Team Lead, HR Organizational Design, Workforce Planning & Client Relations

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 136,000 USD and 175,344 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.

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Purpose of the Post:

The purpose of the position is to lead the team of HR Business Partners to provide a full range of strategic and operational HR services that ensure the delivery of efficient and cost-effective people programs enhancing the overall performance of European region and workforce experience. To evaluate program activities of the team; establish milestones, new policies and strategies to address EURO organization design and workforce needs to deliver on the objectives of the Organization.

To provide HR advice to all divisions across EURO and to Country offices; and oversee the proper application of policies, strategic and operational support in the predominant areas of organization design, workforce planning; talent acquisition and management; career management; performance and change management. It also contributes to HR overall goal of creating a credible, pro-active HR Unit that is perceived by staff and management as a value-added resource where confidentiality is maintained, and creative solutions are developed.

Objectives of the Programme and of the immediate Strategic Objective:

The objective of the Division of Business Operations (BOS) is to support the work of WHO in the European Region through delivery of services within the areas of human resources, finance, contracting and procurement, legal advice, information & communications technology, printing, security, facilities management, fixed assets, conference support, travel and transport, safeguarding personnel and staff wellness and well-being. As an enabling function, the division enhances the productivity of the health technical programmes and country offices while at the same time overseeing accountability, transparency and compliance with WHO administrative rules and regulations. The BOS division strives to strengthen the capacity of WHO/Europe to react in an agile way to external and internal changes. The division projects are designed to increase productivity, ensure financial sustainability of the region’s structures, reinforce a client-oriented culture, strengthen country office capacities, and drive strategic initiatives to enhance staff motivation and well-being.

The purpose of the Human Resources and Talent Management (HRT) unit is to partner with the business adding value to the business process and work of EURO through the provision of strategic and operational advice to staff and managers on organization design, workforce planning; policy & procedural guidance; efficient and effective sourcing, recruitment & management of human resources; performance management compliance and advice to influence and promote a culture of continuous performance and ensure that mechanisms for a more inclusive, relevant and supportive performance culture; occupational health and related supports including the staff physician.

Summary of Assigned Duties:

The purpose of the position is to lead the team of HR Business Partners to provide a full range of strategic and operational HR services that ensure the delivery of efficient and cost-effective people programs enhancing the overall performance of European region and workforce experience. To evaluate program activities of the team; establish milestones, new policies and strategies to address EURO organization design and workforce needs to deliver on the objectives of the Organization. To provide HR advice to all divisions across EURO and to Country offices; and oversee the proper application of policies, strategic and operational support in the predominant areas of organization design, workforce planning; talent acquisition and management; career management; performance and change management. It also contributes to HR overall goal of creating a credible, pro-active HR Unit that is perceived by staff and management as a value-added resource where confidentiality is maintained, and creative solutions are developed.

Key duties:

· Lead the design and implementation of organizational design within of the EURO office that enhances organizational effectiveness and empowering staff, fosters organizational collaboration and; supports high performance, technical excellence and country impact;

· Collaborate with the Talent Acquisition and Management counterpart on organization design workforce planning and talent acquisition. Advocate for best HR practices in organizational planning and designs which are aligned with EURO’s Programme of Work;

· Provide expert advice and support to managers to develop optimal capability models including workforce plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities. Support managers with data analysis and trends identification to contribute to and shape decisions making in general, particularly against the HR strategies on diversity to meet WHO’s targets;

· Drive a culture of continuous Service Improvement and promote cross-organizational best practices and synergies;

· Provide leadership and guidance to the team of HR Business Partners and HR Associates in the development and achievement of Service Level Agreements (SLAs) that ensure consistency in approaches and advice across a whole range of HR issues related to organization design, workforce planning; strategic HR partner and; performance and change management;

· Supervise and manage the work of the Business Partners to ensure they partner with the responsible managers to ensure effective implementation of the workforce plan of their client group and oversee the associated HR actions;

· Monitor, review, evaluate and recommend solutions for the Human Resources needs across the EURO region in accordance with applicable HR policies, strategies and procedures;

· Support the HR Manager to provide advice and guidance to managers in technical programs, and country offices on organization and Human Resources development and management and; implementation of organizational changes through effective change management practices, information sharing, problem solving, innovation and transformation initiatives;

· Monitor staff relations, prevent conflicts and propose solutions for proper HR management and resolution of contentious cases; Take initiatives towards positive staff relations, establish high standard of integrity and promptly address cases of abusive conduct or of other types of misconduct;

· Advise on conditions of service for all categories of staff, review staff claims and requests and provide guidance and solutions in accordance with HR policies, procedures and practices;

· Ensure capacity building programmes and events are put in place to keep team members’ skills and knowledge current and updated on a regular basis;

· Review proposed new HR policies and suggest changes and adjustments to align Organization’s Staff rules, practices and procedures to the regional specific needs and work conditions; actively provide input to innovative solutions such as HR policies, rules and approaches to support achievement of organizational needs and effectiveness; and

· Perform other related duties as assigned.

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.

· Emotional awareness; ability to identify and harness one’s emotions and apply them to tasks; and the ability to manage emotions, which includes both regulating one’s own emotions when necessary and helping others to do the same.

Educational Qualifications:

Essential: Master's degree in human resources management, public or business administration, law, social sciences or another area relevant to the position.

Desirable: Training or certification in the area of Human Resources management.

Experience:

Essential: At least 7 years' progressive experience in human resources management some of which should have been obtained in a managerial or supervisory position at the international level.

Desirable: Relevant experience within WHO, the United Nations or other international organizations.

Use of language skills:

Essential: expert knowledge of English

Desirable: working/intermediate knowledge of either French, Russian or German

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 77,326 (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 1501 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

· 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.

· 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.

· 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.