Regional Head of Talent Acquisition P4, Regional Bureau Cairo

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WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status or disability.

TERMS AND CONDITIONS

JOB TITLE: Regional Head of Talent Acquisition

TYPE & LEVEL OF CONTRACT: *Limited Fixed Term P4

UNIT/DIVISION: Human Resources, Regional Bureau Cairo (RBC)

DUTY STATION (City, Country): Cairo, Egypt

REPORT TO: Senior Regional Human Resources Officer

DURATION OF CONTRACT: Two years (extendable up to maximum of four years)

THE POSITION IS BASED IN EGYPT. ONLY NON-EGYPTIANS ARE ELIGIBLE TO APPLY AS THIS IS AN INTERNATIONAL STAFF POSITION

*Limited Fixed-Term Appointment (LFT) position is a non-mobile staff appointment in the international professional category for a limited period for up to 4 years. The position is based in Cairo, Egypt and the selected candidate will not be expected to relocate as per WFP re-assignment practices. Incumbents of LFT positions are not eligible to apply for other mobile positions advertised internally through the Reassignment.

ABOUT WFP

United Nations World Food Programme (WFP) is the world’s largest humanitarian organization working towards zero hunger by 2030, saving lives in emergencies and using food assistance to build a pathway to peace, stability, and prosperity for people recovering from conflict, disasters, and the impact of climate change.

Powered by the passion, dedication, and professionalism of our 20,000 staff worldwide, the United Nations World Food Programme (WFP) works in over 80 countries to bring life-saving food to people displaced by conflict and made destitute by disasters and to help individuals and communities find life-changing solutions to the multiple challenges they face in building better futures.

In 2020, WFP assisted 115.5 million people – the largest number since 2012. For its efforts to combat hunger, for its contribution to bettering conditions for peace in conflict-affected areas and for acting as a driving force in efforts to prevent the use of hunger as a weapon of war and conflict, WFP was awarded the Nobel Peace Prize in 2020.

WHY WORK AT WFP?

SAVING & CHANGING LIVES Make a difference the world will notice. We are driven by our mission to fight world hunger and feed people’s dreams of a brighter future.

GLOBAL COMMUNITY Build bridges that unite people across the world. Being part of a global, diverse and multicultural community like WFP, will continuously expose you to new ideas and perspectives. How we deliver our mission in deep respect for personal and cultural differences and close collaboration between every member of our global team, will certainly enrich your experience and knowledge on so many levels.

UNLIMITED POSSIBILITIES Unlock possibilities you never thought you'd find. WFP goes anywhere it is needed and does whatever it takes to get the job done.

LIFE-CHANGING EXPERIENCE Reach beyond yourself and discover your true potential. WFP offers the kind of life-changing experiences you’re unlikely find in many other organizations.

ORGANIZATIONAL CONTEXT

The Regional Head of Talent Acquisition will be based in our Cairo, Egypt Regional Bureau supporting the Middle East, North Africa and Eastern Europe region. They will develop, gain support for, and implement the strategies needed to identify, attract, and acquire the best talent to meet WFP’s business needs. The ideal candidate has a deep passion for workforce diversity; constantly thinks about how to introduce new methods and ideas for identifying and engaging top talent; and successfully enlists support from the business for talent attraction, networking, and workforce diversity engagement initiatives.

KEY ACCOUNTABILITIES (not all-inclusive)

1. Establish a Regional Center of Excellence for the Talent Sourcing and Talent Acquisition common services for small to medium size country offices in the RBC region. Staff and lead a team of Talent Acquisition/Sourcing specialists to bring in efficient turnaround times and enhance the pool of quality candidates; monitor performance/fulfillment, and provide coaching, training, guidance, and consultation to ensure capacity development and enable high performance.
2. Hard to fill Positions – offer next (tier 2) level specialized support (end-to-end recruitment or sourcing support) for positions that are ‘hard to fill’ due to low supply or due to deployment to ‘Difficult locations’, ‘Senior level’, ‘Emergency Outbreak’, ‘Language specific’ or ‘Senior Level’ positions and at times confidential requirements too.
3. Talent Sourcing Capacity Building Programs - further develop regional level Center of Excellence to support Country offices and effectively use social media platforms. Set the direction for the Centre of Excellence operations by going beyond established processes to develop TA best practices: specifically, develop new procedures for analyzing job markets, establish process for effective talent sourcing; set new selection minimum quality standards and metrics to track progress; build capability with the existing TA teams in the Country Offices and deliver on hard to fill positions where there is no local capacity.
4. Interviewing skills, capacity-building programs to first-time interviewers, and refresher sessions to existing interviewers across the region.
5. Regional Roster Programs – In collaboration with RBC department heads, design and develop various Roster of expert profiles or gender-specific candidates (International Consultants), act as point of contact / high touch engagement for Roster candidates. Build new Rosters in line with RBC Transformation themes/ outcomes.
6. End-to-end recruitment of National Staff Professional or equivalent & above Recruitment and ownership, as a service offered to Country Offices.
7. Labor Market Analysis – conduct macro-level research on Talent availability and trends in RBC countries and identify potential gender talent source studies for various countries in the region.
8. Recruitment Affiliate Partnerships - Built partnerships with external professional associations for targeted recruitment marketing and outreach programs. Collaboration with ‘UN Volunteers’ as a channel leading to ‘Build Talent’ initiatives.
9. Assessment Tools – drive adoption of Psychometric / Personality Assessments tools with a view to eliminate/reduce unconscious bias in selections.
10. Recruitment / Sourcing Tools - Collaborate with HQ and other stakeholders to program manage deployment of various recruitment and sourcing tools (iMocha Technical Assessment, Textio, iMocha Video Interviewing or equivalent tools, etc.). Act as Regional Point of contact for procurement/deployment/adoption of tools such as ‘LinkedIn Recruiter’, ‘Bayt’ etc. Ongoing evaluation of new tools

KEY ACCOUNTABILITIES (continued)

1. Diversity Recruitment Programs – Analyze workforce and recruitment data and metrics to identify gaps & diversity recruitment opportunities and collaborate with country HR teams to help identify key challenges & opportunities. Constantly improve the gender diversity and drive the improvements of talent attraction and recruitment approaches, especially to attract qualified female candidates (with special attention on diaspora), especially to hardship locations.
2. Analyze and Prioritize Strategic Workforce Planning (SWP) Action Plan implementation – Analyze Demand / Staffing needs based on SWP Outcomes and segment Talent enhancement. Conduct Market Research, Talent Mapping to meet new Talent capabilities, that are likely to be brand-new capabilities for WFP.
3. Career Transition Services based on SWP outcomes, develop a catalog of transition services along with identified external partners.
4. Regional Employer Branding Program - In collaboration with the Communications Team, collaborating countries in the region, and other stakeholders, lead /program manage Regional Employer Branding initiatives to disseminate our EVP attributes to targeted talent segments that we are not organically attracting.
5. Advocate for the adoption of high-quality standards in Talent Acquisition with the management and the HR leaders in the Region, show benefits of the improved process, and support resource mobilization to deliver on the goals. Act as an advisor for Country Directors and Regional Director on hiring requests and best choice of talent sourcing based on internal and external talent availability.
6. Other duties as required.

STANDARD MINIMUM QUALIFICATIONS

Education

Advanced university degree in Human Resource Management, Public or Business Administration, Industrial Psychology or other relevant field.

Experience

• Eight or more years of postgraduate professional experience in the field of Talent Acquisition, of which at least 4 years at an international or regional level.
• Experience working as part of a multicultural and diverse team, and/or leading one.
• Deep knowledge of recruiting market in the Middle East and North Africa region is highly desirable.
• Experience of working in the humanitarian sector, with a combination of working in fast-growing progressive organizations in the private sector having mature Talent Acquisition practices.
• Demonstrated success developing and deploying creative, effective candidate pipeline development methodologies and effective outreach strategies.
• Structured and lead multiple talent projects simultaneously to successful completion.
• Strong knowledge of online talent sourcing tools and techniques and also experience in recruiting hard-to-fill leadership positions.
• Experience of managing and developing teams.
• Strong knowledge of Applicant Tracking Systems, technology, and sourcing tools.
• Experience in Employment Branding / Employee Value Proposition concepts / use of Customer Relations Management tools to drive talent attraction campaigns and execute sourcing strategy focused on passive talent.
• Experience in defining Talent Acquisition performance metrics, including Key Performance Indicators and Service Level Agreementss, to monitor effectiveness.
• Experience with WorkDay is highly desirable.

Knowledge & Skills

• Ability to leverage social media to connect with diverse communities to brand and market organization and jobs.
• Sound theoretical understanding of HR concepts and principles with a broad knowledge of best practices, techniques, and processes.
• Good communication skills with the ability to persuade, influence and adapt communication style to different situations and individuals.
• Knowledge of common business principles and processes and the ability to quickly assimilate UN/WFP-specific processes and systems.
• Ability to build and maintain effective work relationships with human resources counterparts, managers, and staff within HQ/regional/country office and effectively manage stakeholders across levels and RB/Country Offices.
• Strong skills on behavioral interviewing and Psychometric assessments (cognitive and personality assessments)
• Ability to establish priorities, and to plan, coordinate and monitor own work plan and those under his/her supervision. Ability to draft clear concise reports or rationale for human resources decisions.

Languages:

• Fluency in spoken and written English is required.
• Intermediate knowledge (level B) of a second official UN language: Arabic, Chinese, French, Russian, Spanish, and/or WFP’s working language, Portuguese is desirable
• Fluency (level C) in Arabic language will be an added advantage

COMPENSATION AND BENEFITS

WFP offers a competitive compensation package including:

• Attractive salary in accordance with industry standards. Please visit United Nations Salary Scales for more details.
• Attractive pension plan
• Spouse and child allowance
• Medical coverage for staff and eligible dependents
• Variety of leave entitlements, including but not limited to 30 days annual leaves per year, maternity/paternity leave, and special leave arrangements.

DEADLINE FOR APPLICATIONS

Deadline to apply for this position is Sunday, 16 October 2022 (11:59 PM Cairo Time).

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All employment decisions are made on the basis of organizational needs, job requirements, merit, and individual qualifications. WFP is committed to providing an inclusive work environment free of sexual exploitation and abuse, all forms of discrimination, any kind of harassment, sexual harassment, and abuse of authority. Therefore, all selected candidates will undergo rigorous reference and background checks.

No appointment under any kind of contract will be offered to members of the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ), International Civil Service Commission (ICSC), FAO Finance Committee, WFP External Auditor, WFP Audit Committee, Joint Inspection Unit (JIU) and other similar bodies within the United Nations system with oversight responsibilities over WFP, both during their service and within three years of ceasing that service.