Senior Manager, Employee Experience Unit
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Contract
This is a P-5 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.
Salary
The salary for this job should be between 204,886 USD and 256,769 USD.
Salary for a P-5 contract in Geneva
The international rate of 110,869 USD, with an additional 84.8% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.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.
More about P-5 contracts and their salaries.IMPORTANT NOTICE REGARDING APPLICATION DEADLINE: please note that the deadline for applications is indicated in local time as per the time zone of the applicant’s location.
1. Organizational Context
- Organizational Setting
The position is located in the Employee Experience Unit of the Talent Management Service, in the Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a future-ready and skilled workforce. The Employee Experience Unit functions as a problem solving area that integrates and executes all HR disciplines, interconnecting projects in an agile and unified manner. It is at the heart of HRMD, providing specialist expertise and creating and upgrading HR-related policies and practices. The Employee Experience Unit works closely with employees and managers as well as with external experts who provide deep HR expertise to assist with project assignments.
- Purpose Statement
The Senior Manager of the Employee Experience Unit, contributes to transforming HR at WIPO to deliver forward thinking capabilities and programs that enable the Organization to respond in a timely and effective manner to changes in the business environment and improve the employee experience. S/he is responsible, for ensuring integrated talent programs and processes, underpinned by technology that recognize the interdependencies between talent acquisition, mobility, learning, performance, engagement, succession planning, diversity and inclusion, well-being, culture and compensation.
- Reporting Lines
The Senior Manager, Employee Experience Unit, reports to the Director of the Talent Management Service; and cooperates closely with the Talent Partners Unit and other functions within HRMD, as well as with Sector Leads, Managers, Employees and external providers.
2. Duties and Responsibilities
The incumbent will perform the following principal duties:
a. Manage an agile team of problem solvers that define talent problems and hypothesize, test and build solutions (that drive leading HR, people-focused, practices and processes across the broad spectrum of HR strategy, talent and compensation) applying deep HR functional knowledge and a strong understanding of business priorities and market trends, while focusing on addressing and adapting to WIPO’s business needs.
b. Build a pipeline of external sources of expertise, to complement internal skills and ensure the right balance of specialist expertise/knowledge to provide agile services focusing on solution delivery; while ensuring the flexibility for the unit to allocate resources as business needs evolve, and ensure that the Employee Experience Unit is adaptive, resilient and customer-centered.
c. Develop strong and effective partnerships with Talent Business Partners, other HRMD functions, as well as with Sector Lead(s), managers and employees to keep abreast of business and people developments, to ensure that Talent Management initiatives meet evolving business/people needs. Operate in an integrated manner to deliver solutions to each workforce segment.
d. Working closely with the Talent Business Partners, Sector Leads, Managers and Employees, and cross-functional teams, identify the need for, initiate, and oversee/manage people-focused and fit-for-purpose HR projects to address business needs and opportunities across the different WIPO sectors and contribute to improve the employee experience.
e. Guide and direct the permanent specialist teams that make up the Employee Experience Unit i.e. Talent Acquisition, Diversity and Inclusion, ensuring that these functions adopt an integrated approach and do not operate in silos.
f. Through the introduction of new strategic initiatives (e.g. internal mobility, development focused performance assessment, employee engagement) aimed at improving the employee experience; and contributing to information sharing with management and employees on the positive affect of changes, enhance HRMD’s ability to motivate employees to continuously innovate themselves and maintain relevance and value.
g. Liaise closely with the HR Data and Technology Unit, to ensure the design and development of an employee analytics strategy to understand the impact on engagement and work behavior that can then provide the data basis for decision-making on new initiatives, measuring success, calibrating and improving.
h. Undertake other tasks as required.
3. Requirements
Education (Essential)
Advanced university degree in human resources management, public or business administration, law, science, social sciences or related field. A first-level university degree in any subject with two years of experience in addition to the required experience may be accepted in lieu of an advanced degree.
Experience (Essential)
At least ten years of relevant professional work experience in HR combining deep expertise in at least one area of specialization and wide expertise in other domains of HR, as well as experience in project management, of which five years are at the international level.
Substantial managerial experience in a Senior HR role working closely with the business, and bringing a deep understanding of people issues as well as strong business acumen.
Experience driving the transformation, including using new technologies.
Strong understanding of the collection and application of talent data to improve critical talent and business outcomes.
Experience (Desirable)
Experience in HR management in the private sector.
Language (Essential)
Excellent knowledge of written and spoken English.
Language (Desirable)
Knowledge of other WIPO official languages, particularly French.
Job Related Competencies (Essential)
Strategic thinker with ability to prioritize and identify solutions to meet business needs, support the WIPO Medium Term Strategy and improve the employee experience.
Ability to manage the Employee Experience Unit’s work as an evolving investment portfolio.
Ability to lead cohesive/multi-functional, cross-organizational and diverse teams in a manner that empowers members and encourages the open discussion of challenges and opportunities.
Demonstrated ability to lead with a mindset that empowers teams to function as consultants, advisors and change agents.
Strong stakeholder engagement skills and the ability to build collaborative relationships.
Effective in addressing change and transformation, aligning business objectives with people decisions and problem solving.
Adept at analyzing big data and using data to inform decision-making.
Proficiency with HR and organizational digital tools.
Competent user of Microsoft Office applications (Word, Excel, Outlook, PowerPoint), the internet and information systems, with the ability to adapt quickly to new technology.
Job Related Competencies (Desirable)
Project management skills, ability to work on projects from initiation to completion.
4. Organizational Competencies
- Communicating effectively.
- Showing team spirit.
- Demonstrating integrity.
- Valuing diversity.
- Producing results.
- Showing service orientation.
- Seeing the big picture.
- Seeking change and innovation.
- Developing yourself and others.
5. Information
Mobility: WIPO staff members are international civil servants subject to the authority of the Director General and may be assigned to any activities, office or duty station of the Organization. Accordingly, the selected candidate may be required to move from time to time to new functions and/or to another duty station.
Annual salary****:
Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment. Please note that this estimate is for information only. The post adjustment multiplier (cost of living allowance) is variable and subject to change (increase or decrease) without notice. The figures quoted below are based on the March 2023 rate of 81.8%
P5
Annual salary
$90,664
Post adjustment
$74,163
Total Salary
$164,827
Currency USD
Salaries and allowances are paid in Swiss francs at the official rate of exchange of the United Nations.
Please refer to WIPO’s Staff Regulation and Rules for detailed information concerning salaries, benefits and allowances.
Additional Information
* Initial period of two years, renewable, subject to satisfactory performance. No fixed-term appointment or any extension hereof shall carry with it any expectancy of, nor imply any right to, (further) extensions or conversion to a permanent appointment.
This vacancy announcement may be used to fill other posts at the same grade with similar functions in accordance with Staff Rule 4.9.5.
Applications from qualified women as well as from qualified nationals of unrepresented Member States of WIPO and underrepresented geographical regions are encouraged. Please click on the following links for the list of unrepresented Member States and the list of underrepresented regions and the WIPO Member States in these regions.
The Organization reserves the right to make an appointment at a grade lower than that advertised.
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By completing an application, candidates understand that any willful misrepresentation made on this web site, or on any other documents submitted to WIPO during the application, may result in disqualification from the recruitment process, or termination of employment with WIPO at a later date, if that employment resulted from such willful misrepresentations.
In the event that your candidature is shortlisted, you will be required to provide, in advance, a scanned copy of an identification and of the degree(s)/diploma(s)/certificate(s) required for this position. WIPO 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 these will be reviewed individually.
Additional testing/interviewing may be used as a form of screening. Initial appointment is subject to satisfactory professional references.
Additional background checks may be required.
Added 1 year ago
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Updated 1 year ago
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Source:
wipo.int
