Senior HR Officer - Administrative Division
1 Recruitment and selection
.1 Coordinate the forecasting and workforce planning activities with relevant Divisions and Management Accounting Services.
.2 Oversee and responsible for the end-to-end recruitment and selection activities and processes for all categories of staff and non-staff members.
.3 Develop SLAs and ensure completion of all activities ensuring quality of service within recommended guidelines and timelines.
.4 Coordinate and administer tests, devise suitable assessments for staff selection purposes.
.5 Identify, monitor and analyse policy developments and initiatives in recruitment, assessment and selection mechanisms for its implementation at IMO.
.6 Provide expertise and guidance on all matters relating to recruitment, staff selection and mobility including diversity considerations.
.7 Oversee the engagement of Consultants and temporary employees including efficient contract management and timely audits and payments.
.8 Oversee the liaison with Member States for the engagement of Junior and Senior Professional Officers and with employment agencies for short term employees.
2 Learning and career development
.1 Proactively identify gaps and needs in skills and competencies to design, plan and develop, suitable training interventions.
.2 Develop the communication strategy around training, including designing training catalogues and brochures.
.3 Conduct evaluation of the impact of the staff development programmes
.4 Proactively liaise with the training providers in ensuring cost effective and good quality training Programmes.
.5 Coordinate the IMO Language Programme including conduct of the UN Language Proficient examinations.
.6 Oversee the career development process, provide guidance and devise strategies supporting career development with organizational strategies, including succession planning.
.7 Provide the overarching linkage with all areas under the purview of recruitment and staff development.
3 Performance management
.1 Keep abreast of the latest developments in performance management and develop suitable interventions at IMO.
.2 Support the development and implementation of suitable performance management mechanisms, including tools and forms.
.3 Provide support and guidance in all aspects of performance management including dealing with exceptional and underperformance.
.4 Advise and counsel staff in respect of rights, responsibilities, the code of conduct and interpersonal relations and challenges associated with work and the work environment.
.5 Conduct regular review of performance appraisal mechanisms and propose improvements as necessary.
4 Other HR functions and responsibilities
.1 Manage, guide and develop the team under supervision and their output ensuring quality of delivery.
.2 Coordinate the work of recruitment and staff development with other functional areas within Human Resources such as Entitlement, Benefits, Social Security and Health and Wellbeing Services for a seamless delivery of HR service.
.3 Engage with other UN organizations and external partners to identify best practice, benchmarking, knowledge-sharing and learning opportunities, and propose and implement process improvements and new developments at IMO.
.4 Oversee the automation and implementation of appropriate software and systems for the functions under remit that can be integrated across HR functional areas.
.5 Address and mitigate staff grievances with the purpose of resolving them at the onset. Follow through on any grievance and appeal procedures for its completion.
.6 Promote consistent application of HR policies, provide interpretation and guidance on HR policies, staff regulations and rules.
.7 Responsible for information and data analytics, research, and lead the responses to requests for information under remit including surveys and statistics.
.8 Plan activities against budget and monitor effective utilization of the recruitment, Other Personnel, and Training budget.
.9 Take responsibility for incorporating gender and geographical perspectives while ensuring that competence takes the overarching precedence.
.10 Lead working groups on various topics and represent the Service and/or Organization in relevant meetings, forums.
.11 Serve as the approver of purchase orders for contracts of non-staff members.
.12 Advise and update the Head, Human Resources Services on all relevant matters under purview.
.13 Serve as Secretary to relevant boards and as a back-up for other staff within the Service.
.14 Perform any other duties which may be assigned.