Human Resources Officer

Organizational Setting

FAO’s commitment to environmental sustainability is integral to our strategic objectives and operations.
FAO's Human Resources Division (CSH) provides HR strategies, policies, tools, guidance and oversight to FAO clients worldwide to ensure that the Organization attracts, develops and retains a diverse, skilled and highly motivated workforce, delivering on the mandate of the Organization. Over the next years, CSH will focus on developing and implementing a people centered strategy, and positioning HR as a strategic partner contributing to the achievement of the mandate of FAO.

The Human Resources Division is composed of two main clusters: (i) the Integrated Talent Management cluster, providing advice and managing position management, recruitment, mobility, staff development and training, performance management and social security; and (ii) the HR Strategy and Policy cluster, providing HR strategic guidance, policy and oversight.

The position is located in the Recruitment Branch (CSHR) of the Human Resources Division (CSH) at FAO headquarters in Rome, Italy.

Reporting Lines

The Human Resources Officer reports to the Human Resources Officer (Outreach), under the overall guidance of the Director, HR Division. 

Technical Focus

Management of secondment programmes such as the non-UN secondment programme (experts on loan) as well as the UN secondment programme (inter-agency secondments, transfers and loans). Support in the management of staffing within the Organization, specifically staff placements when there is a Duty of Care obligation, redeployment cases, etc. as well as young talent programme retention for the Young Professional Programme (YPP) and Junior Professional Officers (JPO). 

Key Results

Comprehensive HR expertise for the planning and delivery of multidisciplinary HR programmes, products and services and development of related policies and specialized tools and systems. 

Key Functions
•    Plans and delivers services in designated human resource field(s).
•    Provides advice, policy interpretations and options on how to proceed for the programmes and processes under the responsibility.
•    Researches and analyses requirements, information, data, statistics and/or trends for the preparation of plans, strategies, reports, policies and/or other products.
•    Reviews ongoing service delivery, related policies, procedures and systems to recommend changes, develop proposals and coordinate updates/revisions.
•    Collaborates in the development of information/training materials and products to increase understanding of HR services and policies, promotes capacity development and facilitates change across the Organization.
•    Researches and provides information to management and staff to resolve problems and/or reach agreement on various issues.

Specific Functions

Secondments 
 
•    Provides guidance and operational support to HR colleagues and hiring offices on the Loan of Experts/Officials (non-UN secondments) in conformity with HR rules and policies.
•    In collaboration with the Resource Mobilization Division (PSR) and the hiring office, reviews and prepares the documents required for the recruitment of loaned experts/officials, including a framework agreement and an individual loan agreement, in line with the corporate rules and policies; monitors the non-UN secondments mailbox and provides guidance to hiring divisions. 
•    Supports all administrative aspects related to staff Inter-Agency (IA) exchanges among UN Organizations; prepares relevant internal and external correspondence; prepares statistics and reports and keeps track of data and information on IA exchanges.
•    Coordinates and handles correspondence within FAO and with counterparts within the UN system to ensure smooth implementation of staff Inter-Agency exchanges among UN Organizations.
•    Suggests, as necessary, improved procedures and issues working documents for the good administration of Inter-Agency exchanges.  
•    Contributes to evaluating the efficacy of programme delivery and identifies opportunities to further enhance it, including specific training and related programmes for young talent.
•    Prepares relevant communication, notes and documents to assist Senior Officers.
•    Maintains and enhances relationships with regional HR focal points, the Shared Services Centre (SSC) and other partners.

Staffing

•    Supports placement and retention efforts for YPP and JPO programmes.
•    Acts as focal point on queries on internal reassignment /lateral transfers of staff members; liaises with staff seeking information or wishing to seek transfer opportunities; assists Senior HR management with identifying options for staff to transfer to and/or guide staff when they need support from other available channels (workplace relations, ethics, medical, etc.) depending on the circumstances. 
•    Performs other duties as required.

Minimum Requirements

•    Advanced university degree in human resources management, social sciences, economics, business, public administration, computer science, organizational development, industrial psychology, law or a related field.
•    Five years of relevant experience in human resources management, including talent acquisition and management, outreach and sourcing
•    Working knowledge (full proficiency – level C) of English and intermediate knowledge (intermediate proficiency – level B) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).

Competencies

•    Results Focus
•    Teamwork
•    Communication
•    Building Effective Relationships
•    Knowledge Sharing and Continuous Improvement

Technical/Functional Skills

•    Work experience in more than one location or area of work, particularly in field positions.
•  Extent and relevance of experience in human resources talent acquisition and management, outreach and sourcing with focus on youth talent initiatives. 
•    Extent and relevance of experience in development and implementation of human resources recruitment policies and procedures.
•    Ability to analyse complex issues and processes and suggest solutions.
•    Experience in partnership and engagement building would be an asset.
•    Experience with project budget cycles is an asset.
•   Familiarity with automated human resources management systems and extent of experience in using human resources information management systems and creating HR analytics.
•    An HR professional certification is considered an asset.