Regional Human Resources Manager

Contract

This is a P-6 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 10 years of experience, depending on education. More about P-6 contracts.

PURPOSE OF THE POSITION

To provide a pro-active and strategic leadership in the development and implementation of progressive and responsive HR programmes, services, and policies. The Regional Human Resources Manager (RHRM) will endeavor to create and sustain an environment that enables the WHO Regional Office to meet its strategic objectives and strengthen human resource management. The Regional Human Resources Manager will ensure the proper application of policies, strategic and operational workforce planning, policy formulation, post classification, recruitment, contract administration, performance management, staff development and expert advice to senior management.

OBJECTIVES OF THE PROGRAMME

The Regional Human Resources Manager oversees the human resources function at the WHO Regional Office and ensures the proper application of established staff rules, regulations, policies and practices. The RHRM also implements the various elements of HR strategy, provides guidance and counsel on HR policy matters. He/she issues, proposes, develops for approval, and implements HR policies which align regional and global HR strategy and HR management with WHO business strategy and performance.

The objectives of the Human Resources and Talent Management Unit (HRT) are to carry out, in an efficient and timely manner, all human resources activities for the WHO Regional Office and Country Offices under its responsibility, including workforce planning and analysis, staffing, policy formulation and interpretation, medical services, learning and development, conflict resolution, and strategic advice on human resources matters to staff and management.

DESCRIPTION OF DUTIES

Organizational architect

The Regional Human Resources Manager will coordinate the organizational development-related activities in the EMR Region. The incumbent will also act as a key advisor to the Regional Director in developing and implementing his/her vision, long term strategic goals, policies and systems to meet the Region's current and future staffing needs.

Workforce Strategist

The Regional Human Resources Manager will assist managers in the Regional Office and Country Offices to translate their business strategies into people strategies and relevant HR actions, in order to build a workforce capable of delivering tangible results related to strategic objectives.

Talent Advisor: The Regional Human Resources Manager will develop and drive recruitment strategies, outreach, talent management programmes, succession plans and standards that ensure a robust selection process. The incumbent will be the source of authoritative advice on recruitment-related functions, represent the Region at inter-agency, international and national meetings as and when appropriate and provide advice on talent acquisition opportunities, practices and policies to managers, staff members, potential candidates, officials from Members States, donors and other external stakeholders.

Organizational learning and Performance Catalyst

Through effective communication, mentoring, coaching and staff development, the Regional Human Resources Manager will build strong partnerships with the Regional Office's Senior Management, Country Offices and WRs and their teams, in order to create a positive attitude to people issues, and to increase organizational capabilities and performances. The incumbent will ensure that the staff performance management system is understood and is implemented in a fair, timely and uniform way across the Region. He/she will also lead regional initiatives on staff development and learning strategies and programmes, in conjunction with senior management and counterparts at WHO/HQ, in order to expose staff across the EMR Region to best thinking and available best practices.

HR Services Delivery Owner

In the context of the Global Management System (GSM), the Regional Human Resources Manager will manage HR operations for the EMR Region, in collaboration with the Global Services Center. Through the HRT teams in the Regional Office and Country Offices, the incumbent will plan, direct, assess, monitor and coordinate the provision of HR services (including staff occupational health) to managers and staff across the Region.

Compliance Regulator

In the context of a model based on decentralized administrative functions to managers and the use of GSM, the Regional Human Resources Manager will provide consistent administrative oversight on HR-related issues across the Region, in accordance with the Organization's policies, rules and regulations. The incumbent will also coordinate legal matters related to human resources, in collaboration with the Human Resources Management Department and the Office of Human Resources Policy and Justice (HPJ) at WHO/HQ and will be responsible for industrial relations. In this regard, he/she will be a partner of the Staff Association.

HR Transformation

The Regional Human Resources Manager will develop and lead the implementation of new approaches, working methods, refined processes and programmes needed to support new ways of working and a paradigm shift that enables the HRT team to create efficiency and add real value for business clients and staff.

REQUIRED QUALIFICATIONS

Education

Essential: Advanced university degree in human resources management or industrial relations or public/business administration, or law or other related areas. Desirable: A highest-level academic background (at Ph.D. level) or specialized post-graduate training or professional certification in human resources management.

Experience

Essential: At least 15 years of relevant and progressive experience in people management issues, including at least 5 years working in managerial position at the international level. Desirable: Relevant experience in developing countries, and experience in working in a HR capacity in the private sector and within the UN System.

Skills

Excellent knowledge of human resources management theories and practices; best approaches in talent management; strong abilities in strategic thinking and formulation of strategies and concepts; ability to persuade and influence Business Clients and Staff, and to lead, motivate and empower team members.

WHO Competencies

1. Teamwork
2. Respecting & promoting individual and cultural differences
3. Communication
4. Moving forward in a changing environment
5. Promoting innovation and organizational learning
6. Creating an empowering and motivating environment

Use of Language Skills

Essential: Expert knowledge of English. Desirable: Intermediate knowledge of another WHO official language.

Other Skills (e.g. IT)

Computer literacy: word processing, spreadsheet and presentation software. Knowledge of an ERP system, preferably ORACLE applications.

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 106,023 (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 3137 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
• • Interested candidates are strongly encouraged to apply on-line through Stellis. For assessment of your application, please ensure that: 1 -Your profile on Stellis is properly completed and updated. 2- All required details regarding your qualifications, education, training and experience are provided under relevant sections. 3- Your experience records are properly entered with elaboration on tasks performed at the time.
  • Enhanced WHO Global Competency Model:

  https://www.who.int/publications/m/item/enhanced-who-global-competency-model

• Only candidates under serious consideration will be contacted.

• A written test and/or an asynchronous video assessment 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.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• 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.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion

) are strongly encouraged to apply. Persons w

ith disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int

• An impeccable record for integrity and professional ethical standards is essential. 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.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. 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.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [email protected].

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO's operations please visit: http://www.who.int.

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