HUMAN RESOURCES BUSINESS OFFICER

Job Posting:Oct 17, 2024, 12:17:04 PM

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 PROGRAMME

The Department of Business Operations Services is responsible for providing efficient and effective support services to all programmes and activities of the organization in the Eastern Mediterranean Region in respect of human resources and talent management, administration, budget and finance, supplies, OSS and IT services.

The objective of the Human Resources and Talent Management Unit in EMRO is to ensure that a competent and motivated workforce is available to deliver programme activities in accordance with WHO’s global mission. This is achieved through the provision of sound advice to management, HR planning and succession planning, job design and classification, recruitment and selection, administration of contracts, staff onboarding, staff development and learning, performance management, career and mobility management, and management of staff relations.

DESCRIPTION OF DUTIES

The incumbent may carry out some or all of the following assigned duties:

Workforce Strategic Planning and succession planning:

• Under the guidance of the responsible officer, develop and implement workforce plans that align with the objectives and goals of the assigned client group, ensuring optimal utilization of human resources to meet organizational needs.
• Provide expertise in job design and classification, ensuring accurate and equitable placement of positions within the organizational structure.
• Provide guidance on appropriate contract types and facilitate the negotiation and implementation of special agreements as needed.
• Take the lead on various HR-related actions and topics, advising, executing, and translating Division and Departmental workforce plans into actionable strategies that support the achievement of client group objectives.
• Collaborate with management to identify, attract and retain talent within the client group, ensuring a robust succession planning process to support continuity and staff development.

Talent Acquisition: 

• Lead and support recruitment and selection processes for the client group, ensuring the attraction and retention of high-caliber professionals.
• 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, develop and review screening questions in close collaboration with the hiring manager.
• 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.
• Review proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advise 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.

 Entitlements and Benefits:

• Advise on entitlements and benefits, ensuring compliance with WHO policies and regulations, and contribute to the development of competitive and equitable compensation packages.

Performance and Career Progression: 

• Support the client group in managing performance, career progression, and professional development of staff, fostering a culture of continuous improvement.

Collaboration and Liaison: 

• Establish and maintain close collaboration with the HR Business Partner of the client group, as well as counterparts in HQ and Regional Offices, to address HR-related matters and contribute to crosscutting projects Initiative and Action:
• Take the lead on various HR-related actions and topics, advising, executing, and translating Division and Departmental workforce plans into actionable strategies that support the achievement of client group objectives.

-Perform all other related duties as assigned. 

REQUIRED QUALIFICATIONS

Education

Essential: A first level university degree in human resources management, public or business administration, law, social sciences or other related fields.

Desirable: Master’s degree in human resources management, public or business administration or law.

Experience

Essential: At least five years of progressive experience with international exposure in the professional field of human resources management with focus on talent acquisition. Proven experience providing advice and guidance to senior management teams.

Desirable:

-HR experience in the UN system and/or a multinational environment. 

-Minimum of two years international experience in the professional field of human resources management.

-Experience in ERP systems.

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Moving forward in a changing environment
Producing results
Creating an empowering and motivating environment

Functional Knowledge and Skills

Knowledge of human resources management practices, with a focus on outreach, screening, recruitment, and interview techniques. 

• Knowledge of the 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.

Use of Language Skills

Essential: Expert knowledge of English.
Desirable: Intermediate knowledge of Another WHO official language.

Other Skills (e.g. IT)
Computer literacy: Excellent skills in word processing, spreadsheet and presentation software

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), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 1774 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

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 Manual.

• Staff members in other duty stations are encouraged to apply.

• 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 staff. 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 final candidates.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• WHO also offers 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.

• 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.

• Please note that WHO’s contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at shws@who.int.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO’s operations please visit: http://www.who.int.

• *For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

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