Human Resources Policy Officer (Digital Strategy and Technology)

Mid Senior Human Resources

Overview

Support the development, implementation and accessibility of HR policies.

You have:

• Master's degree in Human Resources, Public Administration, Social or Political Sciences, Law or a related field from an accredited academic institution with five years of relevant professional experience.
• University degree in the above field with seven years of relevant professional experience.
• At least five years experience in HR Policy, research or HR advisory functions, preferably in an international organization, non-profit environment or the public sector.
• Experience in human resources matters desirable.
• Experience in HR digital transformation, HR information systems, AI-supported tools, or technology-supported process improvement is highly desirable.
• Fluency in English is required (oral and written).
• Working knowledge of French is highly desirable.
• Working knowledge of Spanish and another official UN language (Arabic, Chinese, and Russian) is an advantage.

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. More about P-3 contracts and their salaries.

This is a Fixed Term contract. More about Fixed Term contracts.

Job Identification (Reference Number): 18602 Position Title: Human Resources Policy Officer (Digital Strategy and Technology) Duty Station City: Valencia Duty Station Country: Spain Grade: P-3 Contract Type: Fixed-term (1 year with possibility of extension) Recruiting Type: Professional Vacancy Type: Vacancy Notice Initial duration: 1 year with possibility of extension Closing date: 08 February 2026

Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at IOM workplace culture |International Organization for Migration

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process. For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates 2. Candidates from the following non-represented member states:

Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Tonga, Tuvalu, Vanuatu.

Second tier candidates include: All external candidates, except candidates from non-represented member states of IOM.

Context

Under the supervision of Chief, HR Policy and Staff Relations Division, the HR Policy Officer (Digital Strategy & Technology) supports the development, implementation and accessibility of HR policies by translating policy frameworks into practical, digital and staff-friendly tools, including the HR Handbook, knowledge platforms, and automated HR solutions. The position works at the intersection of HR policy development, knowledge management and digital enablement, in close collaboration with information and communications technology (ICT) counterparts, to contribute to consistent interpretation, accessibility and effective application of HR policies across the Organization. The position contributes to the development of HR policies and strengthening organizational culture, provides advice on interpretation of HR policies, and coordinates policy implementation and the development, modernization and implementation of digital HR solutions. The HR Policy Officer (Digital Strategy & Technology) will play a key role in advancing IOM’s HR digital transformation agenda by researching, designing and coordinating technology‑enabled HR tools, AI‑supported solutions, interactive platforms and automated knowledge resources.

Qualifications

Education

• Master's degree in Human Resources, Public Administration, Social or Political Sciences, Law or a related field from an accredited academic institution with five years of relevant professional experience; or,
• University degree in the above field with seven years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• At least five years experience in HR Policy, research or HR advisory functions, preferably in an international organization, non-profit environment or the public sector;
• Experience in human resources matters desirable;
• Experience in HR digital transformation, HR information systems, AI‑enabled tools, or technology‑supported process improvement is highly desirable;
• Experience in staff relations and the Administration of Justice, preferably in an international organization, non-profit environment or the public sector desirable; and,
• Experience in one of the organizations of the UN Common System and field experience a distinct advantage.

Skills

• Ability to conduct sound multi-disciplinary analysis and present the results for review;
• Demonstrated ability to translate HR policy needs into functional digital solutions in collaboration with technical teams;
• Solid understanding of digital tools, including AI applications, data analytics, workflow automation, digital design and user‑experience principles;
• Solid understanding of AI LLMs and NLP and proven experience in AI prompt engineering;
• Excellent organizational skills and ability to manage multiple priorities under tight deadlines;
• Strong communication skills, with the ability to explain complex issues to diverse audiences and facilitate learning;
• Demonstrated client‑focused approach and ability to anticipate and mitigate risks or implementation challenges; and,
• Ability to work collaboratively in a multicultural environment and to promote inclusion and respect.

Languages

IOM’s official languages are English, French, and Spanish.

For this position, fluency in English is required (oral and written). For this vacancy working knowledge of French is highly desirable. Working knowledge of Spanish and another official UN language (Arabic, Chinese, and Russian) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - All IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – Behavioural indicators (Level 2)

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – Behavioural indicators (Level 2)

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

Notes

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station's country cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Responsibilities

1. Draft policies, procedures, guidelines and administrative issuances on HR matters. Review existing HR policies and propose changes in accordance with identified best practices. Conduct research and propose revisions to strengthen clarity, coherence and usability. Support policy roll-outs by embedding implementation logic into digital and self-service tools. Provide technical advice on the interpretation of HR policies, as well as of the Staff Regulations and Rules. Verify the consistency of policy interpretation across HR digital tools, instruments, and digital platforms.
2. Coordinate the design, development and enhancement of technology‑driven HR tools, in close collaboration with relevant internal stakeholders (e.g., ICT, LEG, Staff Development, Staff Welfare). Support the adoption and governance of key HR digital platforms, including the HR Handbook and staff relations case management systems, with attention to accessibility for all personnel and utilizing Artificial Intelligence for analysis and lessons learned. Translate complex HR policies into clear operational guidance, and user-centric content.
3. Act as the HR focal point for collaboration with ICT on HR policy-related systems, platforms and innovations. Contribute to joint HR-ICT working groups, roadmaps and pilots related to HR digital transformation. Facilitate the integration of HR policy considerations (governance, compliance, reminders, auditability) into system design. Liaise with ICT to manage updates, enhancements and risk mitigation for HR knowledge tools.
4. Build organizational capacity in understanding and using HR policy tools effectively. Develop guidance materials, demos and training content related to HR digital tools and the HR Handbook. Contribute to change management activities linked to HR policy reforms and digitalization initiatives.
5. Support the Staff Relations Unit in handling administrative cases and guidance inquiries, while collaborating closely with ICT to improve data security, confidentiality compliance, and implementation of standardized digital processes for handling sensitive information. Design and implement digital due‑diligence tools and automated workflows.
6. Develop training, communication and knowledge‑sharing materials on HR policies, adapting content, visuals and delivery methods to diverse audiences and platforms. Deliver trainings on respectful workplace topics and support managers in implementing preventive and corrective measures, including targeted interventions.
7. Keep abreast of HR-related developments and promote innovation and continuous improvement by identifying opportunities to leverage digital solutions, automation and data analytics to strengthen HR policy implementation and service delivery.
8. Perform such other duties as may be assigned.

Apply now

Potential interview questions

Added 5 months ago - Updated 4 months ago - Source: iom.int