Regional Human Resources Manager (P.N. 172039)

Cairo

OBJECTIVES OF THE PROGRAMME : The Regional Human Resources Manager oversees human resources function at the WHO Regional Office and ensures the proper application of established staff rules, regulations, policies and practices. The HRM also implements the various elements of the HR strategy, provides guidance and counsel on HR policy matters and issues, proposes, develops for approval, and implements HR policies which align regional and global HR strategy and HR management with WHO business strategy and performance. The objectives of the Human Resources Unit are to carry out, in an efficient and timely manner, all human resources activities for the WHO Regional Office and country offices under its responsibility, including workforce planning and analysis, staffing, policy formulation and interpretation, medical services, learning and development, conflict resolution, and strategic advice on human resources matters to staff and management.Purpose of the Post:To provide a pro-active and strategic leadership in the development and implementation of progressive and responsive HR programs, services, and policies. The Regional Human Resources Manager (RHM) will endeavor to create and sustain an environment that enables the WHO Regional Office to meet its strategic objectives and strengthen human resource management. The Regional Human Resources Manager will ensure the proper application of policies, strategic and operational workforce planning, policy formulation, post classification, recruitment, contract administration, performance management, staff development and expert advice to senior management. Organizational context:(1) Administering and managing the operations of the Human Resources Unit including; the implementation and overall guidance on human resources strategy relating to workforce planning, staffing, contract administration, compensation, staff learning and development, staff-management relations, medical services. Leading, guiding and supervising professional and general service staff in the Unit, reviewing the work of HR Officers and senior level general service staff to ensure a consistent application of WHO regulations and rules for all staff and planning and organizing the work of the Unit and the development of staff in order to ensure an optimum utilization of available resources in a positive climate of leadership. HR & Management Planning in the context of current and expected programmatic needs. Advising senior management at the Regional Office and Head of WHO Country Offices on the full range of human resources issues within the Organization, proposing solutions for the proper resolution of contentious cases and providing information on innovative approaches, policies and practices for a more effective implementation of personnel management objectives. Interpreting the Organization's rules and policies with respect to difficult and complex cases, recommending exceptions on personnel entitlements within the designated area of functional responsibility and authority, and proposing exceptions in other cases, when warranted. Developing, reviewing and proposing new personnel policies, programmes and systems or adaptations of existing ones and suggesting changes to the Organization's Staff Rules, WHO Manual, practices and procedures to streamline operations and improve work environment. As resource person, studying grievances and appeals, formulating management's position and proposing strategies for the smooth resolution of such. Acting as front line manager for ensuring HRS' Chairmanship and/or secretarial participation in HR related matters and committees. Representing the Organization in consultations with staff representatives and at inter-agency and other meetings dealing with personnel issues, tabling proposals to avoid or resolve human resources conflicts, taking into account relevant rules and regulations together with sensible approaches to resolve them.(2) The incumbent establishes overall strategy and general objectives of the Unit for the approval of the Director of Administration and Finance, and works in an independent and proactive manner to meet objectives and managing the Unit activities on a day-to-day basis. He/she has a high degree of independence and flexibility, resolving difficult cases, consulting his/her supervisor as required or on major policy questions affecting the HR management function. The incumbent has authority to establish new policies to improve the management of personnel functions in the region or to take into account changing human resources practices. The incumbent can also recommend to WHO/HQ revisions to the Organization's Staff Rules and WHO Manual when deemed necessary. (3) The guidelines which are available to the incumbent are the Organization's Staff Regulations and Staff Rules, WHO Manual, human resources policies, administrative tribunal judgements and organisational practices and precedents.(4) The incumbent has the complete authority to manage and direct the work of the Unit. Occasionally, specific assignments are given by the supervisor which would be accompanied by broad instructions. The incumbent would then be responsible for undertaking the assignment in order to achieve the stated objective. Description of duties: Under the general guidance of the Director, Administration and Finance: ‎Workforce planning and organizational development: actively participates in establishment of and manages the implementation of HR strategic plan that supports the Organization to achieve its goals within timeframes and budget. Works with senior management to identify HR implications of those strategic objectives and priorities, advises on job design and ensures the provision of all related services; supports and advises managers in planning current and future staffing needs.Policy development and implementation: conducts regular reviews of policies, procedures, and practices (including private sector best practices); develops and recommends improvements as necessary; ensures timely communication of changes in global HR policies and procedures to management and staff and ensures compliance. Proactively introduces innovative solutions such as HR policies, rules and approaches to support achievement of organizational needs and effectiveness and acts as a change agent through improvement in HR processes. Staffing: develops, implements and administers short and long term recruitment strategies; establishes and manages processes for recruitment, hiring and orientation for all levels of jobs; educates managers on developing effective post descriptions; advises on assessment of competencies required for certain jobs, succession planning options, and use of available resources to attract and retain qualified staff. Reviews best practices for employment, implements and communicates improvements, and documents policies and procedures. Develops, analyzes, and communicates key employment metrics.Performance management and Staff relations: ensures establishment and promotion of proper performance management practices; works closely with senior management on continuing improvement of performance evaluations process that will make sure that staff are provided with effective feedback on their performance and career prospects with a view to increased commitment and enhanced learning/development; liaise with HQ on further development of performance management matters. Establishes and promotes transparent and consistent application of the staff regulations and rules. Works to ensure a positive staff relations environment that minimizes workplace disputes/conflicts and sets a high standard of integrity and outstanding service to all staff. Establishes and promotes excellent relationship with the Staff Association. Learning and staff development: develops strategies for achievement of competencies and maximum effectiveness of staff; provides direction to the development and implementation of training programmes to enhance effectiveness at the managerial, technical and support levels; establishes and maintains productive collaboration in WHO global learning and development community. Leads the Human Resources Unit: provides leadership and guidance to the HR team ensuring that activities are carried out in a highly professional and timely manner; optimizes the performance of the Section's staff through motivation, continuous learning, workload management and workflow improvements, Cultivates strong, proactive, long-term partnership between the HR team and other divisions, units, offices and teams within the Organization and develops deep knowledge of the business and HR role. REQUIRED QUALIFICATIONS Education:Essential: Advanced-level university degree in human resources management, business or public administration, law or related field. Desirable: Studies or training in law as applied to HR management.WHO only considers higher educational qualifications obtained from an accredited institution. Skills: Competencies:1) Producing results2) Promoting Innovation and Organizational Learning3) Moving forward in a changing environment4) Communicating in a credible and effective way5) Creating an empowering and motivating environment6) Fostering integration and teamworkFor further information on the WHO Global Competency Model please access the following URL: http://www.who.int/employment/WHO_competencies_EN.pdf?ua=1Functional skills and knowledge:A thorough knowledge of human resources principles, management and practices as well as procedures and operations in an international organization. Proven ability to be a collaborative leader and creative problem solver who has demonstrated success as a transformational leader in building a high performing team. A record of innovation in policy and program delivery, progressive management responsibilities, technical expertise in HR. Tact, diplomacy and discretion in dealing with staff of diverse nationalities. Very good written and oral communication skills. Ability to conceptualize, plan and organize work requiring in-depth understanding of its strategic direction. Able to respond positively to change and identify client's needs and propose appropriate solutions. Ability to make timely decisions and deal constructively with conflict. Knowledge of automated personnel systems is desirable.Other skills (e.g. IT): Proficiency in MS Office. Experience: Essential: Minimum 10 years of progressively responsible experience in human resources or a related area, of which at least five years in a managerial position at the international level.Desirable: Related WHO or UN experience. Field experience. Languages: Essential: Fluency in written and spoken English and working knowledge of a second official UN language.Desirable: Knowledge of another WHO official language. Additional Information: - Applicants are kindly requested to pay attention to the screening questions as they will be used to screen out unqualified candidates;- Only qualified applicants with the relevant experience will be considered;- A written test/presentation and interviews will be used as a form of screening. The written test might be used as an eliminatory tool.- Other similar positions at the same level may be filled from this vacancy notice (this could be the base for rosters).- Interviews will include competency-based questions.- WHO's salaries are calculated in US dollars. They consist of a base salary and a post adjustment, which reflects the cost of living in a particular duty station and exchange rates. Other benefits include: 30 days annual leave, family allowance, home travel, education grant for dependent children, pension plan and medical insurance.- Please visit the following websites for detailed information on working with WHO: - http://www.who.int Click on: . to learn more about WHO's operations - http://icsc.un.org Click on: Quick Links > Salary Scales > by date Post Adjustment: 31.9 % of the above figure(s). This percentage is to be considered as indicative since variations may occur each month either upwards or downwards due to currency exchange rate fluctuations or inflation. This vacancy notice may be used to fill other similar positions at the same grade level. A written test and interviews may be used as a form of screening Online applications are strongly encouraged to enable WHO to store your profile in a permanent database. Please visit WHO's e-Recruitment website at: www.who.int/employment. The system provides instructions for online application procedures. All applicants are encouraged to apply online as soon as possible after the vacancy has been posted and well before the deadline stated in the vacancy announcement. WHO is committed to workforce diversity. Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Only candidates under serious consideration will be contacted. Currently accepting applications
Before applying, please make sure that you have read the requirements for the position and that you qualify.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.
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  • Organization: WHO - World Health Organization
  • Location: Cairo
  • Grade: P-5, International Professional
  • Occupational Groups:
    • Human Resources
    • Management, Administration and Finance
  • Closing Date: 2015-10-10

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