Regional Human Resources Officer (P)

Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.
IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at IOM workplace culture | International Organization for Migration

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories: Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Tonga, Tuvalu, Vanuatu

Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.

Organizational Context and Scope

Under the overall supervision of the Deputy Regional Director for Management (DRDM) for RO Dakar and direct supervision of the Regional HR Business Partner, the Regional Human Resources Officer will be responsible for monitoring and supporting the human resources functions of the Country Offices (COs) within the Region and the Regional Office (RO) as well as for assisting the DRDM/HRBP on human resources related issues.

Responsibilities

Regional HR Support

1. In coordination with the DRDM/HRBP, provide support and guidance to the RO, as well as Country Offices in the Region in managing human resources functions, such as Personnel Administration Supervision, Staff Development, Employee Relations and Disciplinary Process, Compensation and Benefits Administration and Payroll Verification, Performance Management System Administration, HR Reporting, Quality Management and Compliance.

2. Review Contracts and Personnel Action forms issued for the Chief of Missions/Heads of Offices in the COs in the RO and support the DRDM/HRBP in reviewing contract extension requests for international staff in the RO.

3. Support the monitoring of Human Resources administration of RO staff, while ensuring HR processes are followed correctly, including but not limited to hiring, re-hiring, staff contracts, transfers, promotions, separations, benefits, and entitlements.

4. Ensure that the relevant documentation is properly archived in staff members’ personal files.

WAVE HR Administration

5. Support the timely and regular implementation of the Performance Appraisal System in the RO and in the COs within the Region.

6. Oversee the maintenance of the WAVE HR Module in the COs in the Region to keep the information accurate and up to date.

7. Support the roll-out/implementation of new HR WAVE updates, including eREC.

HR Policy Implementation

8. Assist the DRDM/HRBP in implementing IOM's Human Resources policies, rules and regulations, as well as standards and techniques, considering the COs activities; ensure that the COs’ administrative procedures are in place and followed and are in accordance with the established practices.

9. Support the timely and accurate personnel administration and payroll processing of smaller Country Offices in the Region and ensure proper documentation with regards to the payroll and personnel administration.

10. Assist COs in the implementation of upscaling or downsizing activities in the Region in accordance with HR policies.

Strategic Workforce Planning

11. Align Workforce with Strategic Direction: Ensure that the organization’s workforce, its size, skills, and structure match current and future strategic priorities, scenarios, and operating models.

12. Analyse Current Workforce & Capabilities: Assess existing workforce data (headcount, roles, skills, performance, succession, talent pipelines) to understand strengths, gaps, risks, and workforce demographics.

13. Forecast Future Workforce Demand & Supply: Project future workforce needs based on strategy, workload drivers, and productivity assumptions, and compare them to anticipated internal talent supply to identify shortages or surpluses.

14. Assist COs in the implementation of upscaling or downsizing activities in the Region in accordance with HR policies.

Recruitment and Talent Management

15. Coordinate the Recruitment processes in COs and the RO in close liaison with the DRDM/HRBP and provide support to the COs in fulfilling the appropriate staff and non-staff vacancy needs and ensure the relevant recruitment procedures are effectively applied.

16. Coordinate staff training activities in COs and the RO in close coordination with the DRDM/HRBP and Staff Development and Learning Unit.

17. Assist the DRDM/HRBP in the development of relevant internal instructions, procedures, and guidelines in coordination with HRM to complement or to adapt the general instructions of IOM regarding human resources management functions.

18. Assist in training of staff in the Region in relevant areas of human resources management, including ERP HR.

Reporting

19. Assist in the preparation of reports that may be required in coordination with the DRDM/HRBP, RD or HRM.

20. Ensure the regular updating of the COs’ and the RO’s organigrams/ staffing tables and contact lists.

21. Report regularly and bring to the attention of the DRDM/HRBP any relevant human resources management issues in the RO and in the Region; suggest improvements and provide recommendations.

22. Assist in tracking and monitoring regional statistics, planning for gender target achievements, and assisting Chiefs of Missions/Heads of Offices in the implementation of IOM’s Gender Policy.

23. Perform such other duties as may be assigned.

Qualifications

Required Qualifications and Experience

Education

• Master’s degree in Human Resources, Business Administration or a related field from an accredited academic institution with two years of relevant professional experience; or,
• University degree in the above fields with four years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Experience in Administration and Human Resources Management;
• Familiarity with the UN common system or similar systems;
• High level of computer literacy. Good knowledge of MS Office, specifically EXCEL;
• Knowledge of WAVE is a distinct advantage; and,
• Working experience in the Region and/or developing countries is an added advantage.

Skills

• Demonstrated writing skills; Good knowledge of IOM/ UN Human Resources and financial policies and staff rules and regulations;
• Excellent organization skills; analytical and creative thinking;
• Ability to prepare clear and concise reports and coordinate effectively the human resources and administrative activities; and,
• Knowledge of staff rules and regulations, staff entitlements and benefits, recruitment and selection practices and training programmes.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

For this position, fluency in English and French is required (oral and written).

Working knowledge of another official UN language (Arabic, Chinese, Russian and Spanish) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators Level 2

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies