Regional Coordinator for Human Resources

Introduction

The position is located in the ILO Regional Office for Africa (ROAF) in Abidjan. The ROAF has overall political and management responsibilities for the promotion of ILO principles, policies and decent work priorities in the region as well as to provide strategic guidance and support to all country offices and Decent Work Technical Support Teams (DWTs) in Africa. Furthermore, the ROAF is responsible for promoting collaboration on decent work issues with continental institutions like the African Union, African Development Bank and United Nations Economic Commission for Africa.

In close collaboration with the Human Resources Development Department (HRD) at ILO headquarters, the incumbent will be responsible for the coordination of Human Resources (HR) services, providing managerial and administrative advisory support to office directors and other managers in the region and advising ILO headquarters on the region's requirements with respect to human resources policies and practices. The position will ensure that human resources are used effectively to support the goals of the ILO and will be responsible for providing proactive and consultative HR services.

The position reports to the Deputy Regional Director under the overall guidance of the Regional Director and receives technical guidance and advice from HRD at ILO headquarters. The incumbent is a part of the Global Team of HRD.

Specific Duties

1. Lead and coordinate the regional HR Unit in the Regional Office for Africa. Identify needs and oversee the development and implementation of a regional HR strategy, ensuring alignment with the ILO's Human Resources Strategy.

2. Provide strategic guidance and support to office directors and other managers in the region on all aspects of HR management with a particular focus on workforce planning, grading and classification, timely recruitment, performance management, conflict prevention, absence management and staff development, staff well-being and learning.

3. Provide authoritative guidance on the interpretation of HR rules, regulations, policies and procedures to managers and staff in the region and ensure their consistent application across the region. Develop procedures to mitigate risks from non-compliance with HR rules, regulations and policies.

4. Provide advice and information to staff on career planning, learning, mobility and other HR activities. Oversee the correct application of staff development rules and procedures.

5. Oversee correct application of benefits and entitlements and of job grading for locally recruited staff in the region. Work with office directors and other managers in the region to develop clear roles and responsibilities and to ensure job design coherence across the region. Liaise with HRD on job design and classification matters.

6. Coordinate the necessary steps for the smooth implementation of HR IT-based systems.

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7. Act as the first point of contact with HRD in the coordination of HR services for staff assigned to the region.

8. Collaborate with HR professionals in the other ILO regions and at headquarters to resolve complex HR issues and individual cases and to ensure consistency and sharing of relevant practices. Identify needs and provide inputs into HR policy revisions.

9. Play an active role in regional and global talent management initiatives in cooperation with HRD. Implement and facilitate coaching and training plans for staff in the region.

10. In collaboration with managers, develop and execute annual staffing plans in line with ILO objectives and HR priorities. Produce and analyse key data effectively, including skills mix, talent pool information, gender and diversity statistics and retirements, secondments and rotation planning to facilitate succession planning, talent management and resourcing.

11. Collaborate with the Chief of the Regional Financial and Administrative Services (C/RAS) to coordinate and oversee the application of field safety and security standards, travel security clearance requirements and evacuation procedures, including medical evacuation, when necessary.

12. Perform other relevant duties as assigned.

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

Generic Duties

1.           Manage and guide the HR administration unit of a Regional Office, as well as administrative units in other external offices, in the provision of the full range of HR services in the region. Plan, organise and supervise the work of a HR unit composed of professional and/or general service staff.

2.            Plan and implement recruitment programmes and strategies for local staff to ensure the timely and appropriate filling of vacancies, provide recruitment support to project and area offices managers in field.

3.            Administer the system for classifying local positions. Review and approve the classification levels of local positions, and manage related recourse mechanisms. Conduct comprehensive classification reviews prior to local salary surveys.

4.            Undertake regular missions to external offices and large development cooperation projects to ensure that HR operations are being performed effectively and efficiently, and to design and provide specialised training where necessary.

5.            Interpret and administer conditions of service for all categories of staff. Take decisions on the application of staff regulations to individual cases, including the approval and rejection of entitlements. Formulate the position of regional management on the application of staff regulations in highly sensitive or contentious individual cases and recommend appropriate action. Supervise all work pertaining to immigration, diplomatic privileges and protocol.

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6.          Plan and administer a career development plan for the region. Provide advisory services to managers on organisational planning and job design in light of programme and skill requirements and career planning needs.

7.            Evaluate and determine specific training needs in the region. Plan and implement training programmes, including induction briefings and structured training on new and existing procedures, systems, practices and skills that are required by management and staff for the performance of their duties.

8.            Represent the organisation in regional and local inter-agency coordination committees and meetings dealing with HR matters.

9.            Recommend to headquarters the need for new or adapted HR policies and procedures, advocating and explaining to management new policies and improved approaches to the delivery of HR services.

10.          Prepare the HR component of the Programme and Budget proposals for the region, and monitor the utilisation of staff resources.

Required qualifications

Education

Advanced university degree in human resources management, public or business administration, law, social sciences or other relevant field.

Experience

Seven years of professional experience in human resources management, of which at least three years at the international level, preferably within the ILO or other UN entity. Experience in at least two of the following areas: workforce planning, recruitment and selections, HR administration/operations, entitlements and benefits, classification, staff training and development, HR policy.

Languages

Excellent command of English or French and a working knowledge of the other.

Competencies

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

Technical

Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Ability to supervise staff, plan and organise work and to provide guidance and training to staff. Ability to provide expert advice and to advise managers and staff appropriately.  Objectivity and capability to apply pertinent human resources rules, regulations, policies and procedures in a fair and consistent manner. Ability to communicate effectively, both orally and in writing. Ability to present and defend the position of the Human Resources Development Department before managers and staff.  Ability to support management in exercising the duty of care. Ability to represent the Organization and to present positions and papers in meetings and committees. Good knowledge of automated information systems. Knowledge of the Organization's HR rules, regulations and policies will be considered as an asset.

Behavioural
Ability to persuasively negotiate sensitive and contentious issues.  High degree of tact, diplomacy, discretion, and ability to maintain confidentiality. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.