Talent Management Officer (P-3)

Position Remarks

This fixed-term appointment is for duration of two years with a six-month probationary period, and is subject to the OPCW Staff Regulations and Interim Staff Rules, as applicable. 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 Director-General retains the discretion not to 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.

Principal Functions

Under the supervision and guidance of the Head, Talent Management and in accordance with the OPCW Core Values of Integrity, Professionalism and Respect for Diversity/Gender Equality, the incumbent performs the following duties:

A.    Learning and development
(Includes analysis & planning, coordination & implementation , administration and evaluation of OPCW’s staff training and development programmes and activities):
·    Conducts OPCW staff-wide training needs analysis (TNA) on technical, professional and managerial requirements with the aim of better meeting the training needs of the organisation, and incorporates the results into the Talent Management Strategy to inform the provision of training opportunities on an annual basis.
·    Assists in the development of learning programmes aimed at improving skill sets and knowledge in the organisation (based upon the implementation of the TNA) with the aim of ensuring learning that supports the organisation’s core objectives and change management initiatives
·    Provides advice on staff development and learning initiatives within the OPCW
·    Delivers cross-organisation training in HR competence areas, such as Change Management, Performance Management, Orientation for New Staff, Core Values and Code of Conduct;
·    Administers the system of evaluation of staff development and training activities to assess the return on investment and to improve existing training and feeds results into TNA on an annual basis;
·    Liaises with external training providers, facilitates procurement of external and internal training programs and administers training provider contracts;

B.    Performance Management
Coordinate the effective management of staff performance across the OPCW.
·    Advises Management and Staff Members on the effective and successful application of Performance Management principles;
·    Manages the smooth roll-out and administration of the three formal checkpoints on performance through the performance cycle: Workplan and objective setting, mid-point review and end-year appraisal;
·    Administers and provides advice to both managers and staff members on the proper application of the probationary process, ensuring compliance with prescribed deadlines, development of SMART objectives and fairness in evaluation of performance;
·    Administers the electronic Performance Management System within the OPCW resolving issues and working with the relevant stakeholders to provide solutions and improvements to the system;
·    Facilitates and recommends improvements in the application of Performance Management at the OPCW: overseeing communication, systems and tools to progress toward optimal performance management practices and culture.
·    Manages the Performance Management framework to address staff development and under-performance in the OPCW including the development of monitoring tools and the production of relevant information and statistics;
·    Champions development of innovation in the field of Performance Management within the OPCW;
·    Develops and delivers training sessions and workshops on the proper and effective use of feedback as a development tool, provides guidance and instruction on the use of the electronic system and engages with staff to resolve issues;
·    Supports the Secretary to the Performance Management Committee:
o    Provides accurate statistical analysis on request;
o    Monitors and reports on compliance levels and consistency in ratings;
o    Flags over-marking trends and presents recommendations for control mechanisms;
o    Prepares reports on the effective use of Performance Management at the OPCW to Senior Management on request.

C.    Talent management & knowledge sharing
·    Advises the Head HRB & the Head of Talent Management on the integration of learning and development initiatives into the overall Talent Management Strategy
·    Co-ordinates informal learning events such as the “lunch & learn” programme and meetings of HR professionals in the Hague; As necessary administers team building events in accordance with OPCW standard practice across
·    Foster collaboration and facilitate capacity building and knowledge sharing in HRB; facilitate information sharing between Talent Management and other HRB units
·    Build awareness and understanding of HR Performance Management policies through knowledge sharing across the organisation;
·    Assist in the provision of Career Development Initiatives to facilitate the running of the organisation tenure policy
·    Assist in the development of a competency Framework and mechanisms to operationalise its use across the organisation
·    Supervises general services staff who assist with staff learning and development activities and programmes;
·    Develop and encourage the implementation of coaching and mentoring within the OPCW
·    Supports Knowledge management initiatives and liaise with key stakeholders.

D.    Oversees the operation of the OPCW Library which includes:
·    Supervision of the Library Assistant,
·    Ensuring library backups are in place;
·    Preparation of the annual library budget submission;
·    Monitoring the procurement of library materials and equipment;
·    Developing library projects to better meet the knowledge needs of OPCW staff and delegates.

Provides first line supervision to the staff working within the learning and development section of the     Talent management Team who provide support for staff training and development activities

Performs other duties as required, as deemed appropriate to the post.

Knowledge and Skills

Education (Qualifications):

Advanced university degree (Masters degree or equivalent), preferably in learning, training and development, management, public or business administration, or a related area such as education or social science. A first level university degree in a related field in combination with qualifying experience (minimum 7 years) may be accepted in lieu of the advanced university degree. A relevant combination of technical qualifications and extensive professional experience (minimum 11 years) in talent management may also be accepted in lieu of the advanced university degree.
    
Desirable:
·    Coaching and/or Training certification;
·    Project management certificate;

Skills and Abilities (key competencies):

·    Understanding of adult learning, training concepts and practical application of training approaches;
·    Working knowledge and practical experience of modern performance management techniques;
·    Proficiency in using MS software Strong analytical skills;
·    Experience in designing, implementing and evaluating projects and programmes;
·    Excellent organisational and coordination skills;
·    Excellent communication skills, both oral and written. Ability to listen to others and take the ideas of others into consideration;
·    First line supervision of staff including performance management responsibilities;
·    Knowledge and practical experience of effective coaching and mentoring.

Experience

Essential: A minimum of 5 years progressively responsible working experience in human resources management several of which must be in the area of performance management, staff development and training delivery with advanced degree and 7 years with first level degree. 11 years experience is required in combination with technical training in lieu of a University degree. Experience in working for international organisations.

Desirable: Experience with staff development and learning programmes of international/global organisations further, experience in project/programme performance management and development and administration of budgets advantage.

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.

Salary Remarks

Total annual salary consists of a net annual salary (net of taxes and before medical insurance and provident fund deductions) in US$ and a post adjustment. The post adjustment (cost of living allowance) is variable and subject to change without notice in accordance with the rates as set within the UN Common System for salaries and allowances. The figure quoted on the right, is based on the July 2017 rate of 35.7%