HR Partner (Senior Human Resources Officer)

The position is located in the Staff Operations Branch (HR/OPS) of the Human Resources Development Department (HRD). HRD under the Management and Reform Portfolio (DDG/MR) is the central authority on human resource matters in the ILO. The Department seeks to align the Offices' human resources capacity with the strategic objectives of the Organization to ensure that it can carry out its mission effectively. HR/OPS delivers a wide range of HR services, including all aspects regarding appointment and on boarding of all staff at headquarters and professional staff serving in development cooperation projects worldwide. The Branch is also responsible for the coordination of HR reviews, in liaison with the Strategic Programming and Management and the Financial Management Departments and for supporting workforce planning and mobility Office-wide. It serves as the operational interface with staff and managers and assists field-based human resources staff in the implementation of human resources strategies, policies and practices. The HR Partner is responsible for providing HR advisory services to staff and departments within his/her HR portfolio as well as supervision and guidance to other HR support staff in the Branch. The incumbent will collaborate with the other HR Partners within the Department and at the Regional Office level to ensure consistency in the delivery of HR services. The position shares accountability with line managers to ensure the optimum utilization and deployment of human resources to support the goals of the ILO.

The position will report to the Chief of HR/OPS.

1. Serve as first point of contact for managers and staff on HR-related matters and provide expert advice and guidance on the application and interpretation of HR, rules, regulations, policies, procedures and guidelines, ensuring overall consistency across the Office. Provide information and advice on career planning, learning, mobility and other HR areas and activities.
2. Build strong working relationships by providing support and guidance to managers on a broad and diverse range of HR areas, including employee relations-related issues, performance management, succession planning, classification, recruitment, mobility, conflict prevention and absence management. Keep abreast of developments and ongoing activities of designated Departments and Regions.
3. Promote and reinforce performance management and talent management processes in collaboration with the Talent Management Branch (HR/TALENT) to support the overall ILO strategy. Coordinate staff coaching and learning programmes with the Staff Development Unit. Play an active role in enhancing global talent initiatives.
4. In collaboration with the Resourcing Unit, provide strategic advice and support to managers throughout recruitment and selection processes. Act as HRD representative on interview panels.
5. Review staffing plans with managers on a regular basis and implement them in accordance with strategic HR priorities. In collaboration with the Organizational Design Unit, promote good practices in organizational planning and assist managers in establishing optimal structures and clear roles and responsibilities that are aligned with the ILO’s Strategic Plan and Programme and Budget.
6. Identify policy review requirements in coordination with the other HR Partners within the Department and at the Regional Office level. Use data and analytics to review and measure the effectiveness of HR policies, tools and processes and support HR management by making recommendations for their improvement in accordance with the HR Strategy.
7. Advocate for and support the people-related aspects of change management and reform initiatives.
8. Keep up to date with external trends and best practice in the areas of expertise and HR more broadly in order to drive improvements in tools and policies.
9. Perform other relevant duties as assigned.

These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:

1. Review the work of other professional and general service staff for compliance with HR rules and regulations and for soundness of judgement and conclusions. May also directly supervise a specialized HR unit.
2. Provide expert advice on the development, implementation and administration of the area(s) of functional responsibility. 
3. Assess and determine organisational and programme needs for new or modified HR policies and practices, taking into account changing circumstances and environment, and consult with managers and staff representatives on proposed HR policies or modifications, participating in negotiations with the Staff Union as required.
4. Conceive, formulate, test and advocate within the Organization new and/or improved approaches, processes or techniques for the delivery of HR services. Develop comprehensive and proactive procedures and programmes to deal with the HR needs of the organisation. Plan, direct and monitor the introduction of changes.
5. Formulate the position of the Organization on HR policies and on the application of rules and regulations to highly sensitive or contentious cases and recommend appropriate action to senior management.
6. Analyse and ensure compatibility of HR regulations formulated at inter-agency level with those formulated and applied by the Organization.
7. Determine contentious and complex cases of eligibility of staff to entitlements or benefits. Certify benefits and ensure the correct application of decisions taken at the common system level on entitlements and benefits.
8. Serve as secretary to policy level committees in the area of expertise. Present and discuss technical matters and provide technical advice on positions to be taken at the inter-agency level.
9. Represent the organisation at inter-agency meetings as well as on missions. Prepare papers and statistics, exchange information on practices, negotiate the adaptation of common system practices, and enhance collaboration at the common system level.  Represent the HR department in working group and joint committee meetings in the area of functional responsibility.
10. Prepare and conduct training in the relevant HR field.

Advanced university degree in human resources management, employment law, occupational/organizational psychology, or business administration.

Seven years of professional experience in human resources management, of which at least three years at the international level. Broad HR generalist background and proven experience in at least two of the following areas: recruitment and selection, compensation and benefits, change management, employee relations, learning and development.

Excellent command of one official language (English, French or Spanish) of the Organization and a working knowledge of another. Knowledge of a third official language would be an advantage.

In addition to the ILO core competencies, this position requires:

Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Thorough knowledge of HR, rules, policies and procedures within an international organization. Knowledge and understanding of the programme they support. Good understanding of the Organization’s environment, strategy and people implications. Good written and verbal communication skills. Client oriented and good team player. Ability to plan and organise work and to provide coaching, guidance and training to staff. Ability to provide expert advice. Ability to persuasively negotiate sensitive and contentious issues. Ability to represent the Organization and to present position and papers in meetings and committees. Relationship building and relationship management skills. Negotiation skills. Ability to maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or when dealing with challenging situations. Ability to evaluate people and situations to reach logical and fair decisions through an unbiased common-sense approach.Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.