Link to the job offer :https://careers.un.org/lbw/jobdetail.aspx?id=204328&Lang=en-US Here are example answers for 4 questions using the STAR method: 1. Situation: At my previous organization, we faced a complex issue when a department manager wanted to promote an employee who had not yet met the required experience level for the higher position. Task: As the HR Officer, my task was to provide advice to the manager on how to proceed within the organization's policies and procedures. Action: I thoroughly reviewed our policies and procedures to understand the requirements for promotions. I then consulted with the manager and suggested an alternative solution - providing the employee with additional training and development opportunities to help them gain the necessary experience for future promotion eligibility. Result: The manager appreciated my guidance and implemented the suggested training plan. The employee was eventually promoted after gaining the required experience, and the organization maintained its compliance with internal policies. 2. Situation: I was responsible for coordinating the recruitment process for a high-priority project team in my previous organization. Task: My task was to ensure effective communication and timely completion of all recruitment tasks while involving multiple stakeholders, including department heads and external partners. Action: I created a detailed timeline and shared it with all stakeholders, setting clear expectations for each step in the process. I also scheduled regular progress update meetings and used a shared online platform to track tasks and collect feedback. Result: The recruitment process was completed on time, and we successfully hired a diverse and skilled project team that went on to deliver exceptional results for the organization. 3. Situation: At my former organization, I was tasked with identifying staff development and career support needs within a newly established department. Task: My task was to design and implement a program that would address these needs and contribute to employee growth and retention. Action: I conducted a thorough needs assessment through surveys, interviews, and performance data analysis. Based on the findings, I designed a tailored program that included workshops, mentoring, and online resources to address the identified needs. I then monitored the program's progress and gathered feedback from participants to make adjustments as necessary. Result: The program was well-received by employees and management, leading to improved performance, increased job satisfaction, and lower turnover rates within the department. 4. Situation: In my previous role as an HR Officer, I was asked to prepare a classification analysis for a set of newly created positions within the organization. Task: My task was to ensure the analysis was consistent with the organization's classification policies and procedures. Action: I started by reviewing the organization's classification policies and procedures and analyzing similar positions within the organization for benchmarking purposes. I then conducted a thorough job analysis for each new position, gathering input from relevant department heads and other stakeholders. Based on this information, I prepared a comprehensive classification analysis report and presented it to the HR management team. Result: The classification analysis was well-received by the management team, and the new positions were successfully implemented within the organization, ensuring consistency with our classification policies and procedures.