Roster for Human Resources Business Partner, P-4, Fixed-Term, Manila, Philippines (WPRO)

Overview

Provide strategic and operational HR services to support programme implementation

You have:

• A minimum of 7 years of broad professional HR experience in three specialist areas.
• An Advanced level university degree in human resources management or relevant field.
• Written and spoken English is required.
• Experience providing advice to senior management teams.
• Knowledge in conflict resolution and coaching.

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 123,446 USD and 159,158 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.

Background and Justification

Purpose of the Position

The purpose of the post is to provide the full range of strategic and operational HR services to the assigned Division or client group to support and facilitate programme operations and implementation, in a proactive and pragmatic manner.

Job Description

Objectives of the Division and of the immediate Strategic Objective

The Administration and Finance Division provides administrative and financial services to all the regional activities and programmes to facilitate the achievement of WHO objectives.

The Department of Human Resources Management (HRM) is responsible for providing a sound, well managed, responsive and efficient organization-wide Human Resources Management strategy and global HR advisory services which support the work of WHO and its member states, encompassing, but not limited to: HR Policy Implementation, Organizational Design and Job Classification, Talent Management (including Succession Planning, Career Development and Training, Rotation and Mobility), application of the UN Common system's Compensation and Benefits, Staff/Management relations, representation of WHO in inter-agency UN Common System HR initiatives.

Organizational context

Based in HRM and assigned to a specific Division or client group, the position reports directly to the Regional HR Manager, P-5. As a HR Business Partner and strategic adviser on all HR issues, working closely with the assigned Division or client group, and depending on the size and complexity of the client group, the incumbent may be assisted by additional HR specialists and/or support staff; and provides strategic and operational advice on, but not limited to, workforce strategic planning, succession planning, job design and classification, talent acquisition (recruitment and selections), entitlements and benefits, performance and career progression issues, training and leadership development, appropriate contract types and related special agreements, etc.). The HR Business Partner liaises closely with the Divisions/Country Offices on a number of HR related matters and crosscutting projects. The post is instrumental in taking initiative on a vast array of HR-related actions and topics, including advising, executing and translating into action, Division and Departmental workforce plans that support the attainment of objectives and goals of the Division or Department(s).

Summary of Assigned Duties

In constant cooperation and dialogue with senior and mid-level management of the assigned Division, the incumbent is responsible for the following areas:

1. Workforce Planning and Talent Acquisition

• Advocate for best HR practices in organizational planning and designs which are aligned with WHO’s Global Programme of Work.
• Provide expert advice and support to managers to develop the programme’s workforce plans, including succession planning, design of functions and post description/terms of reference & defining candidate profiles and contractual modalities.
• Partner with the responsible managers to ensure effective implementation of the workforce plan of the client group and oversee the associated HR actions.
• Manage and coordinate recruitment plans for the Division or client group in consultation with the Sourcing and Recruitment team, and ensure competitions are organized in a timely manner, taking the role of HR Representative on selection panels where needed.
• Support the Division or client group with the interpretation of workforce data and statistics against the HR strategies on diversity to meet WHO’s targets.

2. Strategic HR Partner and Career Management

• Coordinate and monitor all HR actions related to positions and staff based in the client group; onboarding, briefing of newcomers, reassignment/lateral moves, acting arrangements, temporary assignments, loans and secondments, waivers on specific policy requirements, contract extensions, special leaves, separations.

• Monitor the hiring of consultants and interns for the client group, including review of requests for compliance, on-boarding and requests for waivers to HR policies.

• Provide managers with guidance and clarifications on HR policies, rules and regulations, recruitment and selection, contractual modalities, benefits and entitlements, performance management.
• Serve as first point-of-call for the workforce from the client group on all HR related matters and provide counselling, briefing/induction to staff and management. Advise on performance management and evaluations, entitlements, grievances and other forms of conflict resolutions.

3. Performance and Change Management

• Support managers with implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives.

• Partner with and coach managers and staff through conflict situations to seek mutual understanding and resolution. Diagnose and identify triggers and make recommendations to senior management to mitigate the risk of recurrence.

• Advocate HR policies that support work-life balance and well-being initiatives.
• Ensure compliance of performance management cycles within client groups; promote active engagement of managers and the workforce to instil a culture of continuous performance management and improvement.
• Provide expertise and coaching to managers and staff in the area of performance management and evaluation, including the development of performance improvement plans.

4. Strategic HR central function:

• Anchored in the Department of Human Resources Management (HRM), the incumbent contributes to a strong team of professional HR experts who exchange information and collectively work to ensure consistent and aligned application of HR policies.
• Provide feedback and insights on the effectiveness and impact of HR policies to shape the improvement or development of policies and processes.
• Propose improvements to existing policies, processes, tools and reports and participate and/or take the lead in the shaping and developing the same.

• Supervise HR Officers and Associates.

• Perform all other related duties as assigned and backstops and replaces other HR Business Partners when absent to ensure continued workflow of efficiency.

Recruitment Profile

WHO Competencies

• Teamwork
• Respecting and promoting individual and cultural differences
• Communication
• Moving forward in a changing environment
• Producing results
• Creating an empowering and motivating environment

Functional Knowledge and Skills

• Strong knowledge and skills in the application of human resources management policies, practices and procedures and the ability to apply them in a constant changing and dynamic setting.
• Strong knowledge and skills in the classification, selection, recruitment, entitlements and benefits, HR staffing and performance management.
• Strong analytical skills and the ability to identify issues and formulate recommendations.
• Excellent skills in demonstrating diplomacy, tact, discretion, and confidentiality.
• Strong communication skills and excellent ability to write and draft communication and proposals to HR policies.
• Skills in conflict resolution and coaching.
• Very good knowledge and skills in the use of integrated ERP systems/packages.

Education Qualifications

Essential

• An Advanced level university degree in human resources management, public or business administration, law, social sciences or another area relevant to the position.

Desirable

• Training in other relevant fields would be an advantage.

Experience

Essential

• A minimum of 7 years of broad professional HR experience in at least three specialist areas relevant to the position (workforce planning, succession planning, talent acquisition (recruitment and selections), entitlements and benefits, classification, performance and career progression issues, training and leadership development, management of contracts and workforce other than staff, mobility programmes) at increasing levels responsibility at the international level.
• Proven experience providing advice and guidance to senior management teams.

Desirable

• A minimum of 3 years of relevant experience in WHO or other UN system organization.

Use of Language Skills

Essential: written and spoken English is required

Desirable: French or another WHO language

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 97,139 (subject to mandatory deductions for pension contributions and health insurance, as applicable), and a variable post adjustment, which reflects the cost of living in a particular duty station. 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 multiple positions at the same grade level
• "Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service."
• WHO has a mobility policy which can be found at the following link: http://www.who.int/employment/en/. 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.
• Only candidates under serious consideration will be contacted.
• A written test 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.
• 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.
• For information on WHO's operations please visit: http://www.who.int.
• WHO is committed to workforce diversity.
• 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.
• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
• Applications from women and from nationals of non and underrepresented Member States are particularly encouraged.
• For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.
• 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 for WHO jobs. Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to [email protected]

Potential interview questions