Human Resources Specialist (P-3)

The OPCW’s mission is to implement the provisions of the Chemical Weapons Convention to achieve our vision of a world free of chemical weapons in which chemistry is used for peace, progress, and prosperity, and to contribute to international security and stability, general and complete disarmament, and global economic development.

The OPCW was awarded the Nobel Peace Prize in 2013 for its extensive efforts to eliminate chemical weapons.

• Contract Type
  Fixed-term Professional
• Grade
  P3
• Total Estimated monthly remuneration depending on post adjustment and family status: USD
  7,544
• Closing Date
  22/01/2026

Job Summary

The Human Resources Specialist is part of the Human Resources Branch (HRB), which promotes a respectful, safe, and accountable work environment across the Organisation. Reporting to the Senior Advisor, Human Resources, the Human Resources Specialist collaborates closely within HRB, the Health and Safety Branch (HSB) and the Office of the Legal Advisor (LAO) as well as with other stakeholders to offer support and guidance on absence management, including return-to-work, conduct, investigations and disciplinary matters in an impartial, consistent and transparent manner. The position provides technical advice, policy support, and operational oversight to strengthen internal mechanisms, accountability and uphold organisational integrity.

Reporting to the Senior Advisor, the Human Resources Specialist provides comprehensive advice and support on absence management, workplace concerns and disciplinary matters, working with a broad range of counterparts to reinforce a safe and respectful work environment and to uphold fair and transparent processes. The Human Resources Specialist oversees activities in these areas, monitors emerging trends, ensures timely and consistent advice, identifies options for addressing concerns and translates recommendations into actionable items. The post holder is also responsible for developing standardised guidance and communication materials to strengthen comprehension, organisational integrity and accountability.

Main Responsibilities

Intake, Processing and Tracking

• Oversee the process to receive, register, and manage workplace issues in line with established procedures, gathering and reviewing inputs in a timely and accurate manner. Maintain regular and effective communication with relevant stakeholders to ensure a clear, integrated and coherent approach to addressing the issues raised;
• Serve as primary focal point in HRB for line managers on absence management. Offer authoritative guidance working in close collaboration with HSB on long-term sick leave, and carry out follow-up in terms of agreed actions and communications;
• Ensure effective case management and maintain accurate, confidential records and commit to timely communication. Conduct periodic reviews to confirm accuracy, accountability and adherence to compliance requirements and lead lessons learned exercises to strengthen practices;
• Monitor, manage and report on cases with implications for staff leave, benefits, insurance coverage and disability-related provisions, suggest resolutions, carry out follow-up and draft needed decision sheets and related correspondence;
• Monitor the development, implementation and effectiveness of return-to-work plans, ensuring alignment with HSB recommendations, organisational policies, operational imperatives and staff well-being. Recommend alternative courses of action in a timely manner.
   

Advise, Recommend, Communicate

• Provide timely and consistent advice to managers on phased return-to-work options and good practices that also takes into account staff wellbeing, team dynamics and operational needs;
• Identify risks, design and propose mitigation measures as well as escalate or intervene as needed;
• Provide consistent and impartial advice on rights, obligations, available resources and avenues to resolve workplace matters;
• Draft internal and external memos, letters and other documents. Prepare internal and external written materials and produce communication products that enhance understanding of available processes, support and resources.
   

Policy Support and Development

• Review and revise policies and procedures related to staff conduct, absence management and a respectful workplace;
• Propose improvements to absence management and related guidelines and communication;
• Identify gaps in existing frameworks and provide input to strengthen processes that support the effective administration of justice and promote an accountable workforce;
• Develop or contribute to the design of frameworks, guidelines, elearnings and standard operating procedures for case management and conflict resolution processes;
• Ensure HR case management processes comply with organisational policies, legal standards and insurance requirements to mitigate risks related to leave, benefit and workplace claims.
   

Other Duties as Required

• Undertake additional responsibilities in support of HRB as assigned by the Senior Advisor or Head, HRB.
   

Education

Essential:

• An advanced university degree in law, public administration, human resources management or related field;
• A first level university degree in a related filed in combination with a minimum of 5 years of qualifying experience may be accepted.

Desirable:

• Certification in project management; certification as a qualified investigator, mediator or ombudsperson.

Knowledge and Experience

Essential:

• A minimum of 5 years of progressively responsible experience in human resources policy, internal justice, or case management, including handling staff disputes, misconduct cases, or conflict resolution.
• Prior experience overseeing case workflows, tracking cases, preparing reports, and providing guidance to staff or managers.

Desirable:

• Experience with internal appeals or external appellate bodies (e.g., ILOAT) or informal conflict resolution;
• Experience supporting policy or procedural improvements related to staff conduct, workplace ethics or case management;
• Practical experience in risk frameworks and mitigation;
• Professional work experience for an international organisation, outside of your home country/permanent residence.

Required Knowledge:

• Sound knowledge of tracking tools;
• Understanding of HR practices, policies, and processes;
• Familiarity with dispute resolution, investigations, and tribunal processes (e.g., ILOAT).

Skills and Competencies

Skills:

• Strong drafting and presentation skills in English is essential;
• Strong judgment and decision-making in handling sensitive and complex cases;
• Excellent interpersonal, communication, and stakeholder engagement skills;
• Strong and clear drafting skills;
• Detail and solutions oriented.

Abilities:

• Strategic thinker with the ability to break down complex case or procedural issues into clear, actionable steps as well as the ability to identify gaps/risks and design solutions to close the gaps/mitigate the risks;
• Ability to coordinate and collaborate effectively across multiple stakeholders and functions (HRB, LAO, etc.);
• Excellent ability to organise, plan, manage and track multiple work portfolios.

Attitudes and Behaviours:

• Proactive mindset, strong perception, and ability to navigate changes effectively;
• Proficient in handling complex issues with discretion, professionalism, and cross-cultural sensitivity.

Other skills:

• Strong cultural competence and ability to foster inclusion in diverse work environments;
• Proficient in project and/or change management to support efficient case handling;
• Practical experience in a case management system and experience with Visio or other programmes to design and manage workflows.

Languages

Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.

This fixed-term appointment is for the duration of two years with a six-month probationary period, and is subject to the OPCW Staff Regulations and Interim Staff Rules.

The OPCW is a non-career organisation with limited staff tenure. The total length of service for Professional staff shall not exceed 7 years.

The mandatory age of separation at the OPCW is 65 years.

The Director-General retains the discretion to not make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description. Several vacancies may be filled.

Only fully completed applications submitted before the closing date and through OPCW CandidateSpace will be considered. Only applicants under serious consideration for a post will be contacted.

According to article 8 paragraph 44 of the Chemical Weapons Convention the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

OPCW is committed to maintaining a diverse and inclusive environment of mutual respect. OPCW recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, ethnic, cultural and socio-economic backgrounds, or any other personal characteristics.

OPCW General Terms and Conditions

Important notice for applicants who are currently insured under the Dutch Social Security system

Although headquartered in the Netherlands, the OPCW is not a regular Dutch employer but a public international organisation with its own special status. Please be advised that if you are currently insured under the Dutch Social Security system, you will be excluded from this system as a staff member of the OPCW. You will consequently be insured under the organisation’s system. The above also applies to your dependents unless they are employed by a regular Dutch employer, they are self-employed in the Netherlands, or are receiving Dutch social security payments.

Please refer to the website of the Ministry of Social Affairs and Employment for more information about the possible consequences for you and your dependents, such as exclusion from ‘AWBZ’ and ‘Zorgverzekeringswet’ coverage: ‘Werken bij een internationale organisatie’.