Director, Talent Management Service

WIPO - World Intellectual Property Organization

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Application deadline in 3 days: Tuesday 28 May 2024 at 21:59 UTC

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This is a D-1 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 15 years of experience, depending on education.


The salary for this job should be between 239,266 USD and 301,929 USD.

Salary for a D-1 contract in Geneva

The international rate of 128,707 USD, with an additional 85.9% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

More about D-1 contracts and their salaries.

The deadline for applications has been extended until May 28, 2024.

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.

1. Organizational Context

a. Organizational Setting

A foundational piece of work for WIPO, as set out in the Organization's Medium Term Strategic plan 2022-2026, is to build a Human Resources Framework that is a fit for WIPO's current and future purpose. To this end, work has already begun, with structural and process changes, including the reorganization of the Human Resources Management Department and the establishment of a Talent Management Service. The latter's mission is to continue this transformation and ensure a future-ready, skilled, agile, and 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. The Talent Management Service includes the HR Talent Partners and Employee Experience Teams.

b. Purpose Statement

The Director of the Talent Management Service's (TMS) principal objective will be to build the Organization's talent management infrastructure. Working with WIPO's business programs, regional offices and leadership team and key external stakeholders, s/he will design/develop WIPO's talent management strategy, programs and processes. The position is highly visible and serves as an internal advisor on leadership and executive development, workforce planning and long-term talent planning. The Director, TMS, will be deputized in the absence of the Director, HRMD and provide support to the day-to-day management of the department.

c. Reporting Lines

The Director Talent Management Service reports to the Director of the Human Resources Management Department.

d. Work Relations

S/he liaises extensively with the Senior Leadership Team as well as with Program Directors and Managers throughout the Organization, key internal stakeholders such as the Office of the Legal Counsel (OLC), the Office of the Controller, Program Performance and Budget Division, the WIPO Academy, the Central Services Division and WIPO Staff Council, as well as key external stakeholders including Member States representation and counterparts across the U.N. common system.

2. Duties and Responsibilities

The incumbent will perform the following principal duties:

a. Provide overall leadership and management of the Talent Management Service, including the Talent Business Partner and Employee Experience Teams (overall 23 colleagues); strategize and lead all talent interventions for the organization including recruitment, learning and development, performance and talent reviews, mobility, culture and engagement, diversity and inclusion, career and succession planning and leadership and management programs. Coordinate tightly with other services within HRMD and the WIPO Academy to ensure that the Talent Management Service's work is closely integrated/compliments that of other HRMD services.

b. Ensure the Talent Management Service proactively provides the support that promotes and enables complimentary leadership, contributes to creating a positive employee experience and drives the culture building process. Oversee the development and constant review of WIPO's learning and development framework, in close collaboration with the Senior Leadership Team, the Learning and Development Task Force and WIPO Academy, to address critical learning needs.

c. Design and oversee the implementation of an agile talent management strategy, ensuring alignment with WIPO's Medium Term Strategic Plan and related Human Resources Strategy; to include, inter alia, programs for mobility, diversity and inclusion, development and career planning and the redesign of performance management. Provide strategic and operational oversight to WIPO's organizational transformation initiatives.

d. Participate in organizational strategic planning and collaborate closely with Program Managers and Directors, on the formulation and implementation of Organization/Program talent strategies that anticipate talent needs, assess potential risks, and identify mitigation strategies; ensure alignment with WIPO's strategic vision on human resources and business objectives and that the Organization is proactively preparing for the future.

e. Ensure WIPO has access to the human capital talent needed to meet business challenges considering all potential sources (employment, outsourcing, partnerships etc.). Guide and advice an agile talent acquisition function capable of addressing accelerating volatility, rapidly evolving hiring needs, and the value-add of a diverse workforce.

f. Create and deliver HR initiatives across the department that develop and maintain positive working relationships between the organization and its people. Coordinate staff-management consultations and represent the organization as delegated by the Director in internal or external discussions or negotiations with staff representatives, inter-agency bodies and Member states.

g. Ensure the effective and efficient management of staff, financial and material resources in the Talent Management Team. Prepare or supervise the preparation of documents, reports and briefings for the Director, Director General and to the Governing Bodies.

h. Perform other related duties as required to ensure the success of the Talent Management Service and more broadly the Human Resources Department as a whole.

3. Requirements

Education (Essential)

Advanced university degree in human resources management, sciences, business or public administration or other relevant subject; or a first-level university degree with an additional two years of experience in lieu of the advanced degree.

Experience (Essential)

A minimum of 15 years of relevant progressively responsible professional experience, of which at least five years at senior management level in the area of HR management, including strategic planning and talent management experience.

Experience driving change at organizational level.

Experience (Desirable)

Experience combining both the private and public sectors in the area of HR management.

Language (Essential)

Excellent written and spoken knowledge of English.

Language (Desirable)

Knowledge of other UN official languages with a preference for a working level of French.

Job Related Competencies (Essential)

Sound knowledge of the talent management cycle, including processes and programs in recruitment, competency modeling, performance management, career development, succession planning and training.

Strong leadership and management competencies, including success in leading a team, managing financial resources coupled with effective planning.

Proven ability to lead organizational and cultural change within a results-based and revenue-driven framework.

Ability to articulate management and organizational principles, in a multi-cultural environment respecting cultural, gender and behavioral differences.

Ability to see the big picture, advice and develop strategic and operational solutions to anticipate constraints in the delivery of services and to identify and implement solutions.

Ability to contribute effectively as a member of senior management on organizational issues and priorities in a consultative process. Negotiation skills.

Ability to navigate ambiguity and deliver results.

Excellent interpersonal skills and ability to maintain effective partnerships and working relations both internally and externally with sensitivity and respect for diversity.

Job Related Competencies (Desirable)

Strong digital skills with a focus on the use of technology to transform the work of the organization and the delivery of Talent services.

Good understanding of and familiarity with latest HR technology.

Good knowledge of international public administration procedures.

Good understanding of current HR trends/best practice in the private sector.

4. Organizational Competencies

1. Communicating effectively.

2. Showing team spirit.

3. Demonstrating integrity.

4. Valuing diversity.

5. Producing results.

6. Showing service orientation.

7. Seeing the big picture.

8. Seeking change and innovation.

9. Developing yourself and others.

5. Information

Mobility: WIPO staff members are international civil servants subject to the authority of the Director General and may be assigned to any activities, office or duty station of the Organization. Accordingly, the selected candidate may be required to move from time to time to new functions and/or to another duty station.

Annual salary****:

Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment. Please note that this estimate is for information only. The post adjustment multiplier (cost of living allowance) is variable and subject to change (increase or decrease) without notice. The figures quoted below are based on the March 2024 rate of 91.3%.


Annual salary


Post adjustment


Total Salary


Currency USD

Salaries and allowances are paid in Swiss francs at the official rate of exchange of the United Nations.

Please refer to WIPO’s Staff Regulation and Rules for detailed information concerning salaries, benefits and allowances.

Additional Information

* Initial period of two years, renewable, subject to satisfactory performance. No fixed-term appointment or any extension hereof shall carry with it any expectancy of, nor imply any right to, (further) extensions or conversion to a permanent appointment.

This vacancy announcement may be used to fill other posts at the same grade with similar functions in accordance with Staff Rule 4.9.5.

Applications from qualified women as well as from qualified nationals of unrepresented Member States of WIPO and underrepresented geographical regions are encouraged. Please click on the following links for the list of unrepresented Member States and the list of underrepresented regions and the WIPO Member States in these regions.

The Organization reserves the right to make an appointment at a grade lower than that advertised.


By completing an application, candidates understand that any willful misrepresentation made on this web site, or on any other documents submitted to WIPO during the application, may result in disqualification from the recruitment process, or termination of employment with WIPO at a later date, if that employment resulted from such willful misrepresentations.

In the event that your candidature is shortlisted, you will be required to provide, in advance, a scanned copy of an identification and of the degree(s)/diploma(s)/certificate(s) required for this position. WIPO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: Some professional certificates may not appear in the WHED and these will be reviewed individually.

Additional testing/interviewing may be used as a form of screening. Initial appointment is subject to satisfactory professional references.

Additional background checks may be required.

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