DUTIES

The incumbent may carry out some or all of the following assigned duties:

Workforce Strategic Planning and succession planning:

Under the guidance of the responsible officer, develop and implement workforce plans that align with the objectives and goals of the assigned client group, ensuring optimal utilization of human resources to meet organizational needs.

 Liaise with the Regional Office in job design and classification, ensuring accurate and equitable placement of positions within the organizational structure.

 Provide guidance on appropriate contract types and facilitate the negotiation and implementation of special agreements as needed.

 Collaborate with management to identify, attract and retain talent within the client group, ensuring a robust succession planning process to support continuity and staff development.

Talent Acquisition:

 Lead and support recruitment and selection processes for the client group, ensuring the attraction and retention of high-caliber professionals.

 Administers selection procedures for fixed-term and temporary staff, advising staff members at all levels of relevant rules and regulations, procedures and practices.

 Serve as an HR Representative on selection panels and ensures there is an adherence to confidentiality and emphasis on a transparent, consistent process and on promoting organizational diversity and mobility policies as an organizational priority.

 Review vacancy announcements for consistency and adherence to the Organization’s policies, develop and review screening questions in close collaboration with the hiring manager.

 Work closely with hiring managers and recruitment assistants to establish key activities and agree on schedule and tools for the selection process to ensure an efficient and fast process.

 Screen and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short-listed.

 Develop and review interview questions, proposed presentation tasks, technical questions and tests proposed by the hiring manager for appropriateness and relevance to the job and may also be involved in developing the same.

 Review proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advise the hiring manager and panel members on any inconsistencies.

 Drafts selection reports ensuring that all steps of the process are well documented, and the selection file is compliant with the Organization’s policies.

Entitlements and Benefits:

 Advise on entitlements and benefits, ensuring compliance with WHO policies and regulations, and contribute to the development of competitive and equitable compensation packages.

Performance and Career Progression:

 Support the client group in managing performance, career progression, and professional development of staff, fostering a culture of continuous improvement.

Collaboration and Liaison:

 Establish and maintain close collaboration with the HR Business Partner of the client group, as well as counterparts in HQ and Regional Offices, to address HR-related matters and contribute to crosscutting projects

Initiative and Action:

 Take the lead on various HR-related actions and topics, advising, executing, and translating Division and Departmental workforce plans into actionable strategies that support the achievement of client group objectives.

REQUIRED QUALIFICATIONS

Education

Essential: A first level university degree in human resources management, public or business administration or other related fields.
Desirable: Advanced level university degree or training or certification in the area of human resources management.

Experience

Essential: At least five years of progressive experience with international exposure in the professional field of human resources management. Proven experience providing advice and guidance to senior management teams.
Desirable: HR experience in the UN system and/or a multinational environment. Previous experience in country office. Previous experience in emergency settings.

Functional Knowledge and Skills

 Knowledge of human resources management practices, with a focus on outreach, screening, recruitment, and interview techniques.

 Knowledge of the latest IT based recruitment systems.

 Knowledge of other international organizations’ practices in areas of talent acquisition would be an advantage.

 Good skills in ERP systems.

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Moving forward in a changing environment
Producing results