Human Resources Officer

Organizational Setting

FAO’s commitment to environmental sustainability is integral to our strategic objectives and operations.

The Human Resources Division (CSH) provides HR strategies, policies, tools, guidance and oversight to FAO Offices 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, the Human Resources Division 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, namely, (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 Human Resources Division (CSH) at FAO headquarters in Rome, Italy.

Reporting Lines

The Human Resources Officer reports to the Senior Human Resources Officer, Head of the Recruitment Branch, under the overall guidance of the Director, HR Division. 

Technical Focus

The Human Resources Officer ensures compliance with HR policies and procedures, coordinates talent acquisition and management-related activities, including recruitment, selection, staffing, staff development and duty of care, particularly in emergency operations but not exclusively limited to them.
In addition, he/she supports the design and implementation of diversity, equity and inclusion (DEI) frameworks, strategies, tools, learning programmes and activities for fostering inclusion, gender parity and greater diversity in the workplace.

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

•    Leads projects and/or work teams; leads and/or participates in divisional teams; provides secretariat services and/or professional HR expertise on Organization-wide HR committees and working groups and represents FAO at interagency meetings.
•    Plans and delivers HR programmes, products and services, including related policies, systems and tools to facilitate the effective recruitment, management, development and retirement of the FAO workforce.
•    Analyses HR requirements, information, data, statistics, relativities, trends, problems and/or issues to support service delivery, new HR initiatives and the preparation of plans, strategies, reports, policies and/or other products.
•    Provides specialist advice and expertise to designated ‘business partners’ on specific or complex cases, staff requirements, policy interpretation issues, labour relations issues and/or best practices, etc.
•    Manages special projects and provides guidance to consultants for the development and implementation of new HR products, tools and systems.
•    Develops information, training materials and products to increase understanding of HR programmes, services and/or policies, promotes capacity development and facilitates the introduction of ‘Change’ across the Organization.
•    Provides information and assistance to management and staff to resolve problems and/or reach agreement on complex issues.
•    Develops relevant performance criteria and indicators to evaluate HR programmes, products and services.

Specific Functions

•    Oversees the overall implementation of talent acquisition and talent management strategies and processes for Professional, General Service and other categories of staff, ensuring the timely provision of HR solutions to meet anticipated challenges and adherence to policies and procedures. 
•    Liaises with external recruitment sources to ensure supply of suitable and qualified candidates; reviews the effectiveness of recruitment sources and takes action for improvement; finalizes relevant analytical reports for monitoring and takes corrective actions.
•    Acts as DEI focal point within the HR Division (CSH), advises senior management and collaborates with HR colleagues across the Organization to mainstream and embed DEI into HR policies and practices to strengthen the advancement of DEI.
•    In collaboration with the Analytics and System Solutions Unit in CSH, maintains reporting and data on all aspects of diversity within the Organization and communicates progress against corporate key performance indicators. 
•    Identifies issues and researches best practices on DEI; reviews HR practices and procedures with a view to improve relevant areas. 
•    Monitors progress, coordinates input and reports on DEI workplace initiatives and policies as necessary; coordinates CSH annual reporting on UN system-wide frameworks and strategies on DEI.
•    Prepares various DEI related written outputs and ensures consistent messaging and regular Organization-wide communication on DEI to relevant stakeholders, such as the Office of Youth and Women (OYW), and in partnership with internal communication colleagues.
•    Works closely with the Learning and Performance Branch (CSHL) and other relevant units to contribute to the design and development of learning and training opportunities linked to DEI. 

Minimum Requirements

•    Advanced university degree in human resources management, organizational development or a related field.
•   Seven years of relevant experience in human resources management, including the implementation of talent acquisition and/or talent management strategies.
•   Working knowledge (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, is desirable.
•    In-depth knowledge of DEI best practices, concepts and programmes. 
•    Extent and relevance of experience in human resources management, including talent management, talent acquisition and outreach, capacity building activities, including the implementation of DEI strategies.
•    Extent and relevance of experience in the implementation of human resources policies and procedures.
•    Familiarity with automated human resources management systems; familiarity with Enterprise Resource Planning ( ERP) systems.
•    Demonstrated experience and ability to analyse complex issues, formulate advice and make recommendations on HR-related matters.
•    An HR professional certification is considered an asset.