Location: The Hague
Closing Date: Saturday, 18 January 2014
Closing Date: Saturday, 18 January 2014
Principal functions
The Head, Strategic Recruitment and Workforce Management is responsible for the provision of HR advice and services for the Organisation in the areas of post management, resourcing, promotion/selection, HR planning, transition support, staff relations and advice, performance management implementation, and workforce statistics. The incumbent is responsible for managing HR’s deliverables, including setting goals and objectives, performance management and professional development of staff, monitoring efficiency, managing and reporting on the staffing budget, liaising with other organisational units, post management, reporting on the section’s activities, and using the business partnership model engages with senior management to ensure long term engagement of all staff during their careers. Under the supervision of the Head, Human Resources the incumbent perform the following functions, in accordance with the OPCW Core Values: Integrity, Professionalism and Respect for Diversity/Gender Equality: Advice to Management - Implementation of HR strategies and policies: • Provides expert advice and guidance to senior management and all other levels of staff on the application of HR policies and procedures; • Works closely within the approved budget, develops and implements resourcing plans pertinent to the Secretariat’s short, long-term and anticipated staffing needs. Oversees and guides the facilitation of panels for and promotes equity, transparency, and consistency in the selection and placement of staff; • Advises Senior Management on new HR practices and their implementation (succession planning, career development and transition), strategic recruitment, and change management; • Identifies sources for vacancies and designs outreach efforts to support organisational targets (geographical distribution, gender, etc); • Identifies and facilitates resolution of workplace problems of conflicts in accordance with the OPCW’s relevant Staff Regulations and Rules and administrative issuances; • Participates in the formulation and implementation of human resources policies, strategies, practices and procedures related to resourcing to meet the evolving needs of the organisation; • Introduces measurement indicators, monitors and reports on achievement of results. Implementation of HR strategy in OPCW; effective implementation of the internal controls; • Promotes the change management agenda by assessing the impact of change and makes recommendations on their implementation in the TS with continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters. Overall responsibility for the function and strengthening of the team: • Analyses the scope of HR Team responsibilities, complexities/constraints and workload volumes and proposes optimal strategic long term team structure and functional distributions; • Strives to build capacity to coach and to establish systems that will be sustainable for the future. Facilitation and promotion of knowledge building and knowledge sharing: • Designs and implements training for operations/ programme staff on HR issues; Synthesises lessons learned and shares best practices in HR; Contributes to knowledge networks and communities of practice. Staff performance management and career development. Performs other duties as required.Knowledge and skills
Essential: An advanced university degree in human resources management, public or business administration, law, industrial relations, psychology, or other related field. Key Competencies: • Demonstrates integrity by modelling the UNs values and ethics. • Promotes the vision, mission, and strategic goals of OPCW. • Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability. (Functional) Competencies: • Displays knowledge of underlying theory of HR, including a broad range of HR disciplines and HR best practices in public and private sector, and advice to clients. • Develops realistic implementation plans for new policies, standards, procedures and guidelines. • Shows strong corporate commitment; works to achieve the goals of as a whole. • Ability to draft and submit legal opinions and responses within the administrative guidelines and staff rules and regulations. • Leads development of clear office strategy; anticipates and understands client needs, formulates clear strategic plans, prioritizes interventions, and allocates resources according to priorities. • Promotes a learning environment in the HR Unit; empowers staff to address their development needs and promotes an open atmosphere of mutual feedback and support. • Displays strong analytical organizational and time management skills; displays flexibility, adaptability and the capacity to work under stress. Displays excellent interpersonal skills and is a team player in a multi-cultural environment. • Demonstrates the ability to carry out research to contribute to formulation of policies, standards, procedures and guidelines. • Ability to position HR as a strategic partner in the change management processes. • Leads teams effectively and shows conflict resolution skills. • Focuses on impact and result for the client and responds positively to feedback. • Consistently approaches work with energy and a positive, constructive attitude. • Builds strong relationships with clients and external actors. • Ability to remain calm, in control and good humoured under pressure.Experience
Essential: A minimum of 7 years of progressively responsible experience in human resources management, several of which must be in recruitment and in one of the following specialisations: promotion/selection, job classification/post management, HR policy and HR planning. A first level university degree in combination with qualifying experience (minimum 9 years) may be accepted in lieu of the advanced university degree. Desirable: - Work experience in national government, non-profit organisation or in an international organisation; - Proven experience with legal aspects of organisational development and human resources would be an advantage.Languages
Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.
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