IMPORTANT NOTICE REGARDING APPLICATION DEADLINE:ย please note that the deadline for applications is indicated in local time as per the time zone of the applicantโs location.
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1. ย ย ย Organizational Context
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a.ย ย ย Organizational Setting
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A foundational piece of work for WIPO, as set out in the Organization's Medium Term Strategic plan 2022-2026, is to build a Human Resources Framework that is a fit for WIPO's current and future purpose. To this end, work has already begun, with structural and process changes, including the reorganization of the Human Resources Management Department and the establishment of a Talent Management Service. The latter's mission is to continue this transformation and ensure a future-ready, skilled, agile, and innovative workforce, whose performance is aligned with WIPO's short and long-term goals; and where talent management delivers tangible results that positively affect engagement. The Talent Management Service includes the HR Talent Partners and Employee Experience Teams.
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b.ย ย ย Purpose Statement
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The Director of the Talent Management Service's (TMS) principal objective will be to build the Organization's talent management infrastructure. Working with WIPO's business programs, regional offices and leadership team and key external stakeholders, s/he will design/develop WIPO's talent management strategy, programs and processes. The position is highly visible and serves as an internal advisor on leadership and executive development, workforce planning and long-term talent planning. The Director, TMS, will be deputized in the absence of the Director, HRMD and provide support to the day-to-day management of the department.
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c.ย ย ย Reporting Lines
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The Director Talent Management Service reports to the Director of the Human Resources Management Department.
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d.ย ย ย Work Relations
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S/he liaises extensively with the Senior Leadership Team as well as with Program Directors and Managers throughout the Organization, key internal stakeholders such as the Office of the Legal Counsel (OLC), the Office of the Controller, Program Performance and Budget Division, the WIPO Academy, the Central Services Division and WIPO Staff Council, as well as key external stakeholders including Member States representation and counterparts across the U.N. common system.
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2.ย ย ย ย ย Duties and Responsibilities
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The incumbent will perform the following principal duties:
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a.ย ย Provide overall leadership and management of the Talent Management Service, including the Talent Business Partner and Employee Experience Teams (overall 23 colleagues); strategize and lead all talent interventions for the organization including recruitment, learning and development, performance and talent reviews, mobility, culture and engagement, diversity and inclusion, career and succession planning and leadership and management programs. Coordinate tightly with other services within HRMD and the WIPO Academy to ensure that the Talent Management Service's work is closely integrated/compliments that of other HRMD services.
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b.ย ย Ensure the Talent Management Service proactively provides the support that promotes and enables complimentary leadership, contributes to creating a positive employee experience and drives the culture building process. Oversee the development and constant review of WIPO's learning and development framework, in close collaboration with the Senior Leadership Team, the Learning and Development Task Force and WIPO Academy, to address critical learning needs.
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c.ย ย Design and oversee the implementation of an agile talent management strategy, ensuring alignment with WIPO's Medium Term Strategic Plan and related Human Resources Strategy; to include, inter alia, programs for mobility, diversity and inclusion, development and career planning and the redesign of performance management. Provide strategic and operational oversight to WIPO's organizational transformation initiatives.
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d.ย ย Participate in organizational strategic planning and collaborate closely with Program Managers and Directors, on the formulation and implementation of Organization/Program talent strategies that anticipate talent needs, assess potential risks, and identify mitigation strategies; ensure alignment with WIPO's strategic vision on human resources and business objectives and that the Organization is proactively preparing for the future.
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e.ย ย Ensure WIPO has access to the human capital talent needed to meet business challenges considering all potential sources (employment, outsourcing, partnerships etc.). Guide and advice an agile talent acquisition function capable of addressing accelerating volatility, rapidly evolving hiring needs, and the value-add of a diverse workforce.
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f.ย ย ย Create and deliver HR initiatives across the department that develop and maintain positive working relationships between the organization and its people. Coordinate staff-management consultations and represent the organization as delegated by the Director in internal or external discussions or negotiations with staff representatives, inter-agency bodies and Member states.
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g.ย ย Ensure the effective and efficient management of staff, financial and material resources in the Talent Management Team. Prepare or supervise the preparation of documents, reports and briefings for the Director, Director General and to the Governing Bodies.
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h.ย ย Perform other related duties as required to ensure the success of the Talent Management Service and more broadly the Human Resources Department as a whole.
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3.ย ย ย ย ย Requirements
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Education (Essential)
Advanced university degree in human resources management, sciences, business or public administration or other relevant subject; or a first-level university degree with an additional two years of experience in lieu of the advanced degree.
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Experience (Essential)
A minimum of 15 years of relevant progressively responsible professional experience, of which at least five years at senior management level in the area of HR management, including strategic planning and talent management experience.
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Experience driving change at organizational level.
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Experience (Desirable)
Experience combining both the private and public sectors in the area of HR management.
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Language (Essential)
Excellent written and spoken knowledge of English.
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Language (Desirable)
Knowledge of other UN official languages with a preference for a working level of French.
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Job Related Competencies (Essential)
Sound knowledge of the talent management cycle, including processes and programs in recruitment, competency modeling, performance management, career development, succession planning and training.