Senior Advisor, Human Resources Management

The Department of Human Resources Management (HRM) supports PAHO’s mission of working in and with countries towards the improvement of health and quality of life in the countries of the Americas by ensuring consistent application of staff rules and regulations, strategic and innovative human resources planning, practices, programs and services to attract, engage and retain highly qualified, talented staff committed to excellence, mutual respect and trust.

Under the general supervision of the Director of Administration (AM), and the direct supervision of the Director, Human Resources Management (HRM), the incumbent is responsible for, but not necessarily limited to, the following assigned duties\:

Advise and play a leading role in the continuing development of the HR functions in the Organization consistent with the People Strategy; coordinate major Departmental programs and initiatives in support of the People Strategy;

1. Provide business intelligence to managers on overall workforce trends and emerging issues to proactively anticipate, plan and meet workforce needs;
2. Plan, direct and conduct a wide variety of human resources management special studies and assignments for the Director of Human Resources; coordinate the preparation and dissemination of complex statistical HR reports and recommendations; prepare implementation plans and supervise the implementation of major HR recommendations;
3. Advise and support the HRM Director in leading organizational change and in development of  effective HR expertise and change strategies; advise on the implementation of gender-sensitive recruitment practices and staff development initiatives to promote gender parity in the Organization’s workforce; advise on issues and concerns relating to classification, compensation, benefits, and staff relations;
4. Support the HRM Director in collaborative initiatives and negotiations with stakeholders and other UN common system organizations; advise on the  formulation of policies and guidelines to streamline HR processes;
5. Oversee compliance with HR Policies and recommend monitoring mechanisms and corrective measures;
6. Maintain up-to-date knowledge of external HR trends and best practices;
7. Liaise with the PAHO Health and Well-Being Committee; ensure that HR policies and practices promote a healthy enabling environment;
8. Support the HRM Director to develop, define and establish the objectives and workplan of the Department consistent with the People Strategy, in order to ensure continuing operations and to maximize results and make significant contributions for the achievement of the expected results and strategic objectives; formulate and recommend policies and strategies to improve the functioning of the Department.
9. Collaborate in the preparation of the Department’s Biennial Work Plan (BWP) and Human Resources Plan; advise the HRM Director on the allocation and monitoring of assigned financial and staff resources; prepare and justify the program and budget proposals; administer, allocate and monitor the Department’s financial, logistical and staff resources;
10. Promote a culture of ethical behavior and integrity in accordance with the Organization’s Code of Ethical Principles and Conduct in order to ensure a culture of respect, responsibility, accountability, and compliance;
11. Provide a stable managerial framework that demonstrates credibility, trust and value to internal clients;
12. Provide strategic recommendations to the HR Director on workforce planning; assess and anticipate HR-related needs; provide guidance on interpretation of HR policies; analyze HR trends with a view to developing programs and best practices; maintain an effective level of business literacy about the designated departments and country offices’ financial position and strategic plans;
13. Represent the Organization at high level meetings, negotiation of agreements, policy discussions with partners and stakeholders, as delegated;
14. As delegated, provide leadership, guidance and monitoring of supervised staff  by setting clear work objectives, ensuring timely and effective use of performance reviews and feedback mechanisms, engaging in regular communications, and solving interpersonal or technical conflicts; establish and support a learning environment, to include staff development in the Organization’s fundamentals, managerial competencies and technical expertise;
15. Support the HRM Director as Business Owner for  Human Resources-related Business Processes in the Organization’s PASB Management Information System (PMIS);
16. Perform other related duties, as assigned.

• Intrainstitutional Action\:  Displays, through leadership and decisions, understanding of the political systems and underlying drivers. Plans and evaluates both unit and individual results to achieve the PAHO's mission. Requires that projects be grounded in scientific evidence and that they be consistent with PAHO's vision, mission and values, and appropriate for the setting in which they will be carried out.  Demonstrates a full commitment to the mission and values of the Organization by aligning the area of work with the strategic direction of the Organization. Behaves consistently in accordance with the Code of Ethics of the Organization.
• Communication\:  Instills a culture that encourages effective communication in multicultural environments.  Models effective dialogue that seeks all opportunities of conversation with key players by displaying or underlying drivers.  Seeks to align the Entity of work with a strategic direction of the organization by displaying underlying values.
• Analysis, Synthesis, and Forecasting\:  Leads one’s Entity toward a culture of decision-making that is based upon objective analysis of situational evidence and application of previously acquired knowledge. Provides oversight in the verification process that targets how Entity of work takes action in situations that will require future intervention, based on ongoing analysis. Presents solutions evaluating the advantages and disadvantages of each option. Is capable of anticipating the implications of an analyzed situation for two years or more.
• Performance Management\: Evaluates the performance of subordinates in terms of the organizational strategy, provides feedback offering measurable suggestions and promotes their professional development.  Develops and implements realistic and achievable work plans--including tasks, priorities, resources and schedules.  Adjusts goals and courses of action to meet changing needs.   In a systematic way develops people through demanding and challenging projects utilizing each employee's competencies. Effectively uses the Organization's official performance evaluation processes and systems. Uses a regular evaluation system. Provides constant and positive feedback to focus development efforts.
• Teamwork\: Develops a high performing team in one’s operational area and also encourages teamwork across the Organization.    Establishes and models the standard for teams and teamwork.  Provides significant contributions when participating in internal and external work teams.  Initiates and leads mutually beneficial productive interpersonal relationships based on trust, both inside and outside the Organization.
• Service Orientation\: Creates, maintains and encourages a client orientated culture.  Seeks information about the real, underlying needs of the client, beyond those expressed initially, and matches these to available (or customized) products or services. Looks for long-term relationships with  the client.
• External Action\: Develops and maintains mutually beneficial working productive partnership. In the area under one’s charge, monitors all activities, using transparency in the execution of all processes. Verifies that the conditions and deadlines set for turning in the product are met, and can objectively report on the results. Leverages external actors to actors to accomplish strategic goals.
• Information Management\:  Initiates, leads and participates in activities to improve systems for the presentation and dissemination of information. Verifies that information from the area of work is handled objectively and presented clearly and equitably.  Develops new strategic forms to be more effective and concordant with the dissemination of the information.

• Managerial\: Extensive experience in senior, progressively responsible positions in the management of human resources departments, administration of matters requiring sensitive negotiation and political high level interventions; and in institutional and organizational development.  Management of corporate personnel information systems in coordination with the respective business process owners. Resourcefulness, initiative, highly developed judgment and interpersonal skills to deal with difficult and highly sensitive situations.
• Technical\: Extensive progressive experience at a senior decision-making level, in particular in managing complex human resources programs both at national and international levels.  Wide and varied knowledge of human resources management practices and information management systems, including innovative use of the web and social media.  Experience in performance monitoring and assessment, providing technical advice to managers and staff, and principles and procedures for such personnel practices as recruitment, selection, compensation and benefits, labor relations and negotiation, and staff development.

1. Administrative\: Skills or experience in business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership techniques, and coordination of people and resources, and general administrative services.  Courtesy, tact, sensitivity to manage confidential information, and ability to establish and maintain effective working relations with people of different professional levels, discipline, nationalities, and cultural background.

Essential\:  A bachelor’s and a master’s degree in human resources management, organizational development, social sciences, business administration, or other related fields from a recognized university.

Desirable\:  A Ph.D in one of these fields would be an asset.

Thirteen years of combined national and international experience in personnel management dealing with organizational and management concepts.

Very good knowledge of English or Spanish with working knowledge of the other language.  Knowledge of French and/or Portuguese would be an asset.

Demonstrated ability to effectively use a computer and utilize software programs such as Microsoft Office Word, Excel, PowerPoint, SharePoint and Outlook.  Other IT skills and knowledge of other software programs such as Visio and Project would be an asset.

Post Adjustment\: 47.1% 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.

Only candidates under serious consideration will be contacted.

Any appointment/extension of appointment is subject to PAHO Staff Regulations, Staff Rules and e-Manual.

PAHO/WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

PAHO/WHO offers an attractive compensation package including an annual net salary and post adjustment, which reflects the cost of living in a particular duty station and exchange rates (subject to mandatory deductions for pension contributions and health insurance).  Other benefits include\:  30 days annual leave, dependency benefits, pension plan and health insurance scheme.  Benefits for internationally recruited staff may include home leave, travel and removal expenses on appointment and separation, education grant for dependent children, assignment grant and rental subsidy.

Candidates appointed to an international post with PAHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

All applicants are required to complete an on-line profile to be considered for this post. 

Candidates will be contacted only if they are under serious consideration. A written test and/or interview will be held for this post.  The post description is the official documentation for organization purposes.