Chief, HR Policies and Administrative Law, P-5

Lead UNRWA HR policies, administrative law and teams in Amman. Ten years’ relevant experience and senior supervisory expertise required; one-year renewable contract.

Position and contract

• P-5 Chief of HR Policies and Administrative Law at UNRWA Headquarters in Amman. The role reports to the Director of Human Resources and directly supervises professional, general-service and other personnel.
• One-year fixed-term contract with possible extension. UNRWA supports Palestine refugees across five fields, with over 25,000 staff and complementary personnel.

Responsibilities

• Manage the HR Policies and Administrative Law Division, coordinate objectives and comprehensive workplans, monitor delivery and resolve operational or management issues affecting service quality.
• Develop HR policy, practice and procedures for changing agency needs and strategic objectives; provide proactive, innovative interpretation and implementation guidance in consultation with HQ, fields and executive management.
• Prepare rules, policies, position papers and reform proposals spanning recruitment/staffing, staff development, performance, grievances/legal matters, HR services, benefits, entitlements and wellbeing, promoting contemporary UN-aligned practices.
• Advise HQ and field managers, ensure consistent policy application, review HR practice and coordinate with Legal Affairs in consultation with the HR Director.
• Lead subordinate staff handling appeals and grievances; work with Legal Affairs to design, maintain and update staff administrative/employment-law systems.
• Represent HR in inter-agency meetings and cooperation projects, consult staff unions, government representatives and inter-agency officials or missions as instructed, and deputise for the Director with full departmental responsibility when designated.
• Track UN issuances and international practices through professional peers, meetings, seminars and research; analyse implications for agency strategies and procedures and update Staff Rules, Regulations and policy issuances.
• Serve as the Director’s principal HR-policy adviser, train field managers and stakeholders in best practice and lessons learned, and coordinate disciplinary/appeal processes with Legal Affairs.

Essential education and experience

• Accredited master’s or equivalent in HR management, public/business administration, law or a related field such as social or behavioural sciences.
• A first university degree with additional qualifying experience may substitute. Experience alone, or formal qualifications without relevant experience, is insufficient.
• At least ten years of progressively responsible and varied relevant HR experience, including at least five years in the UN system or international/governmental institutions at senior supervisory level.
• At least five years designing HR regulatory frameworks, including staff relations and case management, and at least five years leading and managing teams.
• Unless already serving as international staff in the UN Common System, at least two continuous years of relevant international experience outside UNRWA and outside all countries of nationality, citizenship, passport or national identity number.
• English at UN Level III in reading, writing, listening and speaking.

Desirable criteria and competencies

• Knowledge of the history of contemporary Middle Eastern issues and UN Common System practices.
• Working Arabic or another official UN language; UN administrative-law experience/familiarity, including preparing submissions to the Dispute and Appeals Tribunals.
• Integrity, professionalism, diversity, communication, collaboration and results; leadership/supervision, relationships/networks, strategy/concepts, complexity/change management, innovation and risk-taking.
• Assessment may include an exercise followed by a competency-based interview.

Application

• Submit in English only through Inspira before 6:59 AM Jordan time on 21 October 2026, corresponding to 11:59 PM New York time on 20 October.
• Fully complete the personal/history profile, all required experience tabs and university qualifications. UNRWA personnel must add contract type and grade. Incomplete and late applications are not considered.
• Fully disclose current paid or unpaid outside activities: employment, contracting/consultancy, boards or expert groups, lobbying, speaking/writing, teaching, conferences, training, media, volunteering, political activity/elections, fundraising/donations outside UNRWA, business ownership and work for public, private, charitable or UNRWA partner/vendor entities.
• Disclosure does not automatically exclude an applicant; inaccurate or incomplete information can cause disqualification or termination. Submitted applications cannot be revised. Only shortlisted applicants are contacted.

Verification, inclusion and conduct

• Recommended and rostered candidates undergo rigorous credentials, employment and reference checks, ClearCheck/INTERPOL checks and non-conviction certification where available. Additional information may be requested; applying acknowledges consent to verification.
• Zero tolerance for sexual exploitation/abuse, harassment, racism, discrimination, abuse of authority and related misconduct. UN sanctions listings and databases of staff separated for misconduct or during pending investigations disqualify candidates. Investigation/misconduct information may be shared with UN agencies and past/prospective employers.
• Women and under-represented groups are encouraged to apply; qualified applicants with disabilities are welcome and may request reasonable accommodation. A roster for this or similar future posts may be established.
• Staff must uphold efficiency, competence, neutrality, impartiality, integrity, human rights, diversity and non-violent conflict resolution. Human-rights/humanitarian-law violations or sexual misconduct, including reasonable grounds to believe involvement, preclude employment; crimes beyond minor traffic offences may also preclude consideration.
• Staff are subject to the Commissioner-General’s authority and reassignment, with selection based on qualifications and organisational needs and due regard to geographic diversity.
• UNRWA is non-smoking. No fees or money are requested during recruitment, interviews, processing, training or onboarding, and recruitment does not seek bank-account details.