HR Officer (Talent Acquisition - Non-staff Contracts)

Contract

This is a P-2 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 2 years of experience, depending on education.

Salary

The salary for this job should be between 86,203 USD and 117,085 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.

Objectives of the Programme and of the immediate Strategic Objective

The objective of the Division of Business Operations (BOS) is to support the work of WHO in the European Region through delivery of services within the areas of human resources, finance, contracting and procurement, legal advice, information & communications technology, printing, security, facilities management, fixed assets, conference support, travel and transport, safeguarding personnel and staff wellness and well-being. As an enabling function, the division enhances the productivity of the health technical programmes and country offices while at the same time overseeing accountability, transparency and compliance with WHO administrative rules and regulations. The BOS division strives to strengthen the capacity of WHO/Europe to react in an agile way to external and internal changes. The division projects are designed to increase productivity, ensure financial sustainability of the region’s structures, reinforce a client-oriented culture, strengthen country office capacities, and drive strategic initiatives to enhance staff motivation and well-being.

The purpose of the HRT unit is to partner with the business, adding value to the business process and work of EURO through the provision of tactical and operational advice to staff and managers on workforce planning; Policy & procedural guidance - Efficient and effective sourcing, recruitment & management of human resources; performance management compliance and advice to influence and promote a culture of continuous performance and ensure that mechanisms for a more inclusive, relevant and supportive performance culture; occupational health and related supports including the staff physician.

Summary of Assigned Duties:

To contribute to the efficient, effective and client-oriented Human Resource services, predominant areas of work are: outreach, recruitment and selection, roster management, and onboarding of non staff contracts.

Key duties:

Recruitment and selection, Outreach and Rostering of non-staff contracts:

1. Acts as a focal point for hiring managers and administrative officers/assistants on outreach, talent acquisition and recruitment activities for non-staff.
2. Ensures coordination of processes and workflows between the sub-teams in HRT involved in the implementation of the consultant policy,
3. Prepares and disseminates updates and delivers regular trainings to HRT colleagues and clients.
4. Support other HRT sub teams in the clearance of consultant contracts, ensuring compliance with the Organization’s policies.
5. Participates in the administration of selection procedures for non staff, i..e .: contributes to the organization of timely selection panels and serves as an HR Representative on selection panels and ensuring compliant process, adherence to confidentiality and emphasis on a transparent, consistent processes and on promoting organizational diversity and mobility policies as an organizational priority.
6. Drafts and reviews vacancy announcements for consistency and adherence to the Organization’s policies, develop and review screening questions in close collaboration with the hiring manager.
7. Screens and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short-listed.
8. Prepares and reviews interview questions, proposed presentation tasks, technical questions and tests proposed by the hiring manager for appropriateness and relevance to the position description.
9. 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.
10. Contributes to the development of new recruitment tools to rate applicants in line with the WHO competency framework.
11. Participates in the drafting of selection reports ensuring that all steps of the process are well documented, and the selection file is compliant with the Organization’s policies.
12. Maintains various recruitment non-staff rosters and ensures data is up-to-date to timely selection of successfully rostered candidates.
13. Perform all other related duties as assigned.

Selection and Recruitment processes:

1. When required supports the timely organization of selection and recruitment processes to ensure the efficiency of the selection and recruitment processes.
2. Responsible for all actions relating to organizing the recruitment of workforce on staff contracts, which includes and not limited to GS staff, National Professional Officers, Professional staff, Secondments, Junior Professional Officers, and WHO Country Representatives for both fixed-term and temporary positions: screens applications for relevant minimum qualifications, reviews all documentation submitted by the Interested Party, arranges and follows-up on each stage of the selection process, including securing all required documentation from candidates. Participates and organizes in interviews, assists in drafting of interview questions, assists in drafting the final selection report. Reviews all requests for recruitment without advertisement, researches and prepares background documentation relevant to such requests, provides first recommendation to supervisor for decisions.
3. Processes the necessary recruitment actions in the online recruitment tool for all staff contracts and related on-boarding actions.
4. Manages and maintains rosters of workforce on Non-Staff contracts (Consultants, Interns, UN Volunteers). This includes issuance of ad hoc vacancies, screening, maintaining a database with information on availability, functional expertise, and feedback on performance. Maintains a vetting system for consultants to be retained on the roster and data collection on roster usage, as well as cross referencing consultant roster with past interns, volunteers and retirees. Performs outreach to technical areas in HQ and other regions to ensure availability of qualified experts in the consultant roster to cover various technical streams.
5. Monitors the mailbox for contracting of consultants and SSAs and ensures timely processing of requests as per established procedures.
6. Maintains data collection on recruitment activities (Stellis, monitoring tools) to support the HRS unit in the provision of statistics required for reports to executive management, Regional Committee, annual reports, etc. Develops ad hoc reports as and when needed.
7. Reviews all requests for recruitment without advertisement, researches and prepares background documentation relevant to such requests, provides first recommendation to supervisor for decision.
8. Participates in discussions of new or revised procedures and practices, suggesting new or improved internal guidelines, provides advice on interpretation and application of policies, regulations and rules within area of recruitment.
9. Acts as back-up to other team members and provides support to supervisor on ad-hoc recruitment related work assignments; assists other HRS staff as required.

REQUIRED QUALIFICATIONS

Essential: University degree (Bachelor's level or above) in business, human resources, social sciences or relevant field.

Desirable: Advanced level university degree (Master’s level) or training in one of the above-mentioned areas or certification in the area of Human Resources management.

EXPERIENCE

Essential: At least 2 years of human resources related and recruitment experience, including experience at the international level. Experience of working with HR and data management software.

Desirable: Relevant work experience with(in) WHO, the UN or a multinational environment.

SKILLS

• Solid knowledge of Human Resources principles and practices
• Strong technical, analytical, and organizational skills;
• Excellent communication and interpersonal skills.
• Solid knowledge of Excel, Word, particularly templates and editing functions.
• Demonstrated knowledge of Oracle based ERP system(s) and data management software;
• Ability to identify and manage one’s own emotions, as well as helping others to do the same.

WHO Competencies

Teamwork Respecting and promoting individual and cultural differences Communication Moving forward in a changing environment Producing Results Creating an empowering and motivating environment

Use of Language Skills Essential: Expert knowledge of English. Desirable: Intermediate knowledge of other UN language (French, Russian or German).

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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 49,254 (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 973 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

• 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 prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• 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.

• *For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

t compliance and advice to influence and promote a culture of continuous performance and ensure that mechanisms for a more inclusive, relevant and supportive performance culture; occupational health and related supports including the staff physician.