Chief, HR Policy and Advisory Services

Classification: Official, Grade P5

Type of Appointment: Fixed term, one year with possibility of extension

Estimated Start Date: As soon as possible

Closing Date: April 07, 2013

Reference Code: VN2013/08(O)-EXT.

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Context:

With a workforce of more than 8,500 staff worldwide, the Human Resources Management Division plays a vital role in meeting organizational needs, securing both operational flexibility and institutional consistency, with challenges resulting from a decentralized structure and funding shortages. IOM has a long standing and extensive working relationship with the United Nations (UN) at several levels including observer status in the UN General Assembly (GA), and follows the UN Staff Regulations and Rules and GA decisions where practical and possible.

Under the supervision of the Director of Human Resources Management (HRM) and in coordination and consultation with the Head/ Staff Development and Learning, Chief/ Manila HR Operations and Administrative Services, and Head/Field Personnel Support Unit, Panama, the Chief, HR Policy and Advisory Services will actively support the Director HRM in the effective and efficient management of human resources and in further strengthening the HR function within the IOM.

The Chief, HR Policy and Advisory Services will be directly responsible for the implementation of two of the three pillars of the IOM’s HR Strategy for the period 2012-2015, i.e. internal and external alignment and strengthening the enabling environment. The third pillar is a holistic approach to talent management and falls under the direct responsibility of the Director.

Many of the results expected from the HR Strategy imply continuous change management on the part of human resources leadership and also require the development of the capabilities of the HR function, with line managers and HR staff alike. As such, the Chief, HR Policy and Advisory Services is expected to support the Director, HRM in the advocacy and promotion of improved and innovative HR management throughout IOM and actively work with internal clients and stakeholders to that end.

The Chief, HR Policy and Advisory Services, will represent and act as OIC HRM as required and will assist the Director HRM in the management of the Division.

Core Functions / Responsibilities:

Internal and External Alignment

1. Ensure the HR policy design and development, related amendments to the Staff Regulations and Staff Rules and other administrative issuances in consultation with the relevant organizational units, and in line with best practices and the Organization’s strategies and programmes.
2. Advise the HR Director on improving and maintaining the quality of service provided by the Administrative Centres. Support the HR Director with the functional management of the Administrative Centres.
3. Keep abreast of HR policy development in the United Nations (UN) common system, international organizations and the private/public sector; serve as the focal point for UN inter-agency collaboration in the area of HR policy, including with the HR Network and represent IOM, where appropriate, in interagency meetings and working groups.
4. Develop systematic feedback mechanisms for evaluating policy impact and effectiveness, and mechanisms for respective policy updates and changes, taking into account evolving organizational goals and needs.
5. Formulate and provide authoritative advice and recommendations to the HR Director on policy interpretation, trends, technical standards as well as consistency of policy application. Provide authoritative advice to colleagues related to implementation of the recruitment and rotation policies and to the Regional and Country Offices on HR policy and management matters as required.
6. Interpret the Organization’s policies in addressing complex cases, exceptions or variations to those policies and provide rationale for the decision making. Ensure consistency, fairness and transparency of HR decisions, in line with the regulatory framework.
7. Support the continuous development of HR systems, processes and tools, in particular SAP PRISM with an emphasis on streamlining and simplification, including the related business re-engineering initiatives to improve efficiency and effectiveness for HR activities across locations.
8. Oversee the overall alignment of organizational structures and provide authoritative advice on organizational design decisions. Oversee classification of positions and ensure appropriate coordination between Administrative Centres and Headquarters in conducting classification reviews.
9. In close coordination with Staff Development and Learning unit (SDL) train and coach Chiefs of Mission and Resource Management Officers on sound implementation of Staff Regulations and Rules under their delegated authority. Provide guidance to HRM staff in the training of HR Focal points in HR management best-practices. Nurture and empower a community of IOM human resources practitioners to excel in policy innovation and project delivery in the service of the organization.
10. Undertake duty travel relating to HR assessments, problem solving, monitoring, and training as required. Present HR policy issues at the town hall meetings.

Enabling Environment

1. Coordinate HR position and input in the application and enhancement of the IOM internal justice system.
2. Manage HR aspects of appeals, grievances and disciplinary matters and other potentially contentious cases in close cooperation with Legal Services and Office of the Director General.
3. Coordinate matters related to IOM staff insurance schemes and policies, ensuring duty of care is given to the staff members through provision of adequate insurance coverage related to health, accidents and other necessary insurance protection for staff.
4. Represent the Administration on the Staff Pension Committee and coordinate closely with the IOM Pension Administration unit on complex issues related to staff retirements.

Management of IOM Resources

1. Manage the resources for the Administration of Justice, Policy and Insurance Units, including providing sound management of the incumbents’ staff performance by ensuring good team relations, providing advice and support, monitoring and evaluating team performance and encouraging professional development.
2. Represent and act as OIC, HRM as and when necessary and assist the Director HRM in the management of the Division.

Desirable Competencies

Behavioural

a) takes responsibility and manages constructive criticism; b) works effectively with all clients and stakeholders; c) promotes continuous learning; communicates clearly; d) takes initiative and drives high levels of performance management; e) plans work, anticipates risks, and sets goals within area of responsibility; f) displays mastery of subject matter; g) contributes to a collegial team environment; h) creates a respectful office environment free of harassment and retaliation, and promotes the prevention of sexual exploitation and abuse (PSEA); i) incorporates gender-related needs, perspectives, and concerns, and promotes equal gender participation; j) displays awareness of relevant technological solutions; k) works with internal and external stakeholders to meet resource needs of IOM.

Technical

a) develops and drives the implementation of strategic Human Resources initiatives impacting IOM at all levels; b) anticipates and understands internal and external issues and opportunities that may impact the human resources landscape of IOM; c) adapts best Human Resources practices to the requirements of IOM to facilitate the achievement of strategic objectives; d) effectively applies knowledge of relevant Human Resources theories and practices, and recognizes their application within existing IOM processes; e) delivers Human Resources solutions customized to the needs of IOM.

Desirable Qualifications and Experience

a) completed advanced university degree from an accredited academic institution preferably in Human Resources, Administrative Law, Organizational Development, Management, Business Administration, or a similar discipline; b) a minimum of ten years (or twelve years for candidates with a first level university degree) of progressively responsible experience covering various disciplines of human resources management, with a focus on policy development, administration of benefits and entitlements, administration of justice and social security benefits; c) a minimum of five years of experience in a managerial role within the Human Resources function; d) experience in designing, implementing, and advocating for organizational change initiatives; e) demonstrated knowledge of administrative and management policies and practices, and knowledge of the broader political, economic and social climate within which an organization’s HR policies and practices must be applied; f) proven interpersonal and influencing skills, including the ability to successfully drive agenda and work effectively with senior-level stakeholders; g) proven track record of building strategic alliances within own organization and with external stakeholders in public and private sectors; h) experience with the human resources landscape in the UN Common System or similar international/multilateral organization; i) prior experience in field operations and emergency settings within the UN Common System a distinct advantage.

Languages

Fluent in English. Working knowledge of French and/or other IOM/UN official language(s) an advantage.

How to apply:

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by April 07, 2013 at the latest, referring to this advertisement.

For further information, please refer to:

http://www.iom.int/cms/en/sites/iom/home/about-iom-1/recruitment/how-to-... In order for an application to be considered valid, IOM only accepts online profiles duly filled in and submitted with a cover letter not more than one page specifying the motivation for applications.

Only shortlisted candidates will be contacted. You can track the progress of your application in your personal application page in the IOM e-recruitment system.