VN 070/2026 National HR Officer (Organizational Structure and Position Management)

Job Description

Under the direct supervision of the Senior Human Resources Officer (Organizational Design, Management and Classification), the National Human Resources Officer (Organizational Structure and Position Management) will support and closely coordinate the Position Management function. The successful candidate will contribute in strengthening the global end-to-end position management process, ensuring efficiency, compliance with organizational standards, and alignment with workforce planning and budgetary frameworks.

The role will also support ongoing initiatives to centralize position management functions in Manila under the Global Shared Services Centre (GSSC) and other projects that will contribute to enhancing the International Organization for Migration’s (IOM) organizational design framework and drive process optimization through automation and innovative solutions within Wave.

Responsibilities

1. Position Management Supervision, Coordination and Team Support

• Provide technical guidance and day-to-day supervision to the Position Management team to support the achievement of unit objectives and maintain professional standards of work.

• Apply and monitor position management policies, procedures, and internal controls across the team to promote compliance and operational coherence.

• Contribute to a client-oriented and results-based culture within the team to support continuous service improvement.

1. Position Management Administration

• Coordinate the full lifecycle of positions, including creation, extension, modification, and abolition of positions, ensuring timely and accurate processing in accordance with applicable rules and procedures.

• Maintain the accuracy and compliance of position data in relevant Human Resources (HR) systems, supporting the integrity of organizational records.

• Review position records and identify discrepancies between approved organizational structures and system records for corrective action.

1. Process Improvement and Automation Initiatives

• Contribute to the review, documentation, and enhancement of position management workflows and procedures.

• Identify and recommend opportunities for process automation and integration of Artificial Intelligence (AI) contributing to enhanced efficiency, data accuracy, and reporting outcomes as well as expanding reporting capabilities within Wave.

• Collaborate with Information Technology (IT), Business Transformation (BT) and other units such as System Analytics to implement system enhancements and digital tools in support of position management operations.

• Support continuous improvement initiatives to reduce processing time and improve service delivery standards across position management operations.

1. Service Standards, Performance Monitoring and Reporting 

• Support the development and implementation of Service Level Agreements (SLAs) for position management services contributing to clearly define performance expectations and accountability between service providers, stakeholders and/or clients.

• Compile, analyze, and report on Key Performance Indicator (KPI) data to support performance monitoring and service improvement efforts.

• Prepare regular reports and dashboards to track operational performance and identify trends or bottlenecks providing management with actionable data to support service improvement and decision-making.

1. Support Centralization Initiative (currently in Manila-GSSC)

• Contribute to the project planning and implementation of the global centralization of position management functions in Manila-GSSC, supporting the development and execution of the relevant project plans and milestones.

• Support transition planning, knowledge transfer, and change management activities.

• Support activities aimed at maintaining business continuity during the transition phase.

• Support the management of organizational units/departments in Wave to ensure consistent and accurate structural records during operational transitions.

1. Monitoring and Quality Assurance

• Monitor the creation, modification, and extension of positions, verifying full compliance with approved staffing structures, delegated authorities, and budget availability, thereby reducing errors and preventing irregular transactions.

• Validate the accurate configuration and linkage of positions within HR systems (Wave), including correct alignment to duty stations, salary scales, job families, functional areas, funding sources, and organizational units.

• Apply systematic quality control to prevent, detect, and correct errors in position management transactions, including misclassification, misalignment, duplicate records, and incorrect organizational attribution, to maintain the reliability and accuracy of position records.

• Verify that all positions are clearly and accurately delimited in HR systems (Wave), including: valid and precise start and end dates, accurate funding validity periods, correct organizational and reporting line attribution, clear linkage to incumbency where applicable, proper activation and inactivation controls.

• Conduct periodic data validation exercises, quality control reviews, and targeted clean-up initiatives to address legacy, duplicate, inactive, misaligned, or incorrectly delimited positions, thereby safeguarding the integrity and reliability of position records.

• Provide regular data analytics, exception reporting, and trend analysis to support decision-making, and continuously improve position data quality.

1. Cross-Functional Coordination

• Work closely with Information and Communications Technology (ICT), Finance, and Budget units to ensure proper coordination and alignment of position actions across relevant functions.

• Collaborate with Regional Human Resources Business Partners (RHRBPs), local HRs and Country Offices (COs) in general, to facilitate consistent and coordinated position management practices across the organization.

• Provide guidance and training to relevant stakeholders on position management policies, systems, and procedures,  when applicable, supporting capacity development and consistent practice across the organization.

• Support coordination among relevant stakeholders to facilitate alignment between approved position actions, funding sources, and financial controls.

• Provide technical guidance to stakeholders on position management policies and procedures to support informed decision-making and consistent application of established rules and standards.

1. Other

• Collaborate closely with the Classification team to ensure position actions are aligned with approved classification standards, grading decisions, and job architecture, thereby maintaining the consistency and integrity of the organizational structure.

• Coordinate with OD to ensure consistency between position management transactions and approved organizational structures.

• Provide technical input and data support to Classification and OD reviews, including position history, funding validity, incumbency linkage, and structural alignment to facilitate accurate and evidence-based outcomes.

• Support the implementation of Classification and OD changes within HR systems (Wave), ensuring accurate and timely system updates in accordance with approved decisions and requirements.

• Contribute to quality control activities aimed at improving data accuracy, consistency, and structural integrity.

• Provide support to Classification and OD activities, as required, to ensure operational continuity.

• Perform such other relevant duties as maybe assigned.

Qualifications

EDUCATION

• Master’s degree in Human Resources Management, Business Administration, Public Administration, Information Systems, or a related field from an accredited academic institution with two (2) years of relevant professional experience; or

• Bachelor’s degree in the above fields with four (4)  years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

EXPERIENCE

• Experience in human resources management, workforce planning, or position management. HR operations, organizational management, or related areas.

• Good working experience in Oracle / Wave.

• Experience in process reengineering, automation, or digital transformation initiatives is an advantage.

• Experience in working with HR systems and data management tools; and,

• Demonstrated experience in coordinating cross-functional stakeholders.

SKILLS

• Strong analytical and organizational skills.

• Experience developing and monitoring KPIs, dashboards, and performance monitoring frameworks.

• Knowledge of HR policies, position classification principles, and organizational structures.

• Ability supervise and coordinate the work of support staff and contribute to change initiatives; and,

• Strong communication and stakeholder management skills. 

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators Level 2

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies - behavioural indicators Level 2

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering Others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.

• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

Notes

Please refer to this link for guidance on IOM Job Category.

1. Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.
2. This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.
3. Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.
4. IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.
5. IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.
6. IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.
7. No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies.

Required Skills

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