Senior Human Resources Officer

Introduction

The Human Resources Development Department (HRD), within the Corporate (CS) Cluster, 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 recruitment, selection, mobility and retention of staff; 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.

Within HR/TALENT, the Capability & Performance Unit is responsible for the implementation of the Office’s capability and performance strategy. Skills mapping, skills gap analysis and targeted skills development are highlighted within the key focus areas of the Human Resources Strategy for 2022-2025 and are reflected in the Programme and Budget (P&B) for 2022-2023 and the Preview of the Programme and Budget proposals for 2024-2025. HRD, in discussion with Strategic Programming and Management Department (PROGRAM), Financial Management Department (FINANCE), Skills and Employability Branch (SKILLS) and the technical units, has developed an expanded approach for an office-wide skills mapping exercise, focused on the outcomes in the P&B proposals for 2024-25. The overall objective of this exercise is to optimise delivery to constituents and future-proof the Organisation by having the right staff, with the right skills, in the right place, at the right time - now and in the future.

The incumbent of the position will work hand in hand with the Senior HR Officer, P4, in the Capability & Performance Unit, who has the overall responsibility for leading this exercise. With support from external consultants and together with the exercise leader, the incumbent will refine the process design, prepare the communications and change management strategies, build the baseline skills taxonomy, and select and configure the mapping system. In close collaboration with key stakeholders and subject-matter experts across the Office, the incumbent will guide the skills-mapping process, support task teams in formulating a skills framework, ensure that mapping is completed by selected ILO officials and their managers, and analyse skills and resource gaps. The incumbent will propose staff development and recruitment strategies to address these gaps in the short and longer term and facilitate their implementation.

The position will report to the Coordinator of the Capability & Performance Unit.

Specific Duties

1.    Design skills mapping project plans and methodologies, monitor, follow up and report on project progress.

2.    Provide HR expert inputs and advice in the skills visioning workshops and in the development of skills taxonomy.

3.    Develop and maintain skills mapping background documents including user guides, training guides, Standard Orating Procedures (SOPs), FAQs, etc.

4.    Conduct technical meetings with subject matter experts, training courses, information sessions, and deliver workshops on skills mapping, coordinate inputs from various stakeholders (internal – HQ and field – and external).

5.    Coordinate procurement processes of External Services in the framework of the skills mapping exercise, (for the selection of tools, consultants and skills development/recruitment solution providers). Develop Requests for Proposals (RFPs), Waiver Requests and Terms of Reference. Oversee selection processes and prepare evaluation reports. 

6.    Collaborate with the service provider(s) to configure the skills mapping tool.

7.    Manage relations and communications with partners, project counterparts and facilitators, instructional designers, technical developers and subject-matter experts.

8.    Drive data collection and analyse complex sets of data, statistics and information, identify trends and prepare draft recommendations and guidelines for discussion and adoption.

9.    Contribute to the development of a skills development strategy and recruitment strategy based on skills gaps and capacity needs analysis. 

10.    Integrate gender and diversity analysis and indicators in the various phases of the skills mapping exercise.

11.    Develop communication plans and activity schedules, and manage change management, marketing, publicity and communications strategies in collaboration with Communication and Public Information Department (DCOMM) for the skills mapping exercise and related workshops and events. 

12.    Evaluate the efficiency and effectiveness of the project activities and propose continuous improvement strategies and actions.

13.    Provide technical inputs to Office documents (e.g. reporting to the Governing Body).

14.    Exchange knowledge and share information on innovative practices related to skills mapping and staff development with counterparts in other UN organizations with a view to ensuring that continuous improvement strategies and actions are adopted throughout all stages of the project.

15.    Perform other relevant duties as assigned. 

Required qualifications

Education

Advanced university degree in human resources development, vocational education and training, related social sciences, or other relevant field. A first-level university degree (Bachelor’s or equivalent) in one of the afore-mentioned fields with an additional two years of experience in complement to the experience required below may be accepted in lieu of an advanced university degree.

Experience

At least seven years of progressively responsible experience, including at the international level, in human resources management, skills development, and/or innovation/change management, including relevant project management and supporting tools and techniques.  Experience in skills mapping and skills gap analysis is an advantage.

Languages

Excellent command of English and a working knowledge of a second working language (French, Spanish) of the Office.  A working knowledge of a third working language is an advantage.

Competencies

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

Technical competencies  

Sound knowledge of adult learning. Ability to research and interpret various guidelines and policies. Decision-making and problem-solving skills. Planning and organisational skills. Excellent drafting, communication and presentation skills. Negotiation skills. Demonstrated ability to effectively monitor work programmes. Demonstrated ability to design and facilitate in-person and digital workshops and consultations. Demonstrated ability to train (must be able to conduct group and one-on-one training) both in person and remotely. Strong analytical skills (i.e. can conduct root cause analysis, make recommendations and track results). Ability to assess quality and efficiency or process execution, to develop project proposals and implement improvements to processes. Knowledge of the Office’s policies, administrative procedures and practices is an asset.

Demonstrated ability to use learning management systems, online meeting tools, and other technologies to create effective formal and informal learning environments and opportunities. Strong skills in MS Office (Powerpoint and Excel (including formulae, pivot tables and charts)).

Behavioural competencies 

Proven ability to take ownership of all responsibilities, to act with integrity and transparency by maintaining social, ethical and organizational norms, and to meet all commitments within the prescribed time, cost and quality standards. Absolute discretion in dealing with confidential matters. Ability to promote knowledge sharing and learning culture in the Office, and to focus and guide others to meet objectives at individual and group level. Ability to maintain effectiveness when experiencing major changes in work tasks and environment, and to adjust effectively to new work structures, processes, requirements.

Good interpersonal skills, ability to establish and maintain effective working relations with colleagues in the Office, implementing partners, consultants and counterparts. Tact and ability to work collaboratively in cross-functional teams. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.