Human Resources Officer (Legal and Policy)

Introduction

The position is located within the Legal and Policy Advice Team of the Policy and Social Benefits Branch of the Human Resources Development Department (HRD). 
The Legal and Policy Advice Team serves as a strategic partner to Management by providing authoritative advice on applicable policies, rules, and procedures, by coordinating efforts to prevent conflict in all its forms, and by leading the administrative resolution of work-related grievances in accordance with the Office’s statutory mechanisms for internal conflict resolution. In doing so, it ensures consistent application of HR policies, rules, and procedures within HRD as well as across portfolios of clients, and at Headquarters and in field duty stations. 

The Team supports the revision and development of HR policies that are fit to address organizational needs and develops and shares knowledge of emerging and best policies, trends and practices in the HR field as well as on UN common system HR initiatives. 

The Team participates in the promotion of effective communication and facilitation of open and transparent Staff/Management consultative processes, in particular in the context of the Joint Negotiating Committee and contributes to the elaboration of HR documents for the ILO governing organs and oversight bodies. 

The position reports to the Senior HR Specialist (Legal and Policy).

Specific Duties

1.Undertake research, legal analysis and draft papers on the interpretation and application of HR rules, regulations, policies and procedures, and other HR legal and policy matters.
2.Analyse trends in formal and informal conflict resolution, identifying the need for modification to existing HR policies and practices and propose action for improvement to the supervisor.
3.Review and prepare responses to work-related complaints lodged under the Staff Regulations, including complaints regarding harassment and sexual harassment, for final substantive review by the supervisor.  
4.Identify legal risks associated with specific complaints or issues emerging through HR operations or other specific HR functions and propose possible mitigation measures and/or remedial action.
5.Provide guidance to other HRD Units and Regional HR Units regarding the interpretation of HR rules and procedures, including the application of benefits and entitlements.
6.Carry out comparative analysis and empirical research regarding HR policy developments, practices and related legal implications in other international organizations and prepare inputs for inter-agency HR bodies for final review by the supervisor.
7.Prepare draft HR policy papers, including amendments to the Staff Regulations and HR-related Internal Governance Documentation System (IGDS) documents and assist the supervisor in negotiations with the Staff Union. 
8.Serve as Secretary/organizer to internal committees and working groups. Prepare meeting papers and reports, organize meetings and support the implementation of the Committee’s recommendations as approved by the Director-General.
9.Preform 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.Interpret and apply HR policies, rules and regulations as well as standards and techniques related to the area of specialisation. Take decisions on eligibility to entitlements and ensure that procedures are correctly followed. Provide guidance regarding the interpretation of rules and procedures, entitlements, benefits and/or allowances.
2.Identify the need for new, or modifications to existing, HR policies, practices and reviews and initiate or propose action as required. Recommend improvements to internal procedures. 
3.Analyse and evaluate HR related requests from managers and staff, taking into account the needs, policies and practices of the organisation. 
4.Research and evaluate issues concerning the area of specialisation. Carry out comparative analyses of developments and practices in other international organisations and/or the public and private sectors and make appropriate recommendations or proposals. 
5.Prepare and provide information on specific HR programmes and activities and promote understanding of its purpose particularly through briefing sessions and training courses. 
6.Analyse and prepare responses to complaints lodged under the Staff Regulations. Assist senior HR officers in negotiations with the Staff Union. 
7.Analyse and propose alternative courses of action on difficult or unusual cases. Explain and clarify to managers and staff the reasons for decisions taken on individual contentious cases. 
8.Serve as secretary for internal committees, panels and meetings. Prepare papers and reports, organise meetings and execute the recommendations of the Committee. Participate in staffing reviews and inter-agency meetings on subjects related to the area of specialisation. 
9.May supervise general service staff dealing with daily operational matters. 

Required qualifications

Education

Advanced university degree in international administrative law, or, alternatively, a first-level university degree in law and a recognised professional qualification in legal practice, or in human resource management encompassing legal aspects.

Experience

Five years of professional experience in the legal aspects regarding human resources management of the international civil service.

Languages

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

Competencies

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

Demonstrated professional experience working with the general principles of international administrative law and the jurisprudence of the ILO Administrative Tribunal.  Good knowledge of HR practices, rules, and policies. Excellent analytical and drafting skills. Ability to present and defend the position of the HR department to managers and staff. Ability to perform a variety of conceptual and comparative analyses. Ability to resolve complex problems and to advise management and staff. Ability to supervise staff

A high degree of tact, diplomacy and discretion, proven ability to maintain confidentiality. Objectivity and ability to apply HR rules and regulations in a fair and consistent manner. Ability to work on own initiative as well as a member of a team. Excellent time management skills. Ability to plan and execute assigned duties. Strong interpersonal skills: Strong oral and written reporting and presentation skills. The ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.