The following are eligible to apply:
– ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations.
– External candidates.
Staff members with at least five years of continuous service with the Office are encouraged to apply and will be given special consideration at the screening and evaluation stage.
Applications from officials who have reached, or will reach their age of retirement as defined in Article 11.3 of the Staff Regulations on or before 31 December 2017, or who have already separated from ILO service upon retirement or early retirement, will not be considered.
In accordance with the Staff Regulations and letters of appointment, successful candidates for positions in the Professional category would be expected to take up different assignments (field and Headquarters) during their career, the desirable length of an assignment in any specific position being two to five years, following which the incumbent should be willing to move to another assignment and/or duty station.
Within the context of the Office’s renewed efforts to promote mobility, staff members seeking mobility are encouraged to apply to vacancies. Mobility will be given special consideration at the screening and evaluation stages.
The ILO values diversity among its staff. We welcome applicants from qualified women and men, including those with disabilities. If you are unable to complete our online application form due to a disability, please send an email to firstname.lastname@example.org.
Applications from qualified candidates from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future, would be particularly welcome. A list of these countries is in Appendix I.
Successful completion of the Assessment Centre is required for all external candidates.
Conditions of employment are described in Appendix II.
The position is located in the Staff Operations Branch of the Human Resources Development Department (HRD). HRD is responsible and accountable to the Director-General for the design and implementation of Office-wide human resources policies, in accordance with the ILO Human Resources Strategy as approved by the Governing Body. The Staff Operations Branch delivers a wide range of HR services, including all aspects regarding appointment and on boarding for all staff at HQ and professional staff serving in development cooperation projects worldwide. The Branch is also responsible for the coordination of HR reviews, in liaison with the Strategic Programming and Management and the Financial Management Departments and for supporting workforce planning and mobility Office-wide. It serves as the operational interface with staff and managers and assists field-based human resources staff in the implementation of human resources strategies, policies and practices. The HR Partner is responsible for providing HR advisory services to staff and departments within his/her HR portfolio as well as supervision and guidance to other HR support staff in the Branch. The position shares accountability with line managers to ensure the optimum utilisation and deployment of human resources to support the goals of the ILO.
The position will report to the Chief of the Staff Operations Branch.
Description of Duties
1.Act as first contact point for all staff, including managers, on all HR-related matters – HR rules and regulations, policies and practices.
2.Provide information and advice on interpretation of HR policies and ensure consistent application across the Office.
3.Keep abreast of developments and ongoing activities of all units within her/his portfolio.
4.Build strong business relationships and provide support and guidance to managers on a wide range of employee relations issues, such as performance management, succession planning, classification, recruitment, conflict prevention and absence management.
5.Provide advice and information on career planning, learning, mobility and other HR activities.
6.Promote and reinforce performance management and talent management processes in collaboration with the Talent Management Branch (HR/TALENT) to support the overall ILO strategy. Coordinate staff coaching and learning programmes with the Staff Development Unit. Play an active role in enhancing global talent initiatives.
7.In collaboration with the Resourcing Unit, provide support and advice to managers throughout the recruitment and selection process, including acting as HRD representative on interview panels, to identify the most suitable candidates for positions.
8.Review staffing plans with managers on a regular basis and implement them in accordance with strategic HR priorities. In collaboration with the Organizational Design Unit, assist line managers in establishing clear roles and responsibilities for staff to ensure compatibility across the Organization in line with the Office’s programme and budget and its strategic direction.
9.Use data and analytics to measure the effectiveness of HR tools and policies in order to understand and contribute to further improving the landscape.
10.Support the people-related aspects of change management processes and reform.
11.Collaborate with other HR partners to ensure consistency and identify policy review requirements in relation to individual and unprecedented cases.
12.Support HR management in reviewing HR processes, defining clear goals for improvement based on the HR strategy, and re-engineering key process steps, activities and responsibilities.
13.Keep up to date with external trends and best practice in the areas of expertise and HR more broadly in order to drive improvements in tools and policies.
These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:
1. Review the work of other professional and general service staff for compliance with HR rules and regulations and for soundness of judgement and conclusions. May also directly supervise a specialised HR unit.
2.Provide expert advice on the development, implementation and administration of the area(s) of functional responsibility.
3.Assess and determine organisational and programme needs for new or modified HR policies and practices, taking into account changing circumstances and environment, and consult with managers and staff representatives on proposed HR policies or modifications, participating in negotiations with the Staff Union as required.
4.Conceive, formulate, test and advocate within the Organization new and/or improved approaches, processes or techniques for the delivery of HR services. Develop comprehensive and proactive procedures and programmes to deal with the HR needs of the Organization. Plan, direct and monitor the introduction of changes.
5. Formulate the position of the Organization on HR policies and on the application of rules and regulations to highly sensitive or contentious cases and recommend appropriate action to senior management.
6.Analyse and ensure compatibility of HR regulations formulated at inter-agency level with those formulated and applied by the Organization.
7.Determine contentious and complex cases of eligibility of staff to entitlements or benefits. Certify benefits and ensure the correct application of decisions taken at the common system level on entitlements and benefits.
8.Serve as secretary to policy level committees in the area of expertise. Present and discuss technical matters and provide technical advice on positions to be taken at the inter-agency level.
9.Represent the organisation at inter-agency meetings as well as on missions. Prepare papers and statistics, exchange information on practices, negotiate the adaptation of common system practices, and enhance collaboration at the common system level. Represent the HR department in working group and joint committee meetings in the area of functional responsibility.
10.Prepare and conduct training in the relevant HR field.
Advanced university degree in human resources management, employment law, occupational/organizational psychology, or business administration.
Seven years of professional experience in human resources management, of which at least three years at the international level. Broad HR generalist background, including proven experience in at least two of the following areas: recruitment and selection, compensation and benefits, change management, employee relations, learning and development.
Excellent command of one working language (English, French or Spanish) of the Organization and a working knowledge of another. Knowledge of a third working language would be an advantage.
In addition to the ILO core competencies, this position requires:
Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Thorough knowledge of HR policies, rules and procedures with an international organization. Knowledge and understanding of the programme they support. Good understanding of the Organization’s environment, strategy and people implications. Good written and verbal communication skills. Client oriented and good team player. Ability to plan and organise work and to provide coaching, guidance and training to staff. Ability to provide expert advice. Ability to persuasively negotiate sensitive and contentious issues. Ability to represent the Organization and to present position and papers in meetings and committees. Relationship building and relationship management skills. Negotiation skills. Ability to maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or when dealing with challenging situations. Ability to evaluate people and situations to reach logical and fair decisions through an unbiased common-sense approach. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.
Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place between November 2017 and March 2018. Candidates are requested to ensure their availability should they be short listed for further consideration.
|Closing date:||November 20, 2017|