evolving needs. Events & program management • Supports ARO in coordinating a series of advocacy, educational and awareness-raising events connected to addressing racism and promoting dignity for all in the UN Secretariat and beyond. • Develops & coordinates anti-racism training programmes for engagement with increasingly diverse outreach audiences. • Translates data into written reports, tables, graphs and charts interpreting data results to provide written commentary that articulates pertinent findings in the implementation of the strategic action plan. Network building • Liaises across OHR, UN Secretariat, UN System-wide & external platforms to build synergies of Anti-Racism learning and cooperation. Communications • Collaborating with the Antiracism Team in the OUSG/DMSPC, contributes to educational anti-racism communication products for dissemination to staff through various digital platforms, including infographics, videos, podcasts, and social media posts, e-banners, illustrations, etc. • Furnishes Anti-Racism talking points & briefing notes as needed by OHR/ DMSPC/ UN Senior Management. • Observes and/or co-facilitates in the delivery of live instructor-led virtual and in-person learning experiences programme sessions on antiracism, as needed, and interacts with participants to gain staff insights, grow and strengthen antiracism knowledge, and optimize learner satisfaction. Reporting and Accountability • Co-develops and contributes to the production of periodic & consistent UN Secretariat-wide Anti-racism reports. • Liaises with ARO, the Staffing Diversity and Outreach Section (SDOS) in OHR, CDOTS, the Evaluation Unit of the Business Transformation and Accountability Division (BTAD), and other UN Secretariat sanctioned evaluative bodies to support the rollout of the strategic action plan and provide programme delivery accountability on learning. • Evaluates effectiveness and impact of programmes and recommends ways to enhance effectiveness and impact. Cross-cutting duties • Liaises with staff representative bodies to cultivate open and consistent communication mechanisms for UN Secretariat personnel to share feedback on programme activities, policy development, and efforts to shift organizational culture. • Keeps abreast of developments in various areas of anti-racism practice, human resources management, and processes contributing to organizational culture shifts. • Prepares reports and participates and/or leads special human resources projects. • Represents the Organization with full delegation of authority in official discussions pertaining to anti-racism learning programmes and practices with internal & external representatives. • Advises Chief of Section on developments and approaches to further enhance anti-racism practices throughout the UN Secretariat. • Supervises and monitors the work of the junior human resources personnel in undertaking the full range of human resource management activities related to the Anti-racism portfolio. • Prepares briefing notes, talking points, and other forms of communication on issues related to anti-racism. • Coordinates vendor procurement activities in support of anti-racism priority area activities
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. Teamwork: Works collaboratively with colleagues to achieve organizational goals. Solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others. Places team agenda before personal agenda. Supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position. Shares credit for team accomplishments and accepts joint responsibility for team shortcomings. 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. Creativity: Actively seeks to improve programmes or services. Offers new and different options to solve problems or meet client needs. Promotes and persuades others to consider 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.
Education
An advanced university degree (Master’s or Doctorate degree, or equivalent) in in education, learning development, social sciences, human resources management, business or public administration or related field is required. A first-level degree (Bachelor’s degree or equivalent) in the specified fields of studies with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.
Job - Specific Qualification
Not available.
Work Experience
A minimum of seven years of progressively responsible experience in learning content development in the area of anti-racism, human resources management, or related area is required. Experience in project management is required. Experience in using data to advance decisions, strategies and execution is required. Experience working collaboratively with diverse stakeholders and building trusted professional relationships with them 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).
Language
Reading
Writing
Listening
Speaking
English
UN Level II
UN Level II
UN Level II
UN Level II
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
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. 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. For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 28 February 2026, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Belize, Brunei Darussalam, China (People's Republic of), Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Papua New Guinea, Paraguay, Qatar, Saint Vincent and the Grenadines, San Marino, Saint Lucia, Sao Tome and Principe, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.
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.
