Talent Business Partner

IMPORTANT NOTICE REGARDING APPLICATION DEADLINE:  please note that the deadline for applications is indicated in local time as per the time zone of the applicant’s location.

This post is a limited-term fixed-term post.

1.     Organizational Context

a. Organizational Setting

The position is located in the HR Talent Partners Unit of the Talent Management Service, within the Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a ready and skilled workforce for future. Through the effective recruitment, deployment, development and retention of WIPO's workforce, the Talent Management Service contributes to the delivery of an agile, innovative workforce whose performance is aligned with WIPO's short and long-term goals and where talent management delivers tangible results that positively affect engagement.

b.    Purpose Statement

The Talent Business Partner works closely with the sector lead, managers, and staff as a strategic adviser on HR-related matters. Together with the business, s/he works to identify and build the medium and long-term workforce required to drive business outcomes; designing in collaboration with the Employee Experience Unit, tailored and integrated talent management strategies to attract, acquire, develop and engage talent. The Talent Business Partner supports and advises managers on talent opportunities and challenges across the Organization and has a key role to play in shaping organizational culture. S/he is assigned to specific business areas of the Organization and contributes to the design and implementation of the talent management strategy for those areas.

c.    Reporting Lines

The incumbent works under the supervision of the Senior Manager, HR Talent Partners Unit.

2.      Duties and Responsibilities

The incumbent will perform the following principal duties:

a.   Partner and build strong relationships with sector lead(s), managers and staff in designated areas of responsibility, proactively supporting the strategic agenda of the business and leveraging the overall talent strategy; lead the strategic workforce planning exercise for her/his sector(s), and continuously influence talent management strategies to address current and future workforce gaps.

b.   Assist managers to achieve business strategy and financial targets while integrating the talent strategy, supporting WIPO's mobility strategy, driving performance orientation and contributing to building an organizational culture that supports WIPO's vision.

c.   Keep abreast of developments and ongoing activities in programs under her/his responsibility; regularly review workforce plans with program managers to better adapt the Organization's workforce to evolving business realities and constituents' needs; ensure implementation of new organizational structures in accordance with strategic HR priorities.

d.   Support sector lead(s) and managers in the succession planning process by facilitating discussion on the identification of emerging diverse talent and identifying critical roles required in the present and future. Collaborate with managers and other stakeholders to identify and document the required profiles through informed job design, and to map and proposed HR interventions to reduce talent gaps within the framework of workforce planning.

e.   Advise on performance and development-related matters for her/his sector of responsibility; encourage skills and behaviors development to guide the performance dialogue and contribute to fostering a culture of continuous feedback. Act as a trusted advisor, coaching leaders to drive organizational effectiveness and cultural change; Co-design, when required, agile people approaches, promoting a people-centric culture while ensuring alignment with WIPO's regulatory framework.

f.    Use and encourage the regular and effective use of HR analytics by managers to facilitate talent management, i.e.: talent attraction, development, talent reviews, succession planning, and optimum resourcing; analyze data and statistics for reporting and planning purposes and share information with concerned stakeholders.

g.   Coordinate with sector lead(s), managers and the Employee Experience Unit to ensure timely acquisition of talent for programs under her/his responsibility, ensuring transparency and fairness and promoting internal mobility opportunities. Assist the Talent Acquisition Team by managing recruitment processes and participating in boards when/as needed.

h.   Empower and guide managers and staff at all levels on people engagement issues; ensure managers are apprised of important people-related issues to make timely and informed decisions and to take appropriate action; based on observations/feedback from the business; provide substantive input to inform the development of HR guidelines and policies.

i.    Develop strong and effective partnerships with internal People and Culture functions such as the Employee Experience Unit and the HR Operations Service.

j.    In close collaboration with the Employee Experience Unit, other areas of HRMD, and relevant stakeholders, initiate policy changes to better meet business needs, leading and supporting projects to promote new developments and best practices.