HR Officer (Sourcing & Recruitment) (Multiple positions)

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 74,649 USD and 97,747 USD.

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.

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PURPOSE OF THE POSITION

The purpose of this position is to provide efficient, effective and client-oriented Human Resource services, predominant areas of work are: outreach, recruitment and selection, roster management, onboarding as well as providing strategic advice on HR matters.

OBJECTIVES OF THE PROGRAMME

The Department of Human Resources and Talent Management (HRT) is responsible for providing a sound, well managed, responsive and efficient organization-wide Human Resources Management strategy and global HR advisory services which support the work of WHO and its member states, encompassing, but not limited to: HR Policy Development, Organizational Design and Job Classification, Talent Management (including Succession Planning, Global staffing, Career Development and Training, Rotation and Mobility), application of the UN Common system's Compensation and Benefits, HR Legal Advisory Services, Administration of Justice, Global Staff/Management relations, representation of WHO in inter-agency UN Common System HR initiatives.

DESCRIPTION OF DUTIES

The incumbent will have some or all of the following assigned duties:

1. Outreach

• Supports hiring managers in identifying the best and most appropriate outreach activities to target the talent.
• Sources potential candidates through various channels, such as hosting or participating in career events/job fairs, online channels (social platforms, professional networks).
• Continuously remains abreast of the latest trends in the field of talent acquisition to further and promote the Organization’s brand and reputation as an employer.
• Manages a variety of outlets, such as job postings and social media, while effectively targeting the right kinds of candidates for the job.
• Seeks out and recommends creative new ways of sourcing talent.

2. Recruitment and selection

• Manages vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts.
• Provide guidance to hiring managers and administrative officers/assistants on all aspects related to outreach, talent acquisition and recruitment, both for staff and non-staff.
• Administers selection procedures for fixed-term and temporary staff, advising staff members at all levels of relevant rules and regulations, procedures and practices.
• Serves as an HR Representative on selection panels and ensures there is an adherence to confidentiality and emphasis on a transparent, consistent process and on promoting organizational diversity and mobility policies as an organizational priority.
• Reviews vacancy announcements for consistency and adherence to the Organization’s policies, develop and review screening questions in close collaboration with the hiring manager.
• Works closely with hiring managers and recruitment assistants to establish key activities and agree on schedule and tools for the selection process to ensure an efficient and fast process.
• Screens and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short-listed.
• Develops and reviews interview questions, proposed presentation tasks, technical questions and tests proposed by the hiring manager for appropriateness and relevance to the job and may also be involved in developing the same.
• Reviews proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advises the hiring manager and panel members on any inconsistencies.

• Drafts selection reports ensuring that all steps of the process are well documented, and the selection file is compliant with the Organization’s policies.

  3. Roster Management

• Works closely with managers to develop consultant and other rosters to best support technical work implementation.

• Oversees the maintenance of the rosters to ensure that the data and information is always up to date.

  4. General

• Keeps abreast of developments and latest trends in various areas of human resources, with particular focus in the areas of talent acquisition, outreach, recruitment and selection, onboarding, entitlements and benefits.

• Participates in human resources task forces and working groups identifying issues/problems and synergies, formulating guidelines, and proposing and implementing new procedures, latest technologies, tools and practices as appropriate.
• Perform all other related duties as assigned.

REQUIRED QUALIFICATIONS

Education

Essential: A first level university degree in human resources management, public or business administration, or other related fields.

Desirable: Advanced level university degree or training or certification in the area of Human Resources management.

Experience

Essential****: At least five years of experience in the professional field of human resources management of which at least two years must be in managing selection and recruitment processes independently. A minimum of two years of experience at the international level. Proven experience in at least one of the other specialized areas of classification, contract administration, compensation, and performance management.

Desirable: HR experience in the UN system and/or a multinational environment.

Skills

Knowledge of human resources management practices, with a focus on outreach, screening, recruitment and interview techniques. Knowledge of latest IT based recruitment systems. Knowledge of other international organizations’ practices in areas of talent acquisition would be an advantage. Good skills in ERP systems. Excellent skills in word processing, spreadsheet and presentation software.

WHO Competencies

Teamwork

Respecting and promoting individual and cultural differences

Communication

Creating an empowering and motivating environment

Moving forward in a changing environment

Producing results

Use of Language Skills

Essential: Expert knowledge of English. Intermediate knowledge of French or other WHO language (Arabic, Chinese, Russian or Spanish).

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 60,962 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 1,356 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level, in different locations, and for Fixed-term and Temporary contractual arrangements with varying contract durations.
• Only candidates under serious consideration will be contacted.
• A written test may be used as a form of screening.
• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO 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: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.
• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.
• Staff members in other duty stations are encouraged to apply.
• For information on WHO's operations please visit: http://www.who.int.
• WHO is committed to workforce diversity.
• WHO's workforce adheres to the WHO Values Charter and is committed to put the WHO Values into practice.
• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
• WHO has a mobility policy which can be found at the following link: http://www.who.int/employment/en/. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.
• Applications from women and from nationals of non and underrepresented Member States are particularly encouraged.