Talent Manager - Senior Talent Pools
Lead talent management strategies and workforce planning for senior professionals at ICRC.
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Overview
Lead talent management strategies and workforce planning for senior professionals at ICRC.
You have:
- Minimum 10 years of professional experience, including at least 5 in HR generalist, Talent Management, or Workforce Planning roles.
- University degree in Human Resources, Organizational Development, or related field.
- Strong command of data-informed HR practices (dashboards, analytics, forecasting).
- Fluent in English and French (or commitment to reach working proficiency).
- Experience in international and multicultural environments; ICRC field experience is a strong asset.
- Knowledge of Arabic, Spanish, or Russian is an advantage.
Contract
This is a ICRC - Open-ended contract. More about ICRC - Open-ended contracts.
Purpose of the position
As part of the recent PAC’s transformation toward a more integrated and professionalized approach to Talent Management, the Talent Manager – Senior Talent Pools plays a pivotal role in strategic workforce planning, crisis preparedness, and the management of critical talent pipelines. The role ensures that senior professionals are effectively developed, deployed, and supported throughout their careers. We are looking for an experienced HR generalist with a proven track record in Talent Management, capable of linking strategic vision with operational delivery and turning organizational needs into coherent talent strategies.
You will need:
- Proven expertise and tangible results in Talent Management (at HQ or field level).
- Strong knowledge of performance management frameworks and tools (beyond the ICRC system).
- Experience in HR Business Partnering and talent contingency planning (including surge pool design and management).
- Ability to translate strategic direction into practical, data-driven workforce solutions. Meaningful ICRC field experience and a sound understanding of HQ operations and dynamics.
We seek collaborative, mature professionals who demonstrate resilience, adaptability, and a strong ability to embrace and drive change.
Main duties and responsibilities
1. Strategic Workforce Planning
- Lead workforce planning for assigned domains, aligning talent availability with institutional priorities.
- Use HR analytics to forecast skills gaps and guide staffing and development priorities.
- Partner with métiers and HR functions to translate insights into actionable plans.
2. Talent Pool Leadership
- Manage senior-level talent pools, ensuring diversity, readiness, and continuity in critical functions.
- Build and maintain internal and external pipelines for leadership and technical expertise.
- Oversee deployment and succession planning to reinforce organizational resilience.
3. Career Development & Performance
- Act as a trusted HR partner and career advisor to senior talent.
- Design and implement career pathways, development plans, and talent reviews.
- Partner with L&D and Rewards to ensure fair, transparent, and value-driven progression processes.
- Serve as HR focal point for senior staff on contractual, labor law, remuneration, disciplinary, and policy matters.
4. HR Integration & Collaboration
- Lead joint talent strategies with métiers and regional HR teams to ensure coherence between HQ and field.
- Collaborate closely with Talent Acquisition, L&D, and Rewards to deliver an integrated “hire-to-retire” experience.
- Guide and coach Talent Officers to ensure quality, consistency, and efficiency in execution.
5. Policy, Quality & Improvement
- Ensure compliance with HR policies while driving pragmatic, solution-oriented practices.
- Contribute to HR transformation by improving processes, tools, and frameworks.
- Foster a culture of inclusion, accountability, and continuous improvement.
Experience and education background
- University degree in Human Resources, Organizational Development, or related field.
- Minimum 10 years of professional experience, including at least 5 in HR generalist, Talent Management, or Workforce Planning roles.
- Demonstrated record of HR achievements in talent strategy, pipeline building, deployment, or career management.
- Experience in international and multicultural environments; ICRC field experience is a strong asset.
- Strong command of data-informed HR practices (dashboards, analytics, forecasting).
- Fluent in English and French (or commitment to reach working proficiency).
- Knowledge of Arabic, Spanish, or Russian is an advantage.
Desired profile and skills
- Strategic & Analytical: Translates organizational vision into practical HR and talent solutions.
- Collaborative & Mature: Builds trust and fosters consistency across complex networks.
- Solution-Oriented: Balances policy adherence with pragmatic problem-solving.
- Change-Driven: Embraces transformation and leads others through it constructively.
- Data-Savvy: Uses evidence and insights to drive decisions.
- Inclusive & Accountable: Champions fairness, transparency, and engagement.
Additional information
- Location: Geneva
- Type of contract: Long Term Assignment
- Mobility type: Required Rotation
- Length of assignment: 6 years
- Activity rate: 90%
- Estimated start date: May 2026
- Recruiter: Diara Niang
- Application deadline: Sunday, 19th of April 2026
Are you ready to explore the next chapter of your career? Apply now!
The ICRC values diversity and is committed to creating an inclusive working environment. We welcome applications from all qualified candidates.
Our values
- At the ICRC, we value impact, collaboration, respect, and compassion. We seek candidates who demonstrate behaviors based on these shared values. For more information on the ICRC values, please visit this page.
Potential interview questions
| Can you describe a successful talent management strategy you implemented in your previous role? | This question assesses your practical experience and ability to develop effective talent strategies. | Discuss specific examples of strategies you've implemented and their outcomes. |
| How do you approach workforce planning in a rapidly changing environment? | The interviewer wants to understand your strategic thinking and adaptability to change. | Pro members can see the explanation. |
| What tools and frameworks do you use for performance management? | Pro members can see the explanation. | Pro members can see the explanation. |
| Can you provide an example of how you have collaborated with HR teams to achieve organizational goals? | Pro members can see the explanation. | Pro members can see the explanation. |
| How do you maintain diversity in senior-level talent pools? | Pro members can see the explanation. | Pro members can see the explanation. |
| Describe a challenging situation you faced while managing senior talent. How did you handle it? | Pro members can see the explanation. | Pro members can see the explanation. |
| How have you used data to inform HR decisions in your past roles? | Pro members can see the explanation. | Pro members can see the explanation. |
| What are your strategies for ensuring compliance with HR policies while encouraging innovation? | Pro members can see the explanation. | Pro members can see the explanation. |
Added 2 months ago
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Updated 1 month ago
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Source:
careers.icrc.org
