Director, Employment Policy Department Grade: D2

Vacancy No: CALL/D/2013/06 Title: Director, Employment Policy Department Grade: D2 Contract type: Fixed-Term Appointment	Date: 4 March 2013 Application Deadline (midnight Geneva time) 31 March 2013 (12 day(s) until closing deadline) Currently accepting applications   Organization unit:   EMPLOYMENT POLICY Duty Station:  Geneva, Switzerland
The ILO invites interested parties to submit their expression of interest for the following vacancy: - Director, Employment Policy Department (D2) The following are eligible to apply: - Internal applicants in accordance with paragraphs 15 and 16 of Annex I of the Staff Regulations. - External applicants. The ILO values diversity among its staff and aims at achieving gender parity. We welcome applications from qualified women and men, including those with disabilities. Within the context of the ILO's efforts to promote staff mobility, applicants should expect to take up different assignments (field and Headquarters) during their career. Direct selection by the ILO Director-General shall be the method to fill this position. Conditions of employment are described in Appendix II.
INTRODUCTION The Employment Policy Department is the operative arm of the Office responsible for one of the strategic objectives of the Organization which is to provide support to Member countries in the design, planning and implementation of comprehensive employment policies and programmes which aim at achieving full employment and rising living standards. The Department assists ILO tripartite constituents, guided by relevant Conventions and Recommendations, to develop, strengthen and manage effective, integrated employment, development and skills policies that help to maximize the employment impact of economic growth and development while ensuring that they are inclusive, productive and sustainable. The Employment Policy Department draws upon ILO's long experience in the field of research, policy development and technical assistance in all aspects of employment policy and provides ILO member States with tools and assistance to achieve and maintain high levels of decent employment. The Director is responsible for leading and efficiently managing the operation of the Department. The Director will be responsible for programme planning, implementation and evaluation of all Office activities in the field of employment policy and ensuring the provision of technical services within the framework of agreed workplans. The incumbent ensures that the Department carries out its work in close collaboration with other ILO departments and field offices. The Department Director is also responsible for identifying, developing and maintaining close collaboration with relevant international organizations and actors. The position will report to the Deputy Director General for Policy (DDGP).
Description of Duties 1. Provide leadership and overall strategic direction for the Office's work in the area of employment policy within the framework of the Organization's strategy, relevant ILO standards,, conclusions and resolutions of the International Labour Conference and decisions of the Governing Body. 2. Ensure that appropriate and evidence-based policy recommendations and advice are provided to constituents based on relevant international labour standards and are delivered in the context of a comprehensive approach to development, including as defined in the Decent Work Country Programmes (DWCPs). Oversee the development of capacity-building initiatives in member States in employment policy design, governance, management and planning. 3. Proactively involve social partners in policy dialogue at the national and international levels with the aim of fostering national and international consensus on employment policy objectives and development strategies. 4. Advance ILO objectives and influence in global and national discussion and policy on employment policy issues, including by building and maintaining an up-to-date and authoritative employment policy knowledge base. Raise the ILO's visibility and influence on employment policy and related analysis. 5. Represent the Department in the Policy Senior Management Team (PSMT), chaired by the DDGP, and ensure effective coordination, joint work planning and implementation with other departments and the field. 6. Participate in leadership of the global team, including regional field specialists on employment policy, to ensure adequate technical support as well as effective coordination of work across regions. 7. Work closely with ILO's Statistical and other departments to ensure that sound and up-to date data is maintained to support policy design, implementation, monitoring and evaluation. 8. Take overall management responsibility for the Department's human and financial resources, determining priorities and allocating resources for the completion and timely delivery of work products in accordance with results-based management principles. Ensure that key risks are identified, assessed and managed for the achievement of agreed results and that risk management is embedded in all core processes and functions. 9. Lead and manage the staff of the Employment Policy Department, establish and appraise workplan objectives and action plans. Foster a harmonious working environment and empower staff members. Provide authoritative technical guidance, training, tools and information sharing and integrated approaches to HR and career development issues. 10. Ensure that extra-budgetary resource mobilization is adequate to meet the needs of the Department. Represent the Office as required, in coordination with PARDEV, at high-level donor meetings for resource mobilization for employment policy activities. 11. Build and coordinate partnerships with other UN agencies, the international financial institutions, regional organizations, social partners and NGOs, to develop and support country-based initiatives and international advocacy and assistance. Represent the Organization at high-level meetings and negotiations on employment policy questions and promote the Organization's strategies and policies within the UN inter-agency system. 12. Collaborate with the ILO Training Centre in Turin on the development of knowledge-sharing activities in order to enhance the capacity of constituents and staff to plan, formulate, implement and manage comprehensive, integrated employment policies and programmes. 13. Represent the Office on the relevant committees of the International Labour Conference and the Governing Body and other international fora; promote and manage relations with ILO constituents ensuring cooperation within these committees. 14. Perform other duties as may be assigned.
Required Qualifications
Education Advanced university degree in one of the following areas: Economics, Public Administration, Management, Social Sciences, or related field, preferably at the doctoral level.
Experience Minimum of 15 years of progressively responsible professional work experience in the field of employment policy, including at the international level, and including at least ten years in a managerial capacity.
Languages Excellent oral and written command of one of the ILO's working languages (English, French and Spanish) and proficiency in another. Working knowledge of a third language will be considered an advantage.
Competencies  In addition to the ILO core competencies, this position requires: Demonstrated technical and managerial skills in delivering the objectives and policies of the Organization. Skill in formulating and implementing policy, strategies and procedures. Strategic planning skills. Excellent and proven knowledge of operational, administrative and financial procedures, practices and rules in organizations of similar size and complexity. Excellent skills in programme development, execution, monitoring and evaluation. Proven skills and ability in advising and leading work teams. Effective communication and leadership skills to motivate staff, promote interest and engagement. Strong integrity, interpersonal skills, tact and diplomacy. Ability to deal effectively with constituents and donor agencies and provide authoritative technical and policy advice. Decision-making skills. Excellent problem-solving skills. Ability to transfer knowledge in formal and informal settings. Ability to work in a multicultural environment and gender-sensitive behaviour and attitudes.
Additional Information: As part of the recruitment process candidates will be required to take the ILO high-level assessment centre before being considered for interview.
APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR AN INTERVIEW.
APPENDIX I
Angola Antigua and Barbuda Armenia Austria Azerbaijan Bahamas Bahrain Bangladesh Barbados Belize Botswana Brunei Darussalam Cambodia Cape Verde China Congo Cyprus Democratic Republic of Timor-Leste Equatorial Guinea Eritrea Gabon Gambia Georgia Grenada Guatemala Guyana Iceland Iraq Japan Kazakhstan Kiribati Kuwait Kyrgyzstan Latvia Liberia Libya Maldives Malta Marshall Islands Mexico Montenegro Mozambique Namibia Nicaragua Oman Palau Papua New Guinea Paraguay Poland Qatar Republic of Korea Saint Kitts and Nevis Saint Lucia Saint Vincent and the Grenadines Samoa San Marino Saudi Arabia Seychelles Slovakia Solomon Islands Somalia South Sudan, Republic of Swaziland Syrian Arab Republic Tajikistan Togo Turkmenistan Tuvalu United Arab Emirates United States of America Uzbekistan Vanuatu Viet Nam Yemen
APPENDIX II CONDITIONS OF EMPLOYMENT
- Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. - The first contract will be issued for a twelve-month period (for Geneva-based positions) and a twenty-four month period (for non Geneva-based positions) - A successful external candidate will be on probation for the first two years of assignment. - Any extension of contract beyond the probation period is subject to satisfactory conduct and performance. Grade: D2 Salary and post adjustment (with dependants) US$ Salary Minimum 112096 rising to Maximum 123033 Post adjustment for Geneva Minimum 115010 Maximum 126231 Salary and post adjustment (without dependants) US$ Salary Minimum 102981 Maximum Maximum 112147 Post adjustment for Geneva Minimum 105658 Maximum 115062
Please note that the above salary levels are determined according to the criteria established by the International Civil Service Commission. The ILO is international public sector employer and salary and other employment conditions are not negotiable. Other allowances and benefits subject to specific terms of appointment: Children's allowance (except for the first child if the dependent rate of salary is paid in respect of that child); Children's education grant (per child per year); Pension and Health Insurance schemes; 30 working days' annual leave; Assignment Grant; Entitlement to transport expenses of personal effects; Repatriation Grant; Home-leave travel with eligible dependants every two years; Rental subsidy (if applicable). Recruitment is normally made at the initial step in the grade. Salaries and emoluments are exempt from taxation by the Swiss authorities and, on the basis of international agreements or national law relating to presence or residence abroad, are generally exempt from taxation by other governments. In the absence of exemption, in most cases tax paid will be reimbursed in accordance with an ILO document which will be supplied upon request. While the successful candidate will be initially working in Geneva, he/she may be assigned to any duty station designated by the Director-General of the ILO.
Please note that all candidates must complete an on-line application form. To apply, please visit ILO's e-Recruitment website at: erecruit.ilo.org. The system provides instructions for online application procedures.
The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants. Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews.