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The Human Resources Officer, Employment Practices, develops the Staff Handbook, and coordinates relevant policy update, identifying areas to further improve clarity. Key activities include integrating policy changes, overseeing the master copy of the Handbook, and developing materials to distill policies as they relate to typical employee inquiries. Under the oversight of the manager of the Employment Practices team, the incumbent also advises on and implements legal, policy, and procedural matters relating to employee relations, including the prevention, early resolution, and administrative review of employment disputes; disciplinary processes; work environment matters; performance support matters; and separation processes.
Major Duties and Responsibilities
Develops and updates the Staff Handbook based on input from subject matter experts and LEG, identifying all policies/documents impacted by proposed changes and revising accordingly to ensure policies and practices are consistent, effective, and compliant.
Maintains a master version of the Handbook, accurately consolidating all proposed policy changes and interpretations. Tracks all previous versions and changes to maintain version control and historical records.
Leads the periodic publication of the Handbook, developing materials to inform stakeholders of upcoming releases/changes and developing staff Handbook production timelines.
Catalogues and monitors Staff Handbook policies, identifying outdated policies and synthesizing topic areas. Leverages insights to determine potential policy gaps and escalates issues to subject matter experts to maintain a comprehensive Handbook.
Liaises with HR Operations to facilitate strong knowledge transfer, informing employees of all policy changes and providing guidance on complex customer inquiries related to Employment Practices.
Manages inquiries and requests related to the Separation Benefit Fund, serving as the primary point of contact for staff members and HR units. Prepares detailed Separation Benefit Fund scenarios and agreements for SHRP review as needed. Maintains log of benchmark cases to prepare for and expedite future requests.
Proactively seeks feedback from stakeholders across the Fund to assess policy effectiveness, collaborating with SHRPs to identify areas where Handbook policies could be simplified or articulated more clearly.
Develops materials to advise SHRPs and departments on performance management policies, addressing common issues and clearly distilling appropriate procedures/support channels for relevant activities, such as developing and monitoring performance improvement plans.
Advises as assigned on other matters including the administrative review of employment decisions; disciplinary processes and misconduct related matters; disability accommodations; domestic violence prevention initiatives; questions of HR-related policy application; and related employee relations matters.
Partners and liaises with the Legal Department and with Dispute Resolution System colleagues as necessary. Leads or assists in arranging mediation and/or negotiating settlements of disputes. early resolution.
Performs other job-related duties as assigned.
Minimum QualificationsEducational development, typically a masterโs degree in law (e.g. J.D, LLM) or a bachelorโs degree in law supplemented by a minimum of six years of relevant professional experience.
Specialized Skills and KnowledgeWorking independently, applies legal and analytical skills to identify issues or problems.
Focuses on operational excellence by offering suggestions for improvement, potentially resulting in changes to procedures and policy.
Prepares final products within context of position.
Displays in-depth specific technology, business process, or platform knowledge.
Demonstrates building of knowledge outside of division and a broadened perspective of department and Fund.
Understands new and more complex policies and applies and implements them.
Department:HRDAI Human Resources Department Immediate Office
Hiring For: A09, A10
The IMF is committed to hiring diverse staff, including age, creed, culture, disability, educational background, ethnicity, gender, gender expression, nationality, race, religion and beliefs, and sexual orientation. We welcome requests for reasonable accommodations for disabilities during the selection process. Information on how to request accommodations will be provided during the application process.