The Talent Business Partner works closely with the sector lead, managers, and staff as a strategic adviser on HR-related matters. Together with the business, s/he works to identify and build the medium and long-term workforce required to drive business outcomes; designing in collaboration with the Employee Experience Unit, tailored and integrated talent management strategies to attract, acquire, develop and engage talent. The Talent Business Partner supports and advises managers on talent opportunities and challenges across the Organization and has a key role to play in shaping organizational culture. S/he is assigned to specific business areas of the Organization and contributes to the design and implementation of the talent management strategy for those areas.
Reporting Lines:
The incumbent works under the supervision of the Talent Planning Manager.
Duties and Responsibilities:
The incumbent will perform the following principal duties:
Partner and build strong relationships with sector lead(s), managers and staff in designated areas of responsibility, proactively supporting the strategic agenda of the business and leveraging the overall talent strategy; lead the strategic workforce planning exercise for her/his sector(s), and influence talent management strategies to address current and future workforce gaps.
Assist managers to achieve business strategy and financial targets while integrating the talent strategy, supporting WIPO's mobility strategy, driving performance orientation and contributing to building an organizational culture that supports WIPO's vision.
Keep abreast of developments and ongoing activities in programs under her/his responsibility; regularly review workforce plans with program managers to better adapt the Organization's workforce to evolving business realities and constituents' needs; ensure implementation of new organizational structures in accordance with strategic HR priorities.
Support sector lead(s) and managers in the succession planning process by facilitating discussion on the identification of emerging diverse talent and identifying critical roles required in the present and future. Collaborate with managers and other stakeholders to identify and document talent gaps within the framework of workforce planning.
Advise on performance and development-related matters for her/his sector of responsibility; encourage skills and behaviors development to guide the performance dialogue and contribute to fostering a culture of continuous feedback. Co-design, when required, agile people approaches, promoting a people-centric culture while ensuring alignment with WIPO's regulatory framework.
Use and encourage the regular and effective use of HR analytics by managers to facilitate talent management, i.e.: talent attraction, development, succession planning, and optimum resourcing; analyze data and statistics for reporting and planning purposes and share information with concerned stakeholders.
Coordinate with sector lead(s), managers and the Employee Experience Unit to ensure timely acquisition of talent for programs under her/his responsibility, ensuring transparency and fairness and promoting internal mobility opportunities. Assist the Talent Acquisition Team by managing recruitment processes and participating in boards when/as needed.
Empower and guide managers on staff engagement issues; ensure managers are apprised of important people-related issues to make timely and informed decisions and to take appropriate action; based on observations/feedback from the business; provide substantive input to inform the development of HR guidelines and policies.
Develop strong and effective partnerships with internal People and Culture functions such as the Employee Experience Unit and the HR Operations Service.
In close collaboration with the Employee Experience Unit, other areas of HRMD, and relevant stakeholders, initiate policy changes to better meet business needs, leading and supporting projects to promote new developments and best practices.
Undertake other tasks, as required.
Requirements:
Education Essential:
First-level university degree in Human Resources Management, Economics, Sciences, Social Sciences, Business Administration or related field.
Education Desirable:
Advanced university degree in Human Resources Management, Economics, Sciences, Social Sciences, Business Administration or related field.
Certification in data analytics/HR data analytics.
Experience Essential:
At least six years of relevant professional experience, including exposure to at least one talent management area (e.g. recruitment, performance, workforce planning).
Experience Desirable:
Experience using HR analytics as a basis for decision-making.
HR Business Partner experience, aligning HR initiatives and functions with business objectives and needs.
Language Essential:
Excellent written and spoken knowledge of English.
Language Desirable:
Good knowledge of French and/or other UN official languages.
