Coordinator, Resourcing Unit (RES)

Introduction

The position is responsible for the overall management and coordination of the Resourcing Unit (RES), located in the Human Resources Development Department (HRD) within the Management and Reform Portfolio (DDG/MR). HRD is the central authority on human resource matters in the ILO. The Department seeks to align the Office’s human resources capacity with the strategic objectives of the Organization to ensure that it can carry out its mission effectively.  RES is responsible for the prospection, recruitment, selection, mobility and retention of staff, including coordinating and   servicing selection panels and assessment centres  . 
The incumbent reports to the HR function in charge of the resourcing area within the organizational structure of the HR Department.  

Specific Duties

1. Analyse and monitor the staffing situation across the ILO, forecast changes and provide technical and strategic advice on workforce planning and human resource needs in the Office. Liaise with HR/OPS and HR/TALENT, as well as with internal stakeholders such as PROGRAM and FINANCE to meet efficiently the overall recruiting goals. 
2. Research and keep abreast of changes to applicable standards, best practices and technologies in the area of recruitment and selection. Ensure the efficiency and effectiveness of work methods and processes and make recommendations for improvements associated with all aspect of the ILO's resourcing efforts including efforts to diversify the workforce
3. Identify solutions and innovative approaches to address complex recruitment and selection issues. Develop key initiatives for recruiting diverse talent; deliver outreach experiences in serving the ILO strategic objectives.  Work closely with managers and HR partners to ensure a diverse number of candidates. 
4. Provide authorative advice to managers on workforce planning, succession planning and mobility as well as to all parties involved in the recruitment and selection process creating and proofing guidelines for hiring practices within the organization.
5. Responsible for overseeing the recruitment and selection processes of regular budget core  vacancies through the Recruitment, Assignment and Placement System (RAPS); General services competitions (HQ based); calls for expression of interest (D, P and GS level); Junior Professional Officers (JPOs) and interns’ engagement (ILO’s Internship Programme), ensuring that talent acquisition falls in line with the strategic objectives of the Organization. 
6. Act as Secretariat to the Recruitment, Assignment and Mobility Committee (RAMC). This includes the set-up and preparation of the RAMC meeting agenda and material, the reporting on the proceedings and the follow-up to recommendations formulated by the Committee for the Director-general decision. 
7. Monitor the recruitment and selection processes for with diplomacy, tact and confidentiality ensuring to attract diverse candidates in compliance with ILO’s staff regulations and agreed practices. 
8. Provide authoritative advice on applicable policies, rules, regulations and procedures related to recruitment and selection and identify needs for policy changes. 
9. Ensure effective and efficient global utilization of the cloud-based E-recruitment system (ILO Jobs). Pursue necessary change management related actions. Work closely with HRD/MSU to understand current workforce analytics, to source the gap and guide decision making related to succession planning, outreach, diversity and mobility. 
10. As a member of the Management Team of the HRD Department, contribute to the development of the strategic vision of the Office on Human Resources.
11. Responsible for the management of RES unit and its staff including work planning, distribution and review of work assignments, conducting performance appraisal discussions and ensuring completion of all appraisal forms in accordance with established deadlines, and supporting staff development and learning activities  . 
12. Represent the ILO in UN bodies/working groups and external partnerships as necessary
13. Perform other relevant duties as assigned.

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

optional section (only if needed)

Generic Duties

1. Responsible for the management and administration of a significant portion of the human resources function. Ensure that operating procedures are efficient and provide leadership and motivation to staff. May be responsible for the overall management of committees set up to oversee the administration of procedures and entitlements.
2. Plan, develop, review and either approve, or propose for approval, new policies and practices or adaptations to existing ones, ensuring that policies are in line with common system guidelines.
3. Advise senior management on new approaches and adaptations of existing HR policies and practices in the implementation of HR programmes and objectives.
4. Supervise the preparation of Governing Body documents and HR circulars, tools, manuals, newsletters and briefs. Prepare documents and recommendations for various committees on particularly difficult or unusual cases, or in response to complaints lodged by employees.
5. Represent the organization at inter-agency and other often high-level meetings, with delegated authority to commit the organization on HR policy issues within the designated area of responsibility. This includes the review, development and presentation of the organisation’s HR policies and positions, and the preparation of policy papers for submission to these bodies. Report to senior management, the Governing Body and the staff on the outcome of these meetings.
6. Plan and conduct organizational needs assessments and training courses, and guide change initiatives, programmes and reviews.
7. Represent the organization in negotiations with staff representatives in the functional area of responsibility. This includes the provision of advice on industrial relations and HR policies and their implementation in the organisation and the preparation of technical papers for the relevant committees.
8. Exercise delegated authority to propose and approve special measures in compliance with the rules and regulations, interpreting the organisation’s policies with respect to the most difficult and complex cases and provide the rationale for HR decisions serving as precedents.

Required qualifications

Education

Advanced university degree in human resources management or other related field.

Experience

More than ten years of professional experience in human resources management, including experience at the international level. Experience with a cloud-based talent management system including recruitment tools.  Experience with the development and use of HR related metrics and analytics would be an advantage. Experience in the management of recruitment processes within the United Nations system or a large international organisation would be an advantage.

Languages

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

Competencies

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

Technical

Thorough knowledge of the work and programmes of the organisation. Knowledge of hiring processes. Excellent leadership skills. Proven ability in the management of staff and proven interpersonal skills. Ability to provide authoritative advice. Seasoned analytical and diagnostic skills to analyse new HR policy, and to foresee possible consequences of its application in the organisation or to resolve abstract interrelated problems. Ability to identify trends and draw conclusions. Ability to design new policies that are transparent, objective and fair, and to persuade management of the advantages of proposed new policies and procedures. Ability to negotiate with staff representatives. Excellent coaching and counselling skills. Familiarity with social media, CVs data bases, and professional networks.

Behavioural

Highly developed judgement, tact and sensitivity to confidentiality. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.