The Human Resources Development Department (HRD), within the Corporate (CS) Cluster, is the central authority on human resource matters in the ILO. The Department seeks to align the Office’s human resources capacity with the strategic objectives of the Organization to ensure that it can carry out its mission effectively.
The Talent Management Branch (HR/TALENT) in HRD is responsible for the recruitment, selection, mobility and retention of staff; the provision of services related to organizational design and job classification; staff development, training and performance management; and the development of policy work within its areas of expertise.
Within HR/TALENT, the Capability & Performance Unit is responsible for the implementation of the Office’s capability and performance strategy. Skills mapping, skills gap analysis and targeted skills development are highlighted within the key focus areas of the Human Resources Strategy for 2022-2025 and are reflected in the Programme and Budget (P&B) for 2022-2023 and the Preview of the Programme and Budget proposals for 2024-2025. HRD, in discussion with Strategic Programming and Management Department (PROGRAM), Financial Management Department (FINANCE), Skills and Employability Branch (SKILLS) and the technical units, has developed an expanded approach for an office-wide skills mapping exercise, focused on the outcomes in the P&B proposals for 2024-25. The overall objective of this exercise is to optimise delivery to constituents and future-proof the Organisation by having the right staff, with the right skills, in the right place, at the right time - now and in the future.
The incumbent of the position will work hand in hand with the Senior HR Officer, P4, in the Capability & Performance Unit, who has the overall responsibility for leading this exercise. With support from external consultants and together with the exercise leader, the incumbent will refine the process design, prepare the communications and change management strategies, build the baseline skills taxonomy, and select and configure the mapping system. In close collaboration with key stakeholders and subject-matter experts across the Office, the incumbent will guide the skills-mapping process, support task teams in formulating a skills framework, ensure that mapping is completed by selected ILO officials and their managers, and analyse skills and resource gaps. The incumbent will propose staff development and recruitment strategies to address these gaps in the short and longer term and facilitate their implementation.
The position will report to the Coordinator of the Capability & Performance Unit.
Specific Duties:
Design skills mapping project plans and methodologies, monitor, follow up and report on project progress.
Provide HR expert inputs and advice in the skills visioning workshops and in the development of skills taxonomy.
Develop and maintain skills mapping background documents including user guides, training guides, Standard Orating Procedures (SOPs), FAQs, etc.
Conduct technical meetings with subject matter experts, training courses, information sessions, and deliver workshops on skills mapping, coordinate inputs from various stakeholders (internal – HQ and field – and external).
Coordinate procurement processes of External Services in the framework of the skills mapping exercise, (for the selection of tools, consultants and skills development/recruitment solution providers). Develop Requests for Proposals (RFPs), Waiver Requests and Terms of Reference. Oversee selection processes and prepare evaluation reports.
Collaborate with the service provider(s) to configure the skills mapping tool.
Manage relations and communications with partners, project counterparts and facilitators, instructional designers, technical developers and subject-matter experts.
Drive data collection and analyse complex sets of data, statistics and information, identify trends and prepare draft recommendations and guidelines for discussion and adoption.
Contribute to the development of a skills development strategy and recruitment strategy based on skills gaps and capacity needs analysis.
Integrate gender and diversity analysis and indicators in the various phases of the skills mapping exercise.
Develop communication plans and activity schedules, and manage change management, marketing, publicity and communications strategies in collaboration with Communication and Public Information Department (DCOMM) for the skills mapping exercise and related workshops and events.
Evaluate the efficiency and effectiveness of the project activities and propose continuous improvement strategies and actions.
Provide technical inputs to Office documents (e.g. reporting to the Governing Body).
Exchange knowledge and share information on innovative practices related to skills mapping and staff development with counterparts in other UN organizations with a view to ensuring that continuous improvement strategies and actions are adopted throughout all stages of the project.
Perform other relevant duties as assigned.
Required qualifications:
Education:
Advanced university degree in human resources development, vocational education and training, related social sciences, or other relevant field. A first-level university degree (Bachelor’s or equivalent) in one of the afore-mentioned fields with an additional two years of experience in complement to the experience required below may be accepted in lieu of an advanced university degree.
Experience:
At least seven years of progressively responsible experience, including at the international level, in human resources management, skills development, and/or innovation/change management, including relevant project management and supporting tools and techniques. Experience in skills mapping and skills gap analysis is an advantage.
Languages:
Excellent command of English and a working knowledge of a second working language (French, Spanish) of the Office. A working knowledge of a third working language is an advantage.
