Regional Human Resources Officer - Recruitment and Performance Management, Asia

Vacancy #:	356
Unit:	Asia - Regional Human Resources Unit
Location:	Asia Regional Office, Bangkok, Thailand
Reporting to:	Director Human Resources, Asia
Work percentage:	100%
Function group:	P1
Expected start date:	01 June 2012
Type of contract:	Fixed-term (until 30 May 2014)
Closing date:	29 April 2012

BACKGROUND

Our goal is to deliver proactive and competent Human Resources supported by and through guidelines and procedures that enable IUCN Asia with all its diversity to reach its desired objectives.

The Regional Human Resources Officer – Recruitment and Performance Management, Asia (RHRO - RPM) position supports the Regional Director Human Resources, Asia (RDHR) in ensuring the efficiency and effectiveness of the Human Resources Function in IUCN in Asia. This includes ensuring that an integrated and coherent recruitment system is in place in Asia and that the staff performance management is systemized and a robust mechanism is in place for monitoring;

Overall, this position will support the Regional Human Resources Unit in achieving the mission of the Human Resources Management Group (HRMG) which is “to actively and transparently promote and monitor effective, equitable human resources policies, procedures and practices that adhere to best practice standards”.

SPECIFIC DUTIES AND RESPONSIBILITIES

The RHRO - RPM has a key supporting and guiding role in human resources management in the region. The RHRO - RPM works with staff and managers to implement human resources policies and procedures in fostering a work environment that is progressive, and that ensures equity, fairness, and transparency.

The key responsibilities of this position are to;
1. Support the development and implementation of a comprehensive recruitment process in the Asia Region and administer the recruitment processes as relevant;
2. Support the development and implementation of a comprehensive staff performance management mechanism in the Asia Region and administer these mechanisms.
3. Support the IUCN Asia Regional Operations through ensuring compliance in terms of human resources policies and procedures.

1. SUPPORT THE DEVELOPMENT AND IMPLEMENTATION OF RECRUITMENT SYSTEMS IN ASIA
Staff Recruitment Functions;
1.1 Support the RDHR in the development and the implementation of global initiatives relating to recruitment in the Asia Region including e-recruitment mechanisms;

1.2 Support the RDHR in the development and the implementation of regional recruitment initiatives including those regarding project set up;

1.3 Support the RDHR with the development and execution of comprehensive search of strategies to recruit the right candidates for positions that fall vacant including implementing a recruitment business plan, networking, and direct sourcing in hires in Asia Regional Office (ARO) and the region as relevant;

1.4 Develop and maintain a comprehensive recruitment tracking and monitoring system to coordinate ongoing recruitment efforts in ARO and in the region as relevant;

1.5 Support RDHR in ensuring that the recruitment process emanates from the budget process and that any position being recruited, in ARO and the region as relevant, has been approved through the budget process and is included in the Staff Cost Budget (SCB);

1.6 Ensure that the recruitment process is duly authorized (through paper based or online system as relevant);

1.7 Ensure that the Terms of Reference for the recruiting position are finalized, in collaboration with the Regional Human Resources Officer - Operations, Compensation and Staff Development, Asia (RHRO-OCD) for ARO and the region as relevant;

1.8 Develop Vacancy Announcements (VAs) in collaboration with recruiting manager and advise management on the best options to advertise for maximum yield of quality applicants for ARO and the region as relevant;

1.9 Place vacancies on IUCN’s web based recruitment system, and in the media and/ or in online recruitment channels as appropriate for ARO and the region as relevant;

1.10 Consolidate application lists, conduct long-listing and assist the short listing panel with the short-listing of applicants and take the process through to finalizing the interviews for ARO and the region as relevant;

1.11 Support RDHR and the recruiting manager to develop appropriate recruitment tests, and participate in interview panels representing Regional Human Resources Unit (RHR) for ARO and the region as relevant;

1.12 Coordinate and manage the logistics of the recruitment process including developing interview schedules, inviting candidates, coordinating visa and travel arrangements, preparation of interview packs and facilitate in finalizing the interview panel for ARO and the region as relevant;

1.13 Provide training and share best practices with recruitment managers in ARO and the region as relevant on interviewing skills;

1.14 Conduct the employment reference checks of the selected candidates, and where successful make the offer to the approved candidate under the guidance of the RHHR and in collaboration with the recruiting manager for ARO and the region as relevant;

1.15 Provide timely feedback to internal and external candidates on results of interviews as relevant;

1.16 Lead the obtaining of appropriate work visa process in collaboration with Administration Unit, ARO and guide incoming staff members on the visa processes to ensure that they obtain the correct visa for ARO;

1.17 Arrange and coordinate the logistics for regional induction programmes for new staff and collaborate with RHRO-OCD in preparation of programme content in ARO;

1.18 Develop and maintain a skills roster/database of high potential candidates in the region;

1.19 Maintain a recruitment database (applicants / TOR, etc) and ensure files are updated;

1.20 Develop, nurture and maintain a comprehensive set of recruitment channels (free of charges web sites, network with other similar roles with national and regional INGOs, media) in the region in collaboration with country HR Focal points;

1.21 Build the image of IUCN as an employer of choice in the region (i.e engage in employer branding) and develop links with educational institutions, education and training authorities, networks and other related sources for sourcing high quality human resources and proactively develop and identify alternative ways of attracting high quality human resources in the region;

1.22 Serve as the Focal Point for recruitment in the region and advise and guide HR focal points, management and staff in matters relating to recruitment in general in Asia;

1.23 Develop and maintain close working relationships with other recruitment peers both internally and externally to ensure best practices are learnt and shared;

Volunteer and Intern Recruitment Functions;
1.24 Develop a comprehensive and effective Internship program with both local and international universities, (including AIT, Mahidol University, Princeton in Asia (PiA) and Australian Youth Ambassador’s Programme (AYAD) ) and manage these internship programmes in the region;

1.25 Develop, nurture and maintain relationship with new and existing internship providers and develop a resource pool for internship opportunities in the region;

1.26 Collaborate with and follow-up on internship opportunities identified by the Global Human Resources Management Group;

1.27 Develop, nurture and maintain relationship with new and existing volunteer communities and develop a resource pool for volunteer opportunities in the region.


2. SUPPORTING STAFF PERFORMANCE MANAGEMENT IN ASIA
2.1 Support the RDHR in the development and implementation of global initiatives relating to staff performance management in the region;

2.2 Support the RDHR in the development and implementation of regional performance management programmes based on organisational and employee needs;

2.3 Inform Asia staff on the operationalization of the Performance Management Cycle, and track and follow-up on the deadlines for the cycle with all country HR Focal Points and regularly communicate with all staff in Asia Region on performance management related matters;

2.4 Advise and guide staff and line managers on the process of performance appraisals and on how to write the IWP and conduct the Performance Appraisal process in ARO and the region as relevant;

2.5 Coordinate the submission of Individual Work Plan (IWPs) and Performance Appraisal’s to RDHR and follow up with concerned staff and line managers as required to complete the submission in ARO and the region as relevant;

2.6 Identify learning and development needs across the region (through Senior management input and Aggregate IWP ) and develop a consolidated Training Needs Assessment to be used for staff training and development in collaboration with RHRO-OCD;

2.7 Analyze the rating trend at the complete of each annual performance management cycle and develop and share this analysis and management information report with the RDHR and the Senior Management Team;

2.8 Serve as the regional Focal Point for staff performance management in Asia;

2.9 Proactively develop, initiate and facilitate alternative staff performance management and development activities such as secondments, job swaps, coaching and mentoring in the region in collaboration with RHRO-OCD;

2.10 Proactively support RDHR on talent management both within and without the organization towards recruiting and retaining high quality human resources within IUCN;

2.11 Develop and maintain close working relationships with other staff performance management peers both internally and externally to ensure best practices are learnt and shared.


3. SUPPORTING HUMAN RESOURCES OPERATIONS
3.1 Support the RHHR in the efficient and effective operationalization of the human resources functions in Asia;
Human Resources Monitoring in Asia

3.2 Support RHHR in the development of HR Metrics and coordinate the timely submission of metric information from country HR Focal Points;

3.3 Develop and share HRMIS reports based on the analysis of the HR metrics data with the Senior Management Team to establish impact and effectiveness of business processes and Key Performance Indicators (KPIs);

3.4 Coordinate the submission of the quarterly risk monitoring report with country HR Focal points and develop a consolidated management information report for review by RDHR and the Senior Management Team;

Consultancy related functions;
3.5 Update and maintain a consultant database for the Asia Regional Office in collaboration with Regional Finance Unit and RHRO-OCD;

Regional Human Resources Unit Administration;
3.6 Coordinate with the Administration Unit, ARO to ensure that RHR is sufficiently resourced with office supplies;

Staff communication and networking related functions;
3.7 Lead the preparation of the Asia Regional Human Resources E-Bulletin by encouraging staff to contribute relevant articles for the bulletin and ascertain that HR activities are appropriately reported in the bulletin.

4. SUPPORT RDHR IN ALL HR MATTERS FOR SOUTHEAST ASIA
4.1 Develop a comprehensive understanding of the particular conditions and HR issues of the countries within the respective sub-region;

4.2 Provide comprehensive HR technical support to these countries in close consultation with the relevant member(s) of the Regional HR unit team;

4.3 Advise Country Management on HR operations in these countries with the support of the RDHR/RMHR as and when necessary;

4.4 Advise and guide country HR focal points in the sub-region in ensuring compliance to IUCN HR policies, procedures and norms and to local labour laws;

4.5 Lead the development of the HR functions in the countries under the respective sub-regions and provide technical support and training to the HR Focal points;

4.6 Supervise HR functions and provide services to specified countries within the sub-region.

5. OTHER TASKS
5.1 Carry out other relevant tasks assigned by, and mutually agreed with, the line manager;

REQUIREMENTS

• A degree in Human Resources, Business, Organization Development, or similar academic qualification.

• At least five years of progressive HR experience including in a similar position in an international organisation. Experience in using HR software an advantage.

• Knowledge of international human resources management practices.

• A confident and positive attitude with excellent cultural awareness and sensitivity.

• Excellent attention to detail and a strong solutions orientation with the ability to manage projects through their life cycle.

• Excellent organisational and time management skills.

• Excellent relationship management and communication skills with the ability to work in a dynamic team environment.

• Ability to work under pressure, manage a portfolio of tasks and deal tactfully with sensitive issues.

• Fluency in written and spoken English and Thai.

• Excellent computer skills in a Microsoft Windows environment including Excel and skills in database management and record keeping.

SALARY

The gross annual salary for this position is in the range from THB 749'898 to THB 937'373.

APPLICATIONS

Applicants are requested to apply online through the HR Management System, by opening the vacancy announcement and pressing the "Apply" button.

Applicants will be asked to create an account and submit their profile information. Applications will not be accepted after the closing date. The vacancy closes at midnight, Swiss time (GMT+1 / GMT+2 during Daylight Saving Time, DST).

Other job opportunities are published in the IUCN website: http://www.iucn.org/involved/jobs/