Core Functions / Responsibilities:

Policy Advice

• Advise staff and managers on HR policies, guidelines and practices;
• Provide quality advice to develop innovative HR approaches and solutions to complex problems;
• Propose business cases and provide justifications for revising or drafting policies, as well as contribute to institutional policy reviews; and,
• Ensure the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in the implementation of HR policies and processes at the CO and RO level providing timely advice, guidance and ensuring follow-up as appropriate.

Performance Management and Staff Development

• Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance appraisal system (PAS) succession planning, global mobility, staff development, etc.) and initiatives in the Region working closely with other actors in the DHR, HQ and Administrative Centres;
• In collaboration with relevant managers, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of underperformance;
• Advise staff on career development, and support managers in continuous capacity building and developing staff management capabilities;
• In collaboration with DHR/Occupational Health Unit/Staff Welfare, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
• Work directly with staff members in Regions and Country Offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
• Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
• Participate as a team member in HR projects, working groups, task forces, etc. within and outside the Region; and,
• Under the guidance of the SRRMO, act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programs and current people issues/solutions.
• Planning and Analytics, and Workforce Management
• Use HR analytics proactively to understand the staffing trends in the Region;
• Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives; and,
• Contribute to the development and implementation of the Annual Regional Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders to support the delivery of IOM’s People Strategy.

Organizational Design and Structures

• Advise and guide the Region’s managers to set up organizational structures to address the operational needs of and account for the complexity involved in accomplishing business objectives;
• Ensure and promote the use of Generic Positions Descriptions to maintain consistency within and outside the region; and,
• Reviews classification requests before submission to HQ for evaluation and liaise with the Classification Team to assess the need for desk audit and to facilitate the process.

Recruitment and Staffing

• Guide all recruitment activities of national and international staff, including high level national posts at Country and Regional level, and provide advisory services as required;
• Provide guidance to Country Offices, as need, on staffing matters;
• Advise on recruitment and administration of national and international Individual Consultants;
• Work with regional bodies, academic institutions, and Non-Governmental Organizations to identify sources of talents;
• Provide guidance and facilitate the induction, orientation, and integration of new staff members in the Region as needed; ensure staff exit interviews are conducted;
• Facilitate knowledge building and knowledge sharing in the Region through active participation in the HR community of practice;
• Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region; and,
• Provide oversight and guidance to staff/team members on HR matters.
• Undertake Travel on Duty as necessary;
• Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

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

Experience

• Experience at International level managing complex human resources (HR) issues, in a multicultural setting; operational or field experience in HR in the multi-lateral or international NGO context.
• Experience working in transformational HR projects with specialization in one or more HR disciplines,    including    recruitment,    performance    management,    career    development, administrative law, succession planning, training and staff development, or workforce analytics.
• Experience in the Region with international organizations is advantageous.

Skills

• Knowledge of HR management concepts and practices in the various HR disciplines. Knowledge of UN HR rules, regulations and policies is an asset.
• Ability to position HR as a strategic business partner with multiple stakeholders. Ability to interpret and apply HR policy in a consistent and transparent manner.

Languages

• IOM’s official languages are English, French, and Spanish, all staff members are required to be fluent in one of the three languages.
• For this position, fluency in English is required (oral and written). Working knowledge of French and other official UN Languages (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.

Notes

• Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

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 3

• 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.

Managerial Competencies – behavioural indicators level 3

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty. Page 4 / 6
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.