Human Resources Officer

OBJECTIVES OF THE PROGRAMME

The mission of the Division of WHO Health Emergencies (WHE) is to build the capacity of Member States to assess, prevent and manage health emergency risks, and lead and coordinate the international health response to contain all hazard emergencies, as described under the IHR (2005) and to provide effective relief and recovery to affected populations.

The WHE Division brings together and enhances WHO's operational, technical and normative capacities in health emergencies and risk analysis to address all health hazards across the risk management cycle in a predictable, capable, dependable, adaptable and accountable manner. The Programme is designed to operate within the broader humanitarian and emergency management architecture in support of people at risk of, or affected by, outbreaks and emergencies, consistent with ways that strengthen local and national capabilities.

The Management and Administration (MGA) is responsible for effective management and administrative support for the projects and programme managed by WHE and for ensuring that WHO emergency operations are rapidly and sustainably financed and staffed. Within WHE, the HR Team is responsible for the provision of high-quality HR services, including during emergency response, as well as effective monitoring of (and compliance with) SOPs leading to continuous improvement and business process excellence.

DESCRIPTION OF DUTIES

The purpose of the post is to provide a wide range of HR services for the Health Emergencies Programme. Focusing on; recruitment, pre-boarding and on-boarding formalities for staff and non-staff deployed for outbreaks and health emergencies, compensation & entitlements of emergency workforce, and to be the operational arm of the WHE programme. S/he also contributes to the overall HR goal of creating a credible, pro-active HR Unit that is perceived by staff and management as a value-added resource, where confidentiality is maintained, and creative solutions are developed.

Within the delegated authority, the incumbent is assigned all or part of the following responsibilities:

Talent acquisition and selection of staff and non-staff:

• Contribute to the overall efficient management of filling vacancy positions in line with established selection and talent acquisition policies and procedures.
• Contribute to the development of new talent acquisition tools to rate applicants in line with the WHO competency framework.
• Act as a focal point for hiring managers and administrative officers/assistants on outreach, talent acquisition and recruitment activities, both staff and non-staff.
• Manage selection and recruitment of staff and non-staff using both emergency and regular recruitment procedures, including review of staffing needs, drafting/revision of post descriptions, position management, vacancy announcements, initial screening of candidates, conduct panel meetings, selection tests and interviews ensuring consistency and adherence to the Organization's policies.
• Serve as HR Representative on selection panels ensuring compliant process, adherence to confidentiality and emphasis on a transparent, consistent processes and on promoting organizational diversity and mobility policies as an organizational priority.
• Maintain various recruitment staff and non-staff rosters and ensures data is up-to-date to timely selection of successfully rostered candidates.
• Review and approves requests for consultancy contracts, provide oversight on the use of consultants and works closely with managers to develop consultant rosters to best support technical work implementation.

Emergency response operations:

• Support the Emergency Response HR Operations by initiating HR Actions under emergency procedures, liaising with HQ and Country Offices to ensure quick action in emergency response activities. These includes recruitment, position management, onboarding, benefits and entitlements advisory services as well as guiding new staff.
• Provide support, back stopping and gap-filling for emergency activities at any level of the Organization or scale of emergency.

Client relations and business partnering:

• Proactively build and maintain solid working relationships with all stakeholders to understand their specific challenges and address their needs in the area of HR.
• Partner with managers to provide relevant people solutions on staff relations issues to seek mutual understanding and resolution. Diagnose and identify triggers and recommend pro-active steps to avoid recurring issues.
• Advise on interpretation and application of HR policies, regulations and rules, code of conduct, as well as benefits and entitlements and duty of care.
• Provide induction, orientation sessions and briefing to newcomers to facilitate a pleasant employee journey.

Other duties:

• Support the development of HR related reports and data for senior management as and when required.
• Participate as a team member on HR projects, working groups, task forces, etc. at the regional and global (WHO) level.
• Support staff engagement and well-being efforts to help enable a respectful working environment.
• Monitor contract management and administer contract extensions as needed.
• Perform other related duties as assigned.

REQUIRED QUALIFICATIONS

Education

Essential: University degree (Bachelor's level) in business, human resources, social sciences or relevant field.
Desirable: Training or advanced degree in the area of human resources/administration

Experience

Essential: At least 2 years of experience in Human Resources management with a strong focus on global talent acquisition
Desirable: Experience within WHO/UN is highly desirable. Experience in supporting Emergency operations. Additional experience in the administration of UN common system entitlements and benefits.

Skills

• Solid knowledge of staffing practices and data management software.
• Solid experience in talent acquisition and modern sourcing methods.
• Strong technical, analytical and organizational skills.
• Track record of strong business judgment, connecting human resources with business goals and objectives. Knowledge of sound human resources principles.
• Ability to identify and harness one's emotions and apply them to tasks; and the ability to manage emotions, which includes both regulating one's own emotions when necessary and helping others to do the same.

WHO Competencies

• Teamwork
• Respecting and promoting individual and cultural differences
• Communication
• Creating an empowering and motivating environment
• Producing results

Use of Language Skills

Essential: Expert knowledge of English.
Desirable: Intermediate knowledge of UN Language.

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 50,377 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 3157 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• Staff members in other duty stations are encouraged to apply.

• For information on WHO's operations please visit: http://www.who.int.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion)are strongly encouraged to apply for WHO jobs.

• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int

• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

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