OBJECTIVES OF THE PROGRAMME:
The Regional Human Resources Manager oversees human resources function at the WHO Regional Office and ensures the proper application of established staff rules, regulations, policies and practices. The HRM also implements the various elements of the HR strategy, provides guidance and counsel on HR policy matters and issues, proposes, develops for approval, and implements HR policies which align regional and global HR strategy and HR management with WHO business strategy and performance. The objectives of the Human Resources Unit are to carry out, in an efficient and timely manner, all human resources activities for the WHO Regional Office and country offices under its responsibility, including workforce planning and analysis, staffing, policy formulation and interpretation, medical services, learning and development, conflict resolution, and strategic advice on human resources matters to staff and management.
DESCRIPTION OF DUTIES:
- Workforce planning and organizational development: actively participates in establishment of and manages the implementation of HR strategic plan that supports the Organization to achieve its goals within timeframes and budget. Works with senior management to identify HR implications of those strategic objectives and priorities, advises on structural and functional design and monitors the regional implementation of structure and staffing to ensure consistency and equitability of such plans across the region; supports and advises managers in planning current and future staffing needs.
- Policy development and implementation: conducts regular reviews of policies, procedures, and practices (including public and private sector best practices); develops and recommends improvements as necessary, proactively introducing innovative approaches to support achievement of organizational needs and effectiveness; serves as a change agent to improve HR processes and management throughout the region. Ensures timely communication of changes in global HR policies and procedures and oversees compliance. Establishes and promotes transparent and consistent application of the staff regulations and rules.
- Staffing: develops, implements and administers short and long term recruitment strategies; establishes and manages processes for recruitment, hiring and orientation for all levels of jobs; educates managers on developing effective post descriptions; advises on assessment of competencies required for certain jobs, succession planning options, and use of available resources to attract and retain qualified staff. Reviews best practices for employment, implementing improvements to maximize timeliness of appointments and highest quality candidates. Develops, analyzes, and communicates key employment metrics.
- Performance management and Staff relations: ensures establishment and promotion of proper performance management practices; works closely with senior management on improvement of the performance evaluation process that will ensure staff are provided with effective feedback on their performance and career prospects with a view to increased commitment and enhanced learning/development; liaise with HQ on further development of performance management matters. Works to ensure a positive staff relations environment that minimizes workplace disputes/conflicts and sets a high standard of integrity and outstanding service to all staff. Establishes and promotes excellent relationship with the Staff Association.
- Learning and staff development: develops strategies for achievement of competencies and maximum effectiveness of staff; provides direction to the development and implementation of training programmes to enhance effectiveness at the managerial, technical and support levels; establishes and maintains productive collaboration in WHO global learning and development community.
- Leads the Human Resources Unit: provides leadership and guidance to the HR team ensuring that activities are carried out in a highly professional and timely manner; optimizes the performance of the Section's staff through motivation, continuous learning, workload management and workflow improvements. Cultivates a strong, proactive partnership between the HR team and other divisions, units, offices and teams within the Organization and develops deep knowledge of the business and HR role.
- Essential: Master's degree in human resources management, business or public administration, employment or administrative law, or related field.
- Desirable: Studies or training in law as applied to HR management.
- Essential: Minimum 10 years of progressively responsible experience in human resources or a related area, of which at least five years in a managerial position at the international level.
- Desirable: Related WHO or UN experience. Field experience.
Skills: A thorough knowledge of human resources principles, management and practices as well as procedures and operations in an international organization. Proven ability to be a collaborative leader and creative problem solver who has demonstrated success as a transformational leader in building a high performing team. A record of innovation in policy and program delivery, progressive management responsibilities, and technical expertise in HR. Tact, diplomacy and discretion in dealing with staff of diverse nationalities. Very good written and oral communication skills. Ability to conceptualize, plan and organize work requiring in-depth understanding of its strategic direction. Able to respond positively to change, identify client's needs and propose appropriate solutions. Ability to make timely decisions and deal constructively with conflict. Knowledge of automated personnel systems is desirable.
- Respecting and promoting individual and cultural differences
- Moving forward in a changing environment
- Promoting innovation and organizational learning
- Creating an empowering and motivating environment
Use of Language Skills:
- Essential: Expert knowledge of English.
- Desirable: Intermediate knowledge of UN language .