القائمة الرئيسية

الصفحات

HR Officer( Staff Relations and Administration) at World Health Organization (WHO)

  HR Officer( Staff Relations and Administration)  at World Health Organization WHO



Hr officer at WHO





Duties and Responsibilities

  • Plan, guide, manage and supervise the Staff Relations and Administration Unit and set goals and objectives for the Unit, plan and monitor the workflow, developing short- and long-term plans for staff to ensure optimal utilization of available resources.
 
  • Provide expert advice in your areas of responsibility, interpret policies and make recommendations for exceptions. Identify the needs for and propose approaches to the development and revision of regional and global HR policies. Work closely with the Regional HR Manager to adapt global HR policies and practices to the regional context and seek guidance from HR in HQ on specific HR issues.
 
  • Provide advice to managers and staff members in the Regional Office (RO) and Country Offices (COs) on HR matters related to staff and non-staff administration.
 
  • Act as a senior case-handler of complex disciplinary HR matters, advise managers and HR professionals in the Region on a broad range of situations concerning staff management relations and internal justice. 
 
  • Advise the Regional HR Manager on staff mobility and career support initiatives including succession planning.
 

Policy Advice and Development

 
  • Provide advice and support to managers and staff members in the Regional Office and WHO Country Offices on HR policies, practices and procedures related to entitlements, staff and non-staff contract management, performance, administration of justice, mobility and career management; and recommend proactive and innovative approaches to difficult and complex cases, recommend exceptions when necessary.
  • Conduct research and analysis related to the development and revision of global HR policies, identify the need for and suggest changes in WHO’s Rules and Regulations and the WHO eManual. Keep abreast of developments in your areas of responsibility, analyse best practices within and outside of the UN system.
  • Monitor and ensure the implementation of human resources policies, practices and procedures in the area of responsibility, both in the Regional Office and Country Offices. Ensures required reports are available to management.
  • Provide advice to the Regional Staff Physician on staff entitlements in cases of medical evacuation and extended sick leave.
 
 
 

Staff and Non-Staff Administration

 
  • Coordinate staff contract administration in cooperation with GSC and supervise non-staff contract administration, ensure adherence to the Staff Regulations and Rules, policies and procedures. Manage complex cases of re-assignments, terminations, abolishment of positions, and restructuring.
  • Supervise administration of the performance management and development system (PMDS) for staff and non-staff, provide advice to managers/ supervisors on the appropriate approach to be used in describing performance and counselling staff. Provide guidance in the management of underperformance.
  • Conduct research and analysis on disciplinary cases and appeals, develop recommendations, and liaise with the Global Board of Appeals.
  • Oversee the process of surveys such as cost-of-living and participate in local salary surveys representing the Organization as the lead agency. Liaise with representatives of private or public sector as well as the salary survey specialists in UN/NY and the LSSC representing all UN agencies in the locality.
 

Internal Justice


  • Coordinate the work of other team members and, when appropriate, directly handle analysis and review of investigations, reports and recommendations of appropriate action. Prepare reports on WHO’s practices in disciplinary matters for a broad range of internal stakeholders. Propose and implement related policy and procedural developments.
  • Administration of the due process requirements and internal policies related to performance rebuttal process and performance-based separations.
  • Review grievances from staff and advise on appropriate resolution thereof in accordance with established staff regulations, rules, policies and procedures.
  • Participate in relevant ad hoc working groups internally and at the inter-agency levels.
  • Keep abreast of policy and other developments related to internal administration of justice.
  • Identify trends and systemic issues and make appropriate recommendations to address such issues.
 

Advisory Services

 
  • Provide expert advice and guidance to management and affected staff on matters concerning protection from harassment, sexual harassment, abuse of authority, and discrimination, also by keeping abreast of relevant developments within the organization and assisting the enforcement of WHO’s zero-tolerance approach to violations;
  • Preparation and delivery of awareness-raising material and presentations for WHO staff in the Region, with a particular focus on behavioral standards and protection from harassment, sexual harassment, abuse of authority and discrimination.
  • Provide technical and strategic advice and services to Human Resources Officers and managers in the Region on disputes, grievances, issues of conduct and underperformance, and any other matters falling within HRT’s area of expertise;
  • Evaluate the impact of Human Resources-related policies, systems and procedures and makes related recommendations to meet evolving WHO needs.
 

Staff Mobility and Career Support

 
  • Administer mobility and career development schemes. Provide advice on mobility and career development to staff at all levels in all categories and management.
  • Identify and analyse staff career support needs.
  • Develop and implement approaches to evaluation of effectiveness and impact of mobility and career support programmes; recommend ways to enhance effectiveness and impact. Prepare respective monitoring reports.
 
 


Educational Qualifications, Work Experience and Languages

  • Eligible candidates must hold an advanced university degree (Master level or above) in Human Resources Management, Human Resources Development, Public or Business Administration, Law, Industrial/Labour Relations or related area.
  • A combination of a first-level university degree in one of the above areas with a master-level degree in another area may be acceptable.
  • Training in mediation of conflicts, coaching, staff counselling.
  • At least 7 years of relevant experience in HR Administration Management, industrial/labour relations, and/or law practice. At least 4 years in an international organization/UN agency.
  • Experience in managing industrial relations, disciplinary matters, disputes, grievances and contested staff separations highly desirable.
  • Exposure to legal aspects of Human Resources, such as the administration of justice an asset to the post.  
  • Experience in working in/dealing with field missions highly desirable.
  • Experience in working with HR systems.
  • Excellent knowledge of English. Knowledge of Arabic and/or French is an asset

Required Competencies and Skills for the Job

  • Respecting & promoting individual and cultural differences.
  • Communication.
  • Moving forward in a changing environment.
  • Producing results.
  • Creating an empowering and motivating environment
  • Teamwork


Functional Knowledge and Skills

  • Extensive knowledge of human resources management, performance management and staff development/learning theories and best practices in a multicultural environment.
  • Excellent analytical skills and demonstrated ability to formulate policy and procedural guidelines and provide expert advice to management.
  • Knowledge of HR systems in an Enterprise Resource Planning (ERP) environment.
  • Tact, diplomacy and discretion; strong client focus; integrity and sound judgment




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