Senior Human Resources Officer (Talent Acquisition)

IMPORTANT NOTICE: Please note that Closure Date and Time displayed above are based on date and time settings of your personal device
The length of appointment for internal FAO candidates will be established in accordance with applicable policies pertaining to the extension of appointments.

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• FAO is committed to achieving workforce diversity in terms of gender, nationality, background and culture
• Qualified female applicants, qualified nationals of non-and under-represented Members and persons with disabilities are encouraged to apply
• Everyone who works for FAO is required to adhere to the highest standards of integrity and professional conduct, and to uphold FAO's values
• FAO, as a Specialized Agency of the United Nations, has a zero-tolerance policy for conduct that is incompatible with its status, objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination
• All selected candidates will undergo rigorous reference and background checks
• All applications will be treated with the strictest confidentiality
• FAO staff are subject to the authority of the Director-General, who may assign them to any of the activities or offices of the Organization.

FAO’s commitment to environmental sustainability is integral to our strategic objectives and operations.

The Food and Agriculture Organization of the United Nations (FAO) contributes to the achievement of the 2030 Agenda through FAO Strategic Framework by supporting the transformation to MORE efficient, inclusive, resilient and sustainable agrifood systems, for better production, better nutrition, a better environment, and a better life, leaving no one behind.

Organizational Setting

FAO’s Human Resources Division (CSH) provides human resources (HR) strategies, policies, guidance, and oversight to FAO offices worldwide to ensure that the Organization attracts, develops, and retains a diverse, skilled, and highly motivated workforce capable of delivering on its mandate. The Human Resources Division focuses on developing and implementing a people-centered strategy and positioning HR as a strategic partner that actively contributes to the achievement of FAO’s objectives.

The post is located in the Human Resources Division (CSH) at FAO Headquarters in Rome, Italy.

Reporting Lines
The Senior Human Resources Officer (Talent Acquisition) reports to the Director, Human Resources Division.

Technical Focus
The Senior Human Resources Officer (Talent Acquisition) leads the development and implementation of a global talent acquisition strategy aligned with FAO’s Strategic Framework and the Human Resources Strategy and Action Plan 2025–2028, with the objective of attracting and selecting highly qualified and diverse talent worldwide. The Senior Human Resources Officer (Talent Acquisition) establishes strong and credible partnerships with other functions within the Human Resources Division, as well as with managers across the Organization, to ensure agile, effective, and strategically aligned talent acquisition.

Key Results

Planning, management and delivery of multidisciplinary human resources (HR) programmes and related policies, products, services and advice to support the effective management of the FAO workforce.

Key Functions

• Leads multidisciplinary HR teams; participates in and/or leads cross-divisional teams and committees; serves on organization-wide committees; and represents FAO in inter-agency meetings.
• Analyzes HR strategic, business, and service objectives, as well as HR reform priorities and emerging trends in human resources management, to provide critical input into HR plans and strategies, functional work plans and priorities, and supporting operational, policy, systems, tools, and reporting frameworks.
• Supervises staff and oversees the delivery of multidisciplinary HR programmes, policies, products, and services; prepares a range of plans, strategies, reports, and proposals.
• Provides HR advice and technical expertise to managers across the Organization and promotes a strengthened business-partnering approach to enhance effective workforce management.
• Promotes, tests, and implements new HR concepts and initiatives, manages related projects and consultants, and plays a lead role in organizational implementation processes.
• Plans and develops consultation, communication, information, and training programmes and products to enhance understanding of HR policies, programmes, and services; strengthens capacity development; and supports organizational change initiatives.
• Represents the Organization in formal meetings, negotiations, and mediation or problem-resolution discussions to reach agreement on HR matters or resolves complex or contentious issues.
• Reviews and monitors HR services to identify trends and problem areas and recommends corrective actions or new approaches.

Specific Functions

• Manages the talent acquisition function by setting goals and objectives, monitoring efficiency, and contributing to the HR Strategy and Action Plan 2025–2028, as well as the biennial Programme of Work and Budget.
• Establishes strong relationships and collaboration with the Organizational Design Branch and HR Business Partnership Unit within the HR Division to ensure effective, coordinated, and strategic talent acquisition and management across the Organization.
• Leads the design, implementation, and delivery of fair, effective, and inclusive recruitment and selection policies and processes that support proactive talent acquisition, improved geographical representation, gender balance, cultural diversity, and full alignment with organizational needs and standards.
• Expands global and diverse talent pools by identifying sources of required skills and building relationships with key universities, institutions, and communities.
• Enhances the Organization’s employer image through social media and communication strategies to support recruitment initiatives, while ensuring that assessment and selection processes uphold fairness and equal opportunity for all candidates.
• Contributes to the design, development, and continuous improvement of recruitment modules within HR automated systems.
• Represents the Organization in discussions with internal and external stakeholders on a wide range of talent acquisition-related issues.
• Monitors and reports on all talent acquisition activities and outcomes, providing strategic guidance and effective supervision to ensure high-quality, timely, and compliant execution.
• Establishes, tracks, and analyzes key performance indicators (KPIs) to drive continuous improvement, to enhance efficiency, and to strengthen accountability across the talent acquisition function.
• Prepares relevant policy papers, position papers, and briefing notes.

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CANDIDATES WILL BE ASSESSED AGAINST THE FOLLOWING

Minimum Requirements

• Advanced university degree (Master’s degree or equivalent) in human resources, organizational development, industrial psychology law, business administration with a focus on human resources, or a related field.
• Ten years of relevant experience in the full range of human resources management in an international organization and/or large international setting, including workforce planning, talent acquisition, and talent management.
• Working knowledge (proficiency - level C) of English and intermediate knowledge (intermediate proficiency- level B) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).

Competencies

• Results Focus
• Leading, Engaging and Empowering
• Communication
• Partnering and Advocating
• Knowledge Sharing and Continuous Improvement
• Strategic Thinking

Technical/Functional Skills

• Work experience in more than one location or area of work, particularly in field positions, is essential.
• Extent and relevance of experience in HR management and strategy, specifically in workforce planning, talent acquisition and management.
• Extent and relevance of experience in supervising a team of professionals with HR expertise.
• Good knowledge and experience in human resources management within the United Nations common system is considered a strong asset, as is experience in other international organizations, the private sector, or national government systems.
• Working knowledge (proficiency – Level C) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).
• Extent and relevance of experience with computerized Enterprise Resource Planning (ERP)/HR systems and their practical application.
• An HR professional certification is considered an asset.

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FAO staff are expected to adhere to FAO Values of Commitment to FAO, Respect for All and Integrity and Transparency.

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GENERAL INFORMATION

• Extension of fixed term appointments is based on certification of performance and availability of funds
• FAO reserves the right not to make an appointment.
• Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances.

CONDITIONS OF SERVICE

A competitive compensation and benefits package is offered. For information on UN salaries, allowances and benefits, click on the following link: https://commonsystem.org/cp/default.asp
Other benefits, subject to eligibility, include:
• Dependency allowances
• Rental subsidy
• Education grant for children
• Home leave travel
• 30 working days of annual leave per year
• Pension fund entitlements under the UN Joint Staff Pension Fund
• International health insurance; optional life insurance
• Disability protection

FAO encourages a positive workplace culture to increase inclusivity and diversity within its workforce. FAO applies measures in which all staff members contribute equally and in full to the work and development of the Organization. This includes:
• elements of family-friendly policies
• flexible working arrangements
• standards of conduct.
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HOW TO APPLY

• To apply, visit the recruitment website at Jobs at FAO and complete your online profile. We strongly recommend that your profile is accurate, complete and includes your employment records, academic qualifications, and language skills
• Candidates are requested to attach a letter of motivation to the online profile
• Once your profile is completed, please apply, and submit your application
• Please note that FAO 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 at http://www.whed.net/. These qualifications should be in alignment with the International Standard Classification of Education (ISCED) mappings.
• Candidates may be requested to provide performance assessments and authorization to conduct verification checks of past and present work, character, education, military and police records to ascertain any and all information which may be pertinent to the employment qualifications
• Incomplete applications will not be considered
• Personal information provided on your application may be shared within FAO and with other companies acting on FAO’s behalf to provide employment support services such as pre-screening of applications, assessment tests, background checks and other related services. You will be asked to provide your consent before submitting your application. You may withdraw consent at any time, by withdrawing your application, in such case FAO will no longer be able to consider your application
• Only applications received through the FAO recruitment portal will be considered
• Your application will be screened based on the information provided in your online profile
• We encourage applicants to submit the application well before the deadline date.

If you need help or have queries, please create a one-time registration with FAO’s client support team for further assistance: https://fao.service-now.com/csp

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