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 key initiative outlined in WIPO's Medium Term Strategic Plan 2022-2026 is the development of a Human Resources Framework that meets the organization's current and future needs. The Human Resources Management Department has undergone structural changes, including the establishment of a Talent Management Service. This service aims to ensure a skilled, agile, and innovative workforce aligned with WIPO's goals, fostering engagement and delivering measurable results. The Talent Management Service encompasses the HR Talent Partners and Employee Experience Units.
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b.ย ย ย Purpose Statement
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The primary objective of the Director of the Talent Management Service (TMS) is to establish and enhance WIPO's talent management infrastructure. Collaborating with WIPO's business programs, regional offices, leadership team, and external stakeholders, the Director will design and implement the organization's talent management strategy, programs, and processes. This high-visibility role serves as an internal advisor on leadership development, workforce planning, and long-term talent strategy, while also supporting the day-to-day management of the Human Resources Management Department in the absence of the Director, HRMD.
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c.ย ย ย Reporting Lines
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The Director of Talent Management Service reports directly to the Director of the Human Resources Management Department.
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d.ย ย ย Work Relations
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The Director will liaise extensively with the Senior Leadership Team, Program Directors, and Managers, as well as key internal stakeholders, including the Office of the Legal Counsel, the Office of the Controller, the Program Performance and Budget Division, the WIPO Academy, Central Services Division, and WIPO Staff Council. Engagement with external stakeholders will include Member State representatives and counterparts across the UN 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 leadership and management for the Talent Management Service, overseeing the Talent Business Partner and Employee Experience Units (approximately 23 colleagues). Lead talent interventions across recruitment, learning and development, performance and talent reviews, mobility, culture and engagement, diversity and inclusion, and succession planning. Ensure close integration with other HRMD services and the WIPO Academy.
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b.ย ย Proactively support initiatives that promote effective leadership, enhance employee experience, and drive culture-building processes. Collaborate with the Senior Leadership Team and Learning and Development Task Force to develop and continually refine WIPO's learning and development framework.
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c.ย ย Design and implement an agile talent management strategy aligned with WIPO's Medium Term Strategic Plan, encompassing programs for mobility, diversity, inclusion, career planning, and performance management. Provide oversight for organizational transformation initiatives.
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d.ย ย Participate in strategic planning and work closely with Program Managers and Directors to formulate and implement talent strategies that anticipate needs, assess risks, and identify mitigation strategies, ensuring alignment with WIPO's human resources and business objectives.
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e.ย ย Ensure access to the necessary human capital to address business challenges, guiding an agile talent acquisition function that responds to evolving needs and fosters a diverse workforce.
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f.ย ย ย Develop and implement HR initiatives that foster positive relationships within the organization. Represent the organization in internal and external discussions as delegated by the Director.
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g.ย ย Manage staff, financial, and material resources within the Talent Management Service effectively. Prepare documents, reports, and briefings for the Director, Director General, and Governing Bodies.
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h.ย ย Perform other related duties to support the success of the Talent Management Service and the broader Human Resources Management Department.
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3.ย ย ย ย ย Requirements
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Education (Essential)
Advanced university degree in human resources management, business, public administration, or a related field; or a first-level university degree with two additional years of relevant experience.
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Experience (Essential)
A minimum of 15 years of progressively responsible professional experience, including at least five years at a senior management level in HR management, strategic planning, and organizational development. Experience as a Business Partner.
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Substantial experience in Talent Management, specifically in managing a center of expertise / specialized service across two or more areas including recruitment, management of performance and rewards, learning and development, and employee engagement. This diverse background is essential for leading effective talent strategies that promote growth and a thriving workplace culture.
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Proven track record of driving organizational change.
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Experience (Desirable)
Experience in both private and public sectors in HR management.
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Experience in managing talent acquisition initiatives including full cycle recruitment.
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Language (Essential)
Excellent written and spoken proficiency in English.
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Language (Desirable)
Knowledge of other UN official languages, particularly French, is preferred.
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Job Related Competencies (Essential)
Strong understanding of the talent management cycle, including recruitment, competency modeling, performance management, and career development.
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Leadership and management skills, with a history of successfully leading teams and managing resources.
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Ability to drive organizational and cultural change within a results-oriented framework.
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Strategic vision with strong problem-solving capabilities, particularly in a multicultural environment.
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Effective interpersonal skills, with the ability to maintain partnerships and working relations with diverse stakeholders.
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Job Related Competencies (Desirable)
Proficiency in digital tools and technologies that enhance talent services.
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Familiarity with current HR trends and best practices in both public and private sectors.
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4.ย ย ย ย ย Organizational Competencies
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1.ย ย ย Communicating effectively.
2.ย ย ย Showing team spirit.
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