Description of duties:

Under the general guidance of the Director, Administration and Finance: ‎

• 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 job design and ensures the provision of all related services; supports and advises managers in planning current and future staffing needs.
• Policy development and implementation: conducts regular reviews of policies, procedures, and practices (including private sector best practices); develops and recommends improvements as necessary; ensures timely communication of changes in global HR policies and procedures to management and staff and ensures compliance. Proactively introduces innovative solutions such as HR policies, rules and approaches to support achievement of organizational needs and effectiveness and acts as a change agent through improvement in HR processes.
• 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, implements and communicates improvements, and documents policies and procedures. 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 continuing improvement of performance evaluations process that will make sure that 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. Establishes and promotes transparent and consistent application of the staff regulations and rules. 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 strong, proactive, long-term 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.

Education:

• Essential: Advanced-level university degree in human resources management, business or public administration, law or related field.
• Desirable: Studies or training in law as applied to HR management.
• WHO only considers higher educational qualifications obtained from an accredited institution.

Functional skills and knowledge:

• 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, 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 and 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.

Other skills (e.g. IT): Proficiency in MS Office.

Experience:

• 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.

Languages:

• Essential: Fluency in written and spoken English and working knowledge of a second official UN language.
• Desirable: Knowledge of another WHO official language.