Roster for Human Resources Officers for the P2, P3 & P4 level

This roster will be used for Fixed Term and Temporary Appointments, as well as full time and part time positions and requirements.

1. Recruitment – Talent acquisition, outreach and sourcing
2. Client Relations – Strategic, operational support and guidance
3. WHE Health Emergencies Programme – Operational workforce management

The aim of WHO’s Transformation is for WHO staff and consultants to serve our constituents in the most effective and efficient way possible\: people, especially the three billion we have targeted as part of GPW 13.

HR needs to work towards ensuring that all processes, structures and policies are there to support WHO staff and contractors to improve the health and wellbeing of these three billion people. HR needs to make a critical assessment of its policies and structure to certify that it meets the needs of the Organization and can facilitate the delivery of the triple billion goals.

We propose therefore a “one stop shop” approach for core HR services, achieved by pairing the recruitment team with client relations officers, providing designated client groups with a full-service package from recruitment to separation.

Specific post descriptions with specific duties will be issued at time of offer, depending on role, location, contractual modality and grade

• HR planning & organizational design
• Recruitment, selection & outreach
• HR metrics & analytics

• Workforce and career management

• Performance Management
• Strategic HR

Competencies\: Generic (Describe the core, management or leadership competencies required – See WHO competency model (full text see Annex) – list in order of priority, commencing with the most important ones)

1) Communicating in a credible and effective way

Shares information openly with colleagues and transfers knowledge as needed. Writes down ideas in a clear, structured, logical and credible way. The incumbent must be able to express him or herself clearly and in a structured and credible manner ensuring appropriate information sharing within the programme/organization.

2) Knowing and managing yourself

Remains productive, objective and focused even in a changing environment; continues to display positive behaviour when facing constraints; keeps challenges in perspective.

3) Fostering integration and teamwork

Tactfully resolves misunderstandings and take action to reduce any possible tension; Effectively builds a rapport with individuals and teams establishing good personal and professional relationships. The incumbent must see him or herself as a team member and work accordingly toward common goals. Proven ability to address issues in collaborative manner.

4) Respecting and promoting individual and cultural differences

Treats all people with dignity and respect. Relates well to people with different cultures, gender, orientations, backgrounds and/or positions; considers issues from the perspective of others and values their diversity.

5) Moving forward in a changing environment

The incumbent must be willing and able to adapt to a changing environment and priorities while maintaining positive attitude in support of new ideas.

6) Producing results

Must possess excellent organizational, process and problem solving skills, as well as the ability to multi-task. Proven ability to initiate, plan and manage personnel activities.

Essential\: University degree in business, human resources, social sciences or relevant field.

Desirable\: Training in job design and classification of functions. Certification in career counselling. Knowledge of/training in employment law.

Essential\: At least 2 years of human resources experience with various aspects of HR work including workforce, organizational design and employee relations, knowledge of modern human resources principles, recruitment, entitlements in a multi-disciplinary and matrix organizational context.

Desirable\: Experience of working with HR and data management software. Experience working in WHO/UN.

Essential\: University degree in business, human resources, social sciences or relevant field.

Desirable\: Training in job design and classification of functions. Certification in career counselling. Knowledge of/training in employment law.

Essential\: At least 5 years’ of human resources experience with various aspects of HR work including workforce, organizational design and employee relations, knowledge of modern human resources principles, recruitment, entitlements in a multi-disciplinary and matrix organizational context. Of which, two years’ working experience at the international level.

Desirable\: Experience of working with HR and data management software. Experience working in WHO/UN. Experience of managing a team.

Essential\: Advanced university degree in business, human resources, social sciences or relevant field.

Desirable\: Training in job design and classification of functions. Certification in career counselling. Knowledge of/training in employment law.

Essential\: At least 7 years of human resources experience with various aspects of HR work including workforce, organizational design and employee relations, knowledge of modern human resources principles, recruitment, entitlements in a multi-disciplinary and matrix organizational context. Of which, two years’ working experience at the international level. Experience of managing a team

Desirable\: Experience of working with HR and data management software. Experience working in WHO/UN.

Essential\: Excellent knowledge of English and working knowledge of another WHO and/or EURO official language.

Desirable\: Working knowledge of Russian.