ROSTER – HR Officer Vacancy Announcement
| ROSTER – HR Officer (Sourcing and Recruitment) Grade: P3Contractual Arrangement: Multiple contractual arrangements Contract Duration (Years, Months, Days): Variable Closing Date: May 31, 2024, 11:59:00 PM Primary Location: Multiple locations Organization: HQ/HRT Human Resources and Talent Management BOS Schedule: Full-time IMPORTANT NOTICE: Please note that the deadline for receipt of applications indicated above reflects your personal device’s system settings. OBJECTIVES OF THE ROSTER – HR OFFICER PROGRAMME The Department of Human Resources and Talent Management (HRT) is responsible for providing a sound, well managed, responsive and efficient Organization-wide Human Resources Management strategy and global HR advisory services which support the work of WHO and its Member States, encompassing, but not limited to: HR Policy Development, Organizational Design and Job Classification, Talent Management (including Succession Planning, Global Staffing, Career Development and Training, Rotation and Mobility), application of the UN Common System’s Compensation and Benefits, HR Legal Advisory Services, Administration of Justice, Global Staff/Management relations, representation of WHO in inter-agency UN Common System HR initiatives. This roster can be used to fill temporary and fixed-term positions in several duty stations. THE ROSTER – HR OFFICER DESCRIPTION OF DUTIES The HR Officer will have some or all of the following assigned duties: 1. Outreach Supports hiring managers in identifying the best and most appropriate outreach activities to target the talents. Sources potential candidates through various channels, such as hosting or participating in career events/job fairs, online channels (social platforms, professional networks). Continuously remains abreast of the latest trends in the field of talent acquisition to further and promote the Organization’s brand and reputation as an employer. Manages a variety of outlets, such as job postings and social media, while effectively targeting the right kinds of candidates for the job. Seeks out and recommends creative new ways of sourcing talent. 2. Recruitment and selection Manages vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts. Provides guidance to hiring managers and administrative officers/assistants on all aspects related to outreach, talent acquisition and recruitment, both staff and non-staff. Administers selection procedures for fixed-term and temporary staff, advising staff members at all levels of relevant rules and regulations, procedures and practices. Serves 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. Reviews vacancy announcements for consistency and adherence to the Organization’s policies; develops and reviews screening questions in close collaboration with the hiring managers. Works 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. Screens and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short-listed. Develops and reviews 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. Reviews proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advises 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. 3. Roster Management Works closely with managers to develop consultant and other rosters to best support technical work implementation. Oversees the maintenance of the rosters to ensure that the data and information is always up to date. 4. General Keeps abreast of developments and latest trends in various areas of human resources, with particular focus in the areas of talent acquisition, outreach, recruitment and selection, onboarding, entitlements and benefits. Participates in human resources task forces and working groups identifying issues/problems and synergies, formulating guidelines, and proposing and implementing new procedures, latest technologies, tools and practices as appropriate. Performs all other related duties as assigned. HR OFFICER 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 professional experience in the field of human resources management of which at least two years must be in managing selection and recruitment processes independently. A minimum of two years of exposure at international level. Proven experience in at least one of the other specialized areas of classification, contract administration, compensation, and performance management. Desirable: HR experience in the UN system and/or a multinational environment. Skills Knowledge of human resources management practices, with a focus on outreach, screening, recruitment and interview techniques. Knowledge of 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. HR OFFICER Competencies Teamwork Respecting and promoting individual and cultural differences Communication Producing results Knowing and managing yourself Use of Language Skills Essential: Expert knowledge of English. Desirable: Intermediate knowledge of another UN language (Arabic, Chinese, French, Russian, Spanish). HR OFFICER REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 64,121 (subject to mandatory deductions for pension contributions and health insurance, as applicable) and a variable post adjustment, which reflects the cost of living in a particular duty station. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children. You may consult the salary scale on Salary Scales | ICSC (un.org) ADDITIONAL INFORMATION This vacancy notice may be used to fill other similar positions at the same grade level. Only candidates under serious consideration will be contacted. A written test and/or an asynchronous video assessment may be used as a form of screening. In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review. According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and E-Manual. The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. The WHO is committed to achieving gender parity and geographical diversity in its workforce. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply. Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice. WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of short-listed candidates. WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. WHO also offers a wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. Staff members in other duty stations are encouraged to apply. The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered. Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. |
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