Human Resources Specialist (Talent and Organizational Development)

Contract

This is a P-4 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 7 years of experience, depending on education.

Salary

The salary for this job should be between 138,547 USD and 178,628 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.

Org. Setting and Reporting The Policy, Organizational and Staff Development Section (POD) is one of the three (3) Human Resources Sections within ICAO’s Bureau of Administration and Services (ADB). Under the overall direction of the Deputy Director, Human Resources (DD/ADB HR), the POD Section, is responsible for HR policy development, organizational development and workforce planning, learning and staff development, disciplinary matters, and performance management. Responsibility for HRM-related change management projects and coordination of UN inter-agency surveys at the Montreal duty station also falls within this Section’s mandate.

The HR Specialist (Talent and Organizational Development) reports directly to the Chief, Policy, Organizational and Staff Development (C/POD). S/He is the HR focal point for talent management and organizational development, learning and staff development, workforce and succession planning, performance management and change management initiatives within the context of ICAO’s strategic direction and programme priorities.

Responsibilities Function 1 (incl. Expected results) Talent Development/Career Management - Develops and implements effective mechanisms for developing, motivating, and retaining employees, in keeping with best practices and with ICAO’s strategic direction, achieving results such as: - Plan, implement and oversee ICAO’s talent development strategy, to drive performance and achieve long-term organizational goals. - Support talent capacity-building initiatives at Headquarters (HQ) and in the Regional Offices (ROs), through the delivery of innovative talent management tools and support for key aspects of people management. - Contribute to the development and implementation of HR practices, procedures and policies pertaining to talent identification, development and performance. - Create an internal talent pipeline, strategically maximizing individual talent, to ensure a ready stream of qualified prospective talent; develop and nurture long-term relationships with potential candidates. - Design and implement a career management programme that supports the Organization’s goals and team performance, and promotes continuous learning as a sound investment. - Develop mechanisms to measure employee engagement e.g. employee satisfaction survey, multiple feedback and transparent appraisals; report post-survey findings and, with managers, develop action plans to improve priority areas of concern. - Model and promote ethical conduct and an intentional culture of equity, diversity and inclusion, and respect for all staff.

Function 2 (incl. Expected results) Performance Management - Manages and coordinates the development and implementation of ICAO’s performance management programme, systems and procedures, achieving results such as:

• Develop and implement an integrated and comprehensive performance management framework, incorporating mechanisms that recognize outstanding performance and address under-performance and foster ongoing dialogue and feedback.
• Identify and analyse performance management needs and design frameworks and programmes to meet these needs, including reward and recognition initiatives. Analyse cases of non-compliance and recommend appropriate action to staff and managers.
• Oversee the ongoing enhancement and development of performance management systems, policies and procedures. Manage, oversee and promote the performance appraisal system, provide ongoing guidance, coaching and advice to managers and staff.
• Ensure regular follow-up and timely completion of performance appraisals across the Organization. Conduct trend, data and risk analysis; provide data-driven reports/briefings to support senior managers in their decision-making.
• Conduct regular review of the performance appraisal system; maintain quality control mechanisms, including ensuring adherence to performance standards, guidelines and procedures; monitor its utilization and make recommendations for its improvement and optimization.
• Monitor, measure and track the effectiveness and impact of performance management solutions, and make recommendations to enhance efficiency, compliance and impact.
• Evaluate, select and manage vendors for the design and delivery of performance management products and services.
• Plan, design and conduct workshops on performance management. Coordinate the development and design of relevant performance monitoring dashboards.

Function 3 (incl. Expected results) Learning and Organizational Development - Manages and coordinates the design, development, and implementation of an agile learning and organizational development (OD) programme, and related policies, processes and procedures, achieving results such as:

• Plan and coordinate the implementation of an effective learning and OD programme, including its operational and policy framework and related systems, procedures and best practices and devise a training communication strategy that ensures messaging and dissemination of communication materials that is timely, consistent, clear and accurate.
• In consultation with ICAO managers, and in keeping with ICAO’s programme priorities, identify organizational competency/skills gaps; conduct learning needs analyses and develop and implement new approaches and innovative training solutions to meet corporate and personalized training needs.
• Strengthen organizational focus on a culture of learning and employee adaptability, through upskilling/reskilling of staff; advise on career opportunities, and encourage personal growth.
• Institute development activities aimed at improving team interaction skills and fostering a climate of trust, cultural diversity, interdependence and cooperation.
• Coordinate the development of an inventory of core, functional and managerial competencies and skills for all staff.
• Conduct impact analysis and evaluation of learning and OD programmes to ensure achievement of goals and objectives within the budgetary framework and in alignment with ICAO’s strategic direction; prepare and analyse regular reports on development activities.
• Coordinate the onboarding of new staff; design, plan, and ensure the delivery of a comprehensive induction programme at HQ, virtually and/or in person, in collaboration with other areas of HR and Bureaus/Offices at HQ and Regional Offices. Provide guidance on Regional Offices’ induction procedures.

Function 4 (incl. Expected results) Workforce and Succession Planning - Provides advice, support and guidance to managers in assessing their workforce and succession planning needs, to meet ICAO’s strategic and operational targets, achieving results such as:

• Coordinate workforce and succession planning in collaboration with ICAO senior managers; forecast future needs and skills gaps and elaborate/recommend short and long-term workforce planning and staffing strategies.
• Proactively develop and implement workforce and succession planning procedures, support systems and tools.
• Assess and forecast organizational and workforce requirements for planning and budget purposes and make recommendations for addressing them.
• Monitor implementation of Bureau and RO HR action plans and prepare comprehensive statistical reports on HR-related topics; make recommendations on achievement of corporate goals, including mobility/rotation, succession planning, EGR.
• Make recommendations on harmonization of the recording, analysis and reporting of HR statistics, within the context of the Organization’s integrated electronic system; collect, analyse and disseminate statistical data on workforce and succession planning.
• In collaboration with other HR personnel and subject matter experts (SMEs), participate in the development and implementation of programmes, activities and projects aimed at enhancing human capacity in the global aviation community.
• Analyze career progression patterns; identify factors inhibiting staff mobility and ICAO's ability to attract and retain staff.

Function 5 (incl. Expected results) HR Data Analytics and Change Management - Leverages HR data and analytics to design, plan and lead change management projects related to Human Resources Management, including results such as:

• Develop a change management strategy driven by data and analytics, and based on situational awareness groups to be impacted.
• Conduct readiness assessment and develop actionable deliverables, including communications plan, change roadmap, coaching and training plan, and implementation plan.
• Provide advice on customized organizational transformation outcomes, and how to achieve them using data-driven judgment.
• Lead the change management process; ensure its adoption and proficiency by use of the right tools, collection of the right data, and investment in analytics capacity. Define and measure success metrics and monitor progress.
• Identify potential risks and anticipated points of resistance, and develop specific plans to mitigate or address pain points.
• Utilize real-time opinion tools to obtain employee feedback, to determine effectiveness of strategies and to reliably gauge or predict employee sentiment or change readiness.
• Support and coach managers and supervisors in guiding their staff through transitions; develop change adoption plan/process.
• Facilitate change management activities with cross-functional team members promote understanding/adoption of HR transformation initiatives.
• Contribute to the automation of HR processes and procedures, and to the optimization of training processes and procedures.
• Support the implementation of digital transformation initiatives, including implementation of electronic/ paperless processes
• In consultation with ICT Section and HR SMEs, support ERP projects related to HRM, as required.

Function 6 (incl. Expected results) Performs other related duties, as assigned.

Competencies Professionalism: Knowledge of human resources policies, practices and procedures applicable to the UN system or other international organizations; and ability to apply them in an organizational setting. Understanding of HR planning, performance management, and career management principles and issues. Knowledge of adult learning training concepts and training approaches, particularly in the areas of reform and change. Experience in designing, implementing and evaluating projects and programmes. Ability to identify issues, formulate opinions, draw conclusions and make recommendations. Ability to analyze data, identify trends and evaluate effectiveness and impact of policies and programmes. Ability to develop strategies and/or solutions to specific and diverse HR problems. High level of discretion, tact and confidentiality. Strong presentation and report-writing skills. Excellent knowledge of management information systems, automated human resources systems, and learning and performance management systems. Well-developed MS Office skills. Ability to work effectively under pressure. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations; is motivated by professional rather than personal concerns.

Communication: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style, and format to match the audience; demonstrates openness in sharing information and keeping people informed.

Planning and Organizing: Develops clear goals that are consistent with agreed strategies; identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently.

Accountability: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

Client Orientation: Considers all those to whom services are provided to be “clients ” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; Identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Judgement/Decision-making: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines that the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

Education Essential: - A first-level university degree in human resources management, public or business administration, organizational development, social sciences, psychology, or in a related field.

Desirable: - An advanced-level university degree (Master’s degree or academic equivalent) in any of the above-named disciplines, or in a related field. - Certification in coaching, training and/or facilitation.

Work Experience - A minimum of ten (10) years of progressively responsible experience in human resources management (HRM) is required.

• Experience in designing and delivering innovative talent development, succession planning or leadership development solutions is required

• Experience in workforce planning, performance management, career support and staff development is required.

• Experience with HR data analytics and Business Intelligence (BI) reporting is desirable.

• Experience in the implementation of digital transformation initiatives and the automation of business processes is desirable.

  Languages Essential: Fluent reading, writing and speaking abilities in English.

Desirable: A working knowledge of any other language of the Organization (Arabic, Chinese, French, Russian, Spanish).

Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice The ICAO Assembly reaffirmed its commitment to enhancing gender equality and the advancement of women by supporting UN Sustainable Development Goal 5 “Achieve gender equality and empower all women and girls.”

Female candidates are strongly encouraged to apply for ICAO positions, especially in the Professional and higher level categories.

It should be noted that this post is to be filled on a fixed-term basis for an initial period of 3 years (first year is probationary for an external candidate).

ICAO staff members are international civil servants subject to the authority of the Secretary General and may be assigned to any activities or offices of the Organization, in accordance with the provisions of the ICAO service code (Staff Regulations). ICAO staff members are expected to conduct themselves in a manner befitting their status as international civil servants. In this connection, ICAO has incorporated the 2013 Standards of Conduct for the International Civil Service into the ICAO Personnel Instructions.

ICAO offers an attractive benefit package to its employees in accordance with the policies of the International Civil Service Commission (ICSC).

The statutory retirement age for staff entering or re-entering service after 1 January 2014 is 65. For external applicants, only those who are expected to complete a term of appointment will normally be considered.

Remuneration: Level P-4 Rate Net Base Salary per annum + Post Adjustment (net) per annum(*) USD 75,602 USD 35,759 (*) Post Adjustment is subject to change.

United Nations Considerations In accordance with ICAO Staff Regulations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard shall be paid to the importance of recruiting staff on as wide a geographical basis as possible and ensuring equal gender representation. Subject to the foregoing, selection of staff members shall be made without distinction as to race, sex or religion, nor shall there be any discrimination on account of any disability of a candidate who meets the qualifications required to perform the tasks. Unless otherwise permitted under the ICAO Staff Regulations, appointment and promotion of staff members shall be made on a competitive basis.

Candidates will not be considered for employment with ICAO if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts.

Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, Inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the Inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in Inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised in Inspira will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee ICAO does NOT charge any fees or request money from candidates at any stage of the recruitment process, nor does it concern itself with bank account details of applicants. Requests of this nature allegedly made on behalf of ICAO are fraudulent and should be disregarded.