HR Officer (Talent Outreach)(P3)

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

This is a re-opening of the vacancy. Candidates who already applied do not need to re-submit an application.

Organizational Setting

The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2300 people from diverse scientific, technical, managerial and professional disciplines.The HR Management Section (HMS) provides HR services to the Agency and advice to managers in the areas of recruitment, learning and development, staff relations and the business partner approach.

Main Purpose

Working under the supervision and guidance of the Unit Head or the HR Business Partner, the incumbent will contribute to the successful and efficient talent acquisition and talent capability mapping of staff for IAEA.

Role

The HR Officer (Talent Outreach) is: 1) a specialist, participating in, and providing advice to managers on the talent outreach initiatives and talent acquisition process and activities of the Agency; 2) an analyst, developing and reviewing job profiles, outreach strategies and recommending solutions; and (3) promoting IAEA in outreach activities as well as recommending the use of outreach and other modern sourcing technologies.

Functions / Key Results Expected

Lead and ensure the effectiveness of talent outreach and sourcing initiatives by partnering with both internal and external stakeholder, to set targeted timelines, and provide advice on outreach strategy, such as networking, and the use of social platforms (LinkedIn), job boards, outreach missions, webinars and monthly newsletters. Promote the use of best practice candidate-sourcing techniques, advise recruiting managers on outreach strategy, and conduct seminars and other outreach events with counterparts from Member States to seek and attract potential candidates. Review, analyse and design job descriptions to enhance talent outreach. Research, propose and implement state-of-the-art initiatives on the use of talent acquisition tools and methods, including but not limited to, social media, etc. Analyse, monitor and update outreach metrics and prepare periodic reports identify trends and recommend actions related to outreach efforts and support the recruitment metrics. Coordinate and implement the outreach activities including recruitment mission, conferences, HR Open days, etc. Promote the IAEA as an employer of choice by carrying out impactful and targeted activities such as recruitment missions, job fairs, and presentations at various forums. Participate in and lead working groups in the above areas and keep up-to-date on best practices and contribute to the review of existing policies, procedures and practices related to recruitment and outreach. Conduct training and prepare the outreach related promotional/information materials as required. Provide day-to-day oversight/guidance to interns and junior team members. Contribute to process improvements within the Recruitment Unit and review of policies and procedures by making comments/observations and recommendations. Contribute, as needed, to the successful and timely recruitment activities.

Competencies and Expertise

Core Competencies(Competency Framework)

Name****Definition CommunicationCommunicates orally and in writing in a clear, concise and impartial manner. Takes time to listen to and understand the perspectives of others and proposes solutions. Achieving ResultsTakes initiative in defining realistic outputs and clarifying roles, responsibilities and expected results in the context of the Department/Division’s programme. Evaluates his/her results realistically, drawing conclusions from lessons learned. TeamworkActively contributes to achieving team results. Supports team decisions. Planning and OrganizingPlans and organizes his/her own work in support of achieving the team or Section’s priorities. Takes into account potential changes and proposes contingency plans.Functional Competencies

Name****Definition Client orientationHelps clients to analyse their needs. Seeks to understand service needs from the client’s perspective and ensure that the client’s standards are met. Knowledge sharing and learningActively seeks learning opportunities and actively shares knowledge and information with others; shares specialized knowledge, skills and learning from experience across different situations and contexts effectively. Technical/scientific credibilityEnsures that work is in compliance with internationally accepted professional standards and scientific methods. Provides scientifically/technically accepted information that is credible and reliable.Required Expertise

Function****Name****Expertise Description LegalAgency's Statute, Rules of Procedures, Regulations, Practices and PrecedentsObjectivity and the ability to apply HR regulations and rules in a fair and consistent manner; ability to solve complex issues and propose solutions. Administrative SupportDiscretion and Respect for ConfidentialityA high degree of tact, diplomacy and discretion and proven ability to maintain confidentiality. Human ResourcesInternational Human Resource ManagementKnowledge of international HR principles, concepts and practices. Administrative SupportMS Office (Word, Excel, Outlook, PowerPoint)Proficiency in the use of office software products (MS Word, Excel, PowerPoint, graphs, etc.). Human ResourcesRecruitmentSourcing through specific search methods online tools and job boards to identify talent for nuclear and non-nuclear related positions.Qualifications, Experience and Language skills

University degree in Human Resources Management, Business Administration, Psychology, Organisational Development, Public Administration or related field.

A minimum of 5 years professional experience in human resources management with emphasis on recruitment and talent outreach. Relevant experience at the international level/national level is highly desirable. Good understanding and implementation of recruiting metrics to drive decision-making is strongly preferred. Proficient in using modern software, tools and databases to connect with and reach out to potential candidates. Experience developing and executing recruiting marketing and branding strategies. Experience in handling recruitment related matters with a high degree of tact, diplomacy and discretion, and proven ability to maintain confidentiality. Experience in working effectively with people of different national and cultural backgrounds with sensitivity and respect for diversity.

Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.

Remuneration

The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $64121 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 32061*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; Other benefits include 6 weeks' annual leave, home leave travel, pension plan and health insurance. More information on the conditions of employment can be found at: https://www.iaea.org/about/employment/professional-staff/conditions

General Information

• The IAEA’s paramount consideration in the recruitment of staff member is to secure employees of the highest standards of efficiency, technical competence and integrity.
• Staff Members shall be selected without any unfair treatment or arbitrary distinction based on a person’s race, sex, gender, sexual orientation, gender identity, gender expression, religion, nationality, ethnic origin, disability, age, language, social origin or other similar shared characteristic or trait.
• The IAEA is committed to gender equality and to promoting a diverse workforce. Applications from qualified women and candidates from developing countries are strongly encouraged.
• Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity.
• The IAEA has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and the IAEA, including sexual harassment, abuse of authority and discrimination.

Evaluation process

• The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the selection criteria stated in the vacancy announcement. Applicants must provide complete and accurate information. Evaluation of qualified candidates may include an assessment exercise, which may be followed by a competency-based interview.
• Candidates under serious consideration for selection may be subject to reference and background checks as part of the recruitment process.

Appointment information

• Appointment is subject to a satisfactory medical report.
• Staff members may be assigned to any location.
• Candidates appointed to posts in the Professional and higher categories are subject to IAEA rotation policy and their maximum tour of service shall normally be seven years.
• The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above.