Senior Human Resources Officer

The position is located in the Human Resources Development Department (HRD),, which is the central authority on human resource matters in the ILO and falls within the Management and Reform portfolio. The Department seeks to align the Office’s human resources capacity with the strategic objectives of the Organization to ensure that it can carry out its mission effectively.

The Talent Management Branch (HR/TALENT) in HRD is responsible for the recruitment, selection, mobility and retention of staff; the provision of services related to organizational design and job classification; staff development, training and performance management; and the development of policy work within its areas of expertise.

Within HR/TALENT, the Capability & Performance Unit is responsible for the implementation of the Office’s capability and performance strategy, including management of the performance management framework, centralized capability-developing activities and assuring a career development path through learning activities for ILO staff. The Capability & Performance Unit includes two Senior Human Resources Officers who manage activities of performance management and staff development, based on responsibilities assigned.  The distribution of responsibilities between the two positions is such that the incumbent of this position focuses on learning strategies, design and delivery of centralized staff development activities and support for capability building Office-wide while the other Senior HR Officer has a focus on performance management, rewards and recognition, coaching and executive leadership activities

The position will report to the Coordinator of the Capability & Performance Unit.

1. Design learning needs assessments; propose learning initiatives; and design, implement and coordinate new workshops and programmes in line with organizational needs and incorporating best practices in adult learning.

2. Develop key indicators to assess the impact of centrally-managed training activities, implement evaluation and measurement activities and analyse results, leveraging the functionality available in the ILO’s integrated online Talent Management System.  Make recommendations for further improvement to ensure return-on-investment for the Office.

3. Manage marketing, publicity and communications strategies for programmes, courses and learning events.  Develop online catalogues and activity schedules, manage nomination and enrolment processes, utilising the Learning Management module of the ILO’s integrated online Talent Management System.
 
4. Advise on, promote and support adoption of e-learning and blended learning approaches and methodologies.  Identify, review and introduce new e-learning offerings to address organizational and staff needs. Coordinate development of bespoke e-learning products, ensuring that quality, interactivity and instructional design elements are aligned with best practices in the field of technology enhanced learning.

5. Manage relations and communications with partners, project counterparts, instructional designers, technical developers, facilitators and subject matter experts.

6. Provide recommendations on how to develop learning activities within the Office, including on-the-job training, group training, e-learning and other developmental initiatives.  Cultivate the global network of learning coordinators.  Leverage online meeting tools (such as WebEx) to reach a global audience. Share information on good practices. Provide expert advice on the development of learning strategies.  Monitor and report on the use of devolved staff development funds.

7. Oversee activities of the ILO’s Language Centre in Geneva and the global distance language learning programme.  Assess language learning needs and propose changes to language offerings including the use of blended learning. Maintain relationships with language services provider(s) and UN organizations participating in joint agreements. Oversee and guide the work of the HR Assistant for the Language Training Centre.

8. Coordinate actions and exchange information with HR professionals in other UN organizations on matters related to individual and organisational learning and development and performance management.

9. Formulate and update policies and communications related to staff development and performance management. Conduct trends analysis and draft reporting inputs for internal and external bodies in the areas of learning and performance management.

10. Oversee procurement processes of External Services under the central training funds. Draft Requests for Proposals (RFPs), Waiver Requests and Terms of Reference.  Drive selection processes and draft evaluation reports.
 
11. Assess and monitor the implementation of the Performance Management Framework leveraging the functionality available in the ILO’s integrated online Talent Management System. Analyse cases of non-compliance and recommend appropriate action to staff and managers.  Coach and advise staff and managers on the use of the framework. 

12. Perform other relevant duties as assigned.

These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:

1. Review the work of other professional and general service staff for compliance with HR rules and regulations and for soundness of judgement and conclusions. May also directly supervise a specialized HR unit.
2. Provide expert advice on the development, implementation and administration of the area(s) of functional responsibility. 
3. Assess and determine organisational and programme needs for new or modified HR policies and practices, taking into account changing circumstances and environment, and consult with managers and staff representatives on proposed HR policies or modifications, participating in negotiations with the Staff Union as required.
4. Conceive, formulate, test and advocate within the Organization new and/or improved approaches, processes or techniques for the delivery of HR services. Develop comprehensive and proactive procedures and programmes to deal with the HR needs of the organisation. Plan, direct and monitor the introduction of changes.
5. Formulate the position of the Organization on HR policies and on the application of rules and regulations to highly sensitive or contentious cases and recommend appropriate action to senior management.
6. Analyse and ensure compatibility of HR regulations formulated at inter-agency level with those formulated and applied by the Organization.
7. Determine contentious and complex cases of eligibility of staff to entitlements or benefits. Certify benefits and ensure the correct application of decisions taken at the common system level on entitlements and benefits.
8. Serve as secretary to policy level committees in the area of expertise. Present and discuss technical matters and provide technical advice on positions to be taken at the inter-agency level.
9. Represent the organisation at inter-agency meetings as well as on missions. Prepare papers and statistics, exchange information on practices, negotiate the adaptation of common system practices, and enhance collaboration at the common system level.  Represent the HR department in working group and joint committee meetings in the area of functional responsibility.
10. Prepare and conduct training in the relevant HR field.

Advanced university degree in human resources management, employment law, occupational/organizational psychology, business administration, social science or related fields.

Seven years of professional experience in human resources management, of which at least three years at the international level. Demonstrated experience in the field of learning, capability development and performance management. Experience in the development and coordination of executive and/or blended education programmes, or managing learning activities at a global level is an advantage.

Excellent command of one ILO official language (English or French) of the Organization and working knowledge of the other. Knowledge of a third official language (Spanish) would be an advantage.

In addition to the ILO core competencies, this position requires:

Technical

Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Thorough knowledge of the organisation’s HR policies, rules and procedures. Ability to plan and organise work and to provide guidance and training to staff. Ability to provide expert advice. Ability to persuasively negotiate sensitive and contentious issues. Ability to represent the Organization and to present positions and papers in meetings and committees.

Sound knowledge of adult learning. Demonstrated ability to use learning management systems, online meeting tools, and other technologies to create effective formal and informal learning environments and opportunities.


Behavioural

Communication: Proven ability to write proposals, reports, evaluations and marketing materials concisely and clearly and to communicate effectively orally; Commitment to continuous learning: Keeps abreast of new developments in the area of adult learning, knowledge management and technology-enhanced learning; Teamwork and Collaboration: Good interpersonal skills; Ability to evaluate people and situations to reach logical and fair decisions through an unbiased  common-sense approach ability to establish and maintain effective working relations with colleagues in the organization, implementing partners, consultants and counterparts with sensitivity and respect for diversity. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.