Duties

The incumbent will have some or all of the following assigned duties:

Outreach

• Supports hiring managers in identifying the best and most appropriate outreach activities to target the talents.
• Sources potential candidates through various channels, such as hosting or participating in career events/job fairs, online channels (social platforms, professional networks).
• Continuously remains abreast of the latest trends in the field of talent acquisition to further and promote the Organization’s brand and reputation as an employer.
• Manages a variety of outlets, such as job postings and social media, while effectively targeting the right kinds of candidates for the job.
• Seeks out and recommends creative new ways of sourcing talent.

Recruitment and selection

• Manages vacant posts of assigned level/group and ensures adherence to policies and procedures in filling these posts.
• Provides guidance to hiring managers and administrative officers/assistants on all aspects related to outreach, talent acquisition and recruitment, both staff and non-staff.
• Administers selection procedures for fixed-term and temporary staff, advising staff members at all levels of relevant rules and regulations, procedures and practices.
• Serves as an HR Representative on selection panels and ensures there is an adherence to confidentiality and emphasis on a transparent, consistent process and on promoting organizational diversity and mobility policies as an organizational priority.
• Reviews vacancy announcements for consistency and adherence to the Organization’s policies; develops and reviews screening questions in close collaboration with the hiring managers.
• Works closely with hiring managers and recruitment assistants to establish key activities and agree on schedule and tools for the selection process to ensure an efficient and fast process.
• Screens and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short-listed.
• Develops and reviews interview questions, proposed presentation tasks, technical questions and tests proposed by the hiring manager for appropriateness and relevance to the job and may also be involved in developing the same.
• Reviews proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advises the hiring manager and panel members on any inconsistencies.
• Drafts selection reports ensuring that all steps of the process are well documented, and the selection file is compliant with the Organization’s policies.

Roster Management

• Works closely with managers to develop consultant and other rosters to best support technical work implementation.
• Oversees the maintenance of the rosters to ensure that the data and information is always up to date.

General

• Keeps abreast of developments and latest trends in various areas of human resources, with particular focus in the areas of talent acquisition, outreach, recruitment and selection, onboarding, entitlements and benefits.
• Participates in human resources task forces and working groups identifying issues/problems and synergies, formulating guidelines, and proposing and implementing new procedures, latest technologies, tools and practices as appropriate.
• Performs all other related duties as assigned.

Required Qualifications

Education

• Essential: A first level university degree in human resources management, public or business administration, or other related fields.
• Desirable: Advanced level university degree or training or certification in the area of human resources management.

Experience

• Essential: At least five years of professional experience in the field of human resources management of which at least two years must be in managing selection and recruitment processes independently. A minimum of two years of exposure at international level. Proven experience in at least one of the other specialized areas of classification, contract administration, compensation, and performance management.
• Desirable: HR experience in the UN system and/or a multinational environment.

Skills

• Knowledge of human resources management practices, with a focus on outreach, screening, recruitment and interview techniques.
• Knowledge of latest IT based recruitment systems.
• Knowledge of other international organizations’ practices in areas of talent acquisition would be an advantage.
• Good skills in ERP systems.

WHO Competencies

• Teamwork
• Respecting and promoting individual and cultural differences
• Communication
• Producing results
• Knowing and managing yourself
• Use of Language Skills
• Essential: Expert knowledge of English.
• Desirable: Intermediate knowledge of another UN language (Arabic, Chinese, French, Russian, Spanish).