Coordinator of Capability and Performance Unit

Introduction

The Human Resources Development Department (HRD), within the Management and Reform Portfolio, 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.

The Talent Management Branch (HR/TALENT) in HRD is responsible for the provision of services related to organizational design and job classification; staff development, training and performance management; and the development of policy work within its areas of expertise.

Reporting directly to the Branch Chief, HR/TALENT, the Coordinator of the Capability and Performance Unit is responsible for the implementation of the Office's capability and performance strategy, including management of the performance management framework, rewards and recognition and centralized capability-development activities.
 

Specific Duties

1.    Responsible for the management and development of the Capability and Performance Unit and its staff, to ensure effective delivery of the unit work plan, in line with the relevant outcomes and targets specified in the Office’s Human Resources strategy.

2.    Manage the design, implementation, monitoring, analysis and reporting of the Performance Management Framework throughout the Office. Identify and develop training methodologies and coordinate coaching and counselling to line managers in this area.

3.    Manage the Reports Board Secretariat. Act as the liaison between HR partners, managers and the Reports Board, in the review and follow-up of performance related cases.

4.    Manage the design, implementation and continuous improvement of the framework for rewards and recognition. 

5.    Drive development of the Staff Development strategy. Plan and lead the impact assessment of the capability-developing activities at the ILO, with a view to creating a state of the art approach.  

6.    Act as management representative at the Joint Training Council.

7.    Coordinate inputs from the Capability and Performance Unit for Office-wide initiatives to support the embedding of core values and behaviours including gender equality, sensitivity to diversity, disability inclusion, respectful workplace and environmental sustainability. 

8.    Plan, manage and monitor the usage of centrally-managed training and staff development funds. Report and analyse global training expenditure, ensuring proper follow-up to maximize strategic impact.

9.    Lead the rollout of all training activities and courses under the centrally-managed training and staff development funds. Promote organizational awareness of life-long learning and skills development, through various modalities, including on-the-job learning.

10.    Manage the development of policy in the performance, reward and recognition and capability area, in collaboration with HR Policy Branch.

11.    Work closely with HR partners and departments in a consultancy role to manage performance, develop learning opportunities and organizational capability.

12.    Manage the automation of tools and systems in the talent management area, in order to apply effective methods in day-to-day work.

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 Organization’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 Organization 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 Organization’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, of which at least five years at the international level.  Demonstrated experience within the field of learning, capability-development and/or performance management.

Languages

Excellent command of one official language (English, French, Spanish) of the Organization and a working knowledge of a second official language.  One of these languages must be English

Competencies

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

Technical

In addition to the competencies required at the P4 level, job specific competencies include:

Ability to plan and organize work and to provide 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 positions and papers in meetings and committees. Highly competent in strategic thinking. Thorough knowledge of the work and programmes of the Organization.  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 Organization 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.

Behavioural
Commitment to continuous learning: Keeps abreast of new developments in the area of performance management, rewards and recognition, adult learning, knowledge management and technology-enhanced learning. The ability to work in a multicultural environment and to demonstrate   gender-sensitive and non-discriminatory behaviour and attitudes