Human Resources Strategy And Policy:
- Develop and implement HR strategies and initiatives aligned with organisational priorities, biennial programmes, budgets, and best practices in people management;
- Provide consistent solutions-oriented advice and interpretation of HR policies, fostering effective collaboration within HRB and throughout the Organisation;
- Promote actively knowledge transfer by sharing HR expertise and best practices, providing regular updates and communications as well as by encouraging development;
- Evaluate and review HR policies and practices to ensure clarity and efficiencies while promoting compliance with administrative law; coordinate and draft inputs to governing documents.
Human Resources Advisory And Representational Services:
- Support the Head, HRB in day-to-day HR operations, ensuring strong client-orientation, process consistency, compliance, and continual improvement;
- Advise managers and staff throughout the employee lifecycle, interpersonal matters as well as performance management by recognising excellence and addressing performance issues;
- Represent the Head, HRB in committees, boards, and panels (e.g., recruitment, selection), and liaise with external stakeholders, including national authorities, as directed;
- Provide strategic guidance on organisational design to optimise workforce structures and to enable delivery of long-term objectives.
Engagement, Culture And Staff Relations:
- Promote a positive and inclusive workplace culture through employee engagement initiatives and mentoring colleagues;
- Address complex employee concerns with discretion, keeping the Head, HRB informed and escalating when necessary;
- Oversee grievance procedures, investigations, and disciplinary actions in collaboration with the Office of Legal Adviser and under the guidance of the Head, HRB;
- Collaborate with the Health and Safety Branch, managers and staff on return-to-work plans and related initiatives. Oversee the development of communication and learning opportunities to promote and maintain respectful dialogue and a professional work environment;
- Facilitate constructive dialogue when performance and interpersonal concerns arise, assess risk, propose solutions and seek advice from the Head, HRB when necessary.
Compliance And Reporting:
- Monitor and share internal and external HR trends, including those within the UN Common System;
- Generate data-driven reports to inform decision-making and senior management discussions;
- Ensure compliance with governing documents, audit recommendations, and best practices and other legal requirements;
- Monitor risks and business continuity needs, discussing with Head, HRB.
HR Projects:
- Lead and execute HR projects and cross-functional initiatives as directed by the Head, HRB;
- Identify and implement process improvements to enhance workflow efficiencies, streamline processes and ensure regular communication of modified or new processes;
- Deputise for the Head, HRB when required.
Qualifications And Experience
Education
Essential:
- Advanced university degree in Human Resources, Business Administration, Public Administration, or a related field;
- A first level university degree in a related filed in combination with a minimum of 9 years of qualifying experience may be accepted.
Desirable:
- Certification in mediation and/or project and/or change management.
Knowledge and Experience
Essential:
- A minimum of seven years of progressively responsible experience in human resources with at least three years of experience in two of the following fields: organisational design, staff relations, policy development, diversity or inclusion;
- Proven experience in managing complex staff relations and conduct matters;
- Experience in successfully leading others;
- Practical knowledge in the dispute resolution process as well as knowledge of the investigative process;
- A minimum of four years experience working for an international organisation.
Desirable:
- Experience leading change management or complex process improvement projects;
- Previous experience working on internal appeals as well as submissions to an external appellate body such as the International Labour Organisation Administrative Tribunal (ILOAT);
- Familiarity with organisational design and data analysis and interpretation is an asset;
- Previous professional experience on workplace wellbeing, culture and inclusion portfolios;
- Extensive experience in HR management, including policy development, staff relations, and organisational development;
- Previous experience within international or tenure-based organisations is highly desirable;
- Exposure to risk management and business continuity frameworks;
- Professional working experience outside of your home country/permanent residence would be an asset.
