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Description of Duties
Specific duties
Advisory functions
1. Be the first contact point for all staff in the region on all HR-related matters - HR rules and regulations, policies and practices. Assist HRD in the coordination of HR services for international staff assigned to the region.
2. Provide information and advice on interpretation of HR policies and ensure consistent application across the region.
3. Keep abreast of developments and ongoing activities of all organizational units in the region.
4. Collaborate with other HR professionals in finding a joint application to individual cases/unprecedented cases with a view to ensure consistency and identify policy needs.
5. Support managers through a wide range of employee relations issues, such as performance management, succession planning, classification, recruitment, conflict prevention and absence management.
6. Provide advice and information on career planning, learning, mobility and other HR activities. Oversee the correct application of staff development rules and procedures.
7. Collaborate with the Chief of Regional Financial and Administrative Services to coordinate and oversee the application of field safety and security standards, travel security clearance requirements and evacuation procedures, including medical evacuation, when necessary.
Strategic functions
8. Support talent management initiatives in cooperation with HR Talent Management Branch. Work with Staff Development on coaching and training plans for staff in the region. Play an active role in global talent initiatives
9. Support managers in identifying the most suitable candidates for the job in cooperation with the recruitment unit.
10. Develop annual staffing plans with line managers in line with ILO objectives and execute them in line with strategic HR priorities. Work with line managers to help them develop clear roles and responsibilities together with Organizational Design unit. Ensure compatibility across the organisation in line with Strategic Policy Framework
11. Encourage effective use of key data including skills mix, talent pool information, gender and diversity statistics and retirements, secondments and rotation planning to facilitate succession planning, talent management and resourcing.
These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:
Generic duties
1. Manage and guide the HR administration unit of a Regional Office, as well as administrative units in other external offices, in the provision of the full range of HR services in the region. Plan, organise and supervise the work of a HR unit composed of professional and/or general service staff.
2. Plan and implement recruitment programmes and strategies for local staff to ensure the timely and appropriate filling of vacancies, provide recruitment support to project and area offices managers in field locations and ensure the appropriate use of external collaborators and contractors.
3. Administer the system for classifying local positions. Review and approve the classification levels of local positions, and manage related recourse mechanisms. Conduct comprehensive classification reviews prior to local salary surveys.
4. Undertake regular missions to external offices and large technical cooperation projects to ensure that HR operations are being performed effectively and efficiently, and to design and provide specialised training where necessary.
5. Interpret and administer conditions of service for all categories of staff. Take decisions on the application of staff regulations to individual cases, including the approval and rejection of entitlements. Formulate the position of regional management on the application of staff regulations in highly sensitive or contentious individual cases and recommend appropriate action. Supervise all work pertaining to immigration, diplomatic privileges and protocol.
6. Plan and administer a career development plan for the region. Provide advisory services to managers on organisational planning and job design in light of programme and skill requirements and career planning needs.
7. Evaluate and determine specific training needs in the region. Plan and implement training programmes, including induction briefings and structured training on new and existing procedures, systems, practices and skills that are required by management and staff for the performance of their duties.
8. Represent the organisation in regional and local inter-agency coordination committees and meetings dealing with HR matters.
9. Recommend to headquarters the need for new or adapted HR policies and procedures, advocating and explaining to management new policies and improved approaches to the delivery of HR services.
10. Prepare the HR component of the Programme and Budget proposals for the region, and monitor the utilisation of staff resources.
Required Qualifications
Education
Advanced university degree in human resources management, business administration or a closely related field.
Experience
Seven years of professional experience in human resources management, of which at least three years at the international level. Experience in at least two of the following areas: HR recruitment, HR administration, HR business partner, staff training and development, HR policies.
Languages
Excellent command of one working language and good knowledge of another.
Competencies
In addition to the ILO core competencies, this position requires:
Technical competencies
Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Ability to plan and organise work and to provide guidance and training to staff. Ability to provide expert advice. Ability to represent the Organization and to present positions and papers in meetings and committees. Knowledge of the Organization's HR policies, rules and procedures will be considered as an asset. Objectivity and capability to apply pertinent human resources policies and rules in fair and consistent manner. Ability to communicate effectively, both orally and in writing. Ability to present and defend the position of the Human Resources Development Department before the managers and staff. Ability to advise managers and staff appropriately. Ability to provide guidance and training to staff. Good knowledge of automated information systems.
Behavioural competencies
Ability to persuasively negotiate sensitive and contentious issues. Sensitivity to cultural differences. Gender-sensitive behaviour and attitudes are also required. High degree of tact, diplomacy and discretion, and ability to maintain confidentiality. Ability to work on own initiative or as a team member. Ability to supervise staff.
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