Human Resources Officer

WHO PHL organization mission TBD

The WHO Regional Office for the Western Pacific (WPRO) is dedicated to improving health and well-being across its member states. Its mandate includes providing technical support, facilitating health policy development, and promoting evidence-based health practices. WPRO focuses on addressing key health issues such as infectious diseases, non-communicable diseases, and health systems strengthening. WPRO operates through three main technical clusters: Universal Health Coverage, Communicable Diseases, and Non-Communicable Diseases. The Non-Communicable Diseases (NCD) Management Programme contributes to the Universal Health Coverage and Communicable and Non-Communicable Diseases cluster in the Regional Office. The strategic agenda aims to reduce the disease burden in the Western Pacific Region by guiding the disease control agenda and utilizing analytics to inform strategic investments and tailored interventions.

In constant collaboration with management office of the assigned office, the HR Officer is responsible for the following areas:

Workforce Planning and Talent Acquisition:
1. Advocate for best HR practices in organizational planning and design aligned with WHO's Global Programme of Work.
2. Provide advice and support to managers in developing workforce plans, including succession planning, function design, and candidate profiles.
3. Partner with managers to ensure effective implementation of workforce plans and oversee associated HR actions.
4. Manage and coordinate recruitment plans for the client group in consultation with the Regional and HQ Sourcing and Recruitment teams, ensuring timely organization of competitions and participating as an HR Representative on selection panels as needed.

5. Assist the client group in interpreting workforce data and statistics against HR strategies to meet WHO's diversity targets.

HR Partner and Career Management:

1. Support and monitor all HR actions related to positions and staff within the client group in the Regional Office/Country Office, including onboarding, briefing newcomers, reassignment, acting arrangements, temporary assignments, and separations.
2. Monitor the hiring of consultants and interns, ensuring compliance with requests and onboarding processes.
3. Provide guidance to managers on HR policies, recruitment and selection, contractual modalities, benefits, entitlements, and performance management.
4. Serve as the focal point of contact for the workforce on HR-related matters, offering, briefings, and advice on performance management.

Performance and Change Management:

1. Support managers in implementing organizational changes through effective change management practices, information sharing, and problem-solving initiatives.
2. Partner with managers and staff during conflict situations to foster mutual understanding and resolution.
3. Advocate for HR policies that support work-life balance and well-being initiatives.
4. Ensure compliance with performance management cycles within client groups and promote a culture of continuous performance improvement.
5. Provide expertise and coaching to managers and staff in performance management, including the development of performance improvement plans.

Strategic HR Central Function:

1. Contribute to a strong team of HR professionals to exchange information and work collaboratively to ensure consistent application of HR policies.
2. Provide feedback on the effectiveness and impact of HR policies to inform improvements and developments.
3. Propose enhancements to existing policies, processes, tools, and reports, and take the lead in shaping and developing these initiatives.
4. Perform all other related duties as assigned and backstop other team members when absent to maintain workflow efficiency.

Communications and Training:

1. Develop and implement effective HR communication strategies to enhance understanding of HR policies and practices among staff.
2. Organize and facilitate training sessions for staff on HR processes, performance management and other areas.
3. Create informative HR publications to support outreach efforts and engage staff in HR initiatives.
4. Collaborate with management to identify training needs and develop tailored programs to address skill gaps and enhance workforce capabilities.

Results/expected outputs:

As an active member of the WHO WPRO HR team, the HR Officer will provide efficient, timely, responsive, client-oriented, and high-quality support to WHO and its beneficiaries in the accomplishment of their functions, including Workforce Planning and Talent Acquisition, Strategic HR Partnership, Performance and Change Management, Collaboration and Policy Development and Leadership and Transactional Management.