Grade: P5
Vacancy no.: RBC/P/HRD/2024/4
Publication date: 16th July 2024
Application deadline (midnight Geneva time): 16th August 2024
Job ID: 12187
Department: HRD
Organization Unit: HR/STR
Location: Geneva
Contract type: Fixed Term
The following are eligible to apply:
- ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the ILO Staff Regulations.
- External candidates.
Staff members with at least five years of continuous service with the Office are encouraged to apply.
Applications from candidates who have already separated from ILO service upon retirement or early retirement, will not be considered.
The ILO values diversity among its staff and welcomes applications from qualified female candidates. We also encourage applicants with disabilities. If you are unable to complete our online application form due to a disability, please send an email to ilojobs@ilo.org.
The ILO welcomes applicants with experience in working within ILO constituents (governments, employersโ and business membership organizations, and workersโ organizations).
Applicants from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future would be particularly welcome. A list of these countries can be found here: ILO Jobs: Non- and under-represented Member States
In addition to the interviews and tests that any candidate may be required to take, successful completion of the ILO Assessment Centre is required for all external candidates and any internal candidate applying to a higher category.
Notwithstanding the general considerations set out in the ILO Staff Regulations, this vacancy announcement is the only authoritative document pertaining to the qualifications required for this position. The minimum required qualifications were determined in view of the specific duties and responsibilities of this position.
The specific language requirements for this position are detailed hereunder. However, external candidates applying for the professional category vacancies and whose mother tongue is not one of the working languages of the Office (English, French and Spanish), shall be required to possess a fully satisfactory working knowledge of at least one of the ILO working languages. If appointed they will be expected to acquire a knowledge of a second working language of the Office during their initial years of service.
Introduction
The position is located in the HR Strategic Support Branch (HR/ STR), which is responsible for designing, developing and implementing the HR strategic support initiatives for all managers in the organisation through the Global HR Partners function and the HR Policy Unit. The position leads the HR Policy Unit, which coordinates work related to designing, developing, implementing, and reviewing all policies, rules and procedures relating to terms and conditions of employment; prevention and resolution of work-related conflicts and ensures the review of all formal grievances and representation before the internal dispute resolutions bodies. It also coordinates the preparation and production of governance documents and the representation of the ILO in common system external bodies.
As head of the HR Policy Unit, the incumbent is primarily responsible for: ensuring the development and implementation of legally sound, fair and transparent HR policies and procedures, and the revision and update of the ILO Staff Regulations, policies and office issuances; managing the administration of the elements of the ILO internal justice system under the responsibility of HRD; managing, presenting and defending HRD proposals and achievements before the JNC and other governance bodies.
The incumbent works under the supervision of the Branch Chief.
Specific Duties
1. Responsible for the review, development, implementation and oversight of new or existing HR policies in line with the strategic objectives and business requirements of the Organization. Keep abreast of HR policy developments and best practice in the UN common system, international organizations and the private/public sector, and identify areas where HR policy review would be beneficial to the Organization. Lead internal consultation and negotiation on policy proposals as well as internal communication on policy changes to ensure wide acceptance and understanding.
2. Formulate and provide authoritative advice and recommendations on HR policy matters. Represent HRD on HR related legal or policy issues in the ILO, working groups, governance bodies, and inter-agency fora.
3. Lead the design, dissemination, implementation and monitoring of efficient and effective HR processes and procedures in line with policies, related amendments to the Staff Regulations and other administrative issuances.
4. Advise the Branch Chief and HRD Director on the applicability of ILOAT jurisprudence and case law as well as the conclusions and recommendations of the ILO Joint Advisory Appeal Board; provide legal advice, research and analysis on the interpretation and application of the Staff Regulations, policies and procedures, and other HR legal matters.
5. Act as HR focal point for matters linked to the ILO administration of justice system in accordance with the respective procedures and guidelines; ensure the monitoring and continued enhancement of the ILO administration of justice system, in collaboration with the Office of the Legal Adviser (JUR).
6. Manage HR aspects of appeals, grievances, disciplinary matters and other potentially contentious issues and assess possible outcomes and implications, liaising with JUR, as needed. Provide recommendations to the HRD Director on action and ensure HR follow up action is implemented.
7. Advise and consult with managers and staff to address HR legal and policy matters. Establish and monitor key indicators, such as levels and types of grievances, and develop initiatives and solutions to enable positive trends.
8. Oversee the disciplinary processes for the Office. Represent HRD in the ILO Committee on Accountability.
9. Prepare and implement a workplan for the work unit and individual workplans for staff supervised, in line with priorities. Monitor the plan through accurate and timely performance evaluation procedures to ensure achievements of both individual and work unit objectives.
10. Perform other relevant duties as assigned.
These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:
optional section (only if needed)
Generic Duties
- Responsible for the management and administration of a significant portion of the human resources function. Ensure that operating procedures are efficient and provide leadership and motivation to staff. May be responsible for the overall management of committees set up to oversee the administration of procedures and entitlements.
- Plan, develop, review and either approve, or propose for approval, new policies and practices or adaptations to existing ones, ensuring that policies are in line with common system guidelines.
- Advise senior management on new approaches and adaptations of existing HR policies and practices in the implementation of HR programmes and objectives.
- Supervise the preparation of Governing Body documents and HR circulars, tools, manuals, newsletters and briefs. Prepare documents and recommendations for various committees on particularly difficult or unusual cases, or in response to complaints lodged by employees.
- Represent the organization at inter-agency and other often high-level meetings, with delegated authority to commit the organization on HR policy issues within the designated area of responsibility. This includes the review, development and presentation of the organisationโs HR policies and positions, and the preparation of policy papers for submission to these bodies. Report to senior management, the Governing Body and the staff on the outcome of these meetings.
- Plan and conduct organizational needs assessments and training courses, and guide change initiatives, programmes and reviews.
- Represent the organization in negotiations with staff representatives in the functional area of responsibility. This includes the provision of advice on industrial relations and HR policies and their implementation in the organisation and the preparation of technical papers for the relevant committees.
- Exercise delegated authority to propose and approve special measures in compliance with the rules and regulations, interpreting the organisationโs policies with respect to the most difficult and complex cases and provide the rationale for HR decisions serving as precedents.
Required qualifications
Education
Advanced university degree in law. A first-level university degree (Bachelorโs or equivalent) in law with an additional two years of relevant experience, in addition to the experience stated below, will be accepted in lieu of an advanced university degree.
Experience
More than ten years of professional experience, including at the international level, in human resources policy development and international administrative law with progressively increasing levels of managerial responsibility. Relevant professional experience within the UN common system is required. Experience working with the International Civil Service Commission would be an advantage.
Languages
Excellent command of one working language (English, French, Spanish) of the Organization and a working knowledge of a second working language. One of these languages must be English. A working knowledge of a third working language is an advantage.
Competencies
In addition to the ILO core competencies, this position requires:
Knowledge of the general principles of international administrative law and their application in international organizations. Knowledge of jurisprudence of the ILOAT and the UN common system regulatory framework. Strong analytical and conceptual legal skills. Excellent skills in drafting policy documents, rules and guidelines. Ability to identify key strategic issues, opportunities and risks. Ability to make timely decisions under stressful conditions, pressure and high workloads. Thorough knowledge of the work and programmes of the Organization. Excellent leadership skills. Proven ability in the management of staff and proven interpersonal skills. Ability to provide authoritative advice. Seasoned analytical and diagnostic skills to analyse new HR policy, and to foresee possible consequences of its application in the organisation or to resolve abstract interrelated problems. Ability to identify trends and draw conclusions. Ability to design new policies that are transparent, objective and fair, and to persuade management of the advantages of proposed new policies and procedures. Ability to negotiate with staff representatives. Excellent coaching and counselling skills. Ability to work in a multi-disciplinary and multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.
Conditions of employment
- Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. Any offer of employment with the ILO is conditional upon certification by the ILO Medical Adviser that the person concerned is medically fit to perform the specific inherent requirements of the position offered. In order to confirm an offer from the ILO the successful candidate will be required to undergo a medical examination.
- The first contract will be issued for a twenty-four month period.
- A successful external candidate will be on probation for the first two years of assignment.
- Any extension of contract beyond the probation period is subject to satisfactory conduct and performance.
For more information on conditions of employment, please visit the ILO Jobs International Recruitment page.
Important Information
Any officials of the General Service category interested in applying to this position are hereby informed that, if selected, they will be offered the salary and allowances applicable to the grade of the position applied for, which may result in substantial changes in their take-home remuneration. In accordance with Article 3.4 of the Staff Regulations, the salary of an official, upon promotion, shall in no case be greater than the maximum salary of the grade to which he or she was promoted. For any questions or clarifications, please contact your HR partner at hrpartner@ilo.org
Recruitment process
Please note that all candidates must complete an on-line application form. To apply, please visit the ILO Jobs website. The system provides instructions for online application procedures.
Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place during the 3 to 4 months following the application deadline. Candidates are requested to ensure their availability should they be short listed for further consideration.
Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc. for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews.
The ILO has zero tolerance for acts of sexual exploitation and abuse (SEA) and is determined to ensure that all staff members and all beneficiaries of ILO assistance do not suffer, directly or indirectly, from sexual exploitation and abuse.
To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organisation, the ILO may conduct a background verification of candidates under consideration.Fraud warning
The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.