Team Lead HR Organizational Design

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Description

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• Lead the design and implementation of organizational design within of the EURO office that enhances organizational effectiveness and empowering staff, fosters organizational collaboration and; supports high performance, technical excellence and country impact;
• Collaborate with the Talent Acquisition and Management counterpart on organization design workforce planning and talent acquisition. Advocate for best HR practices in organizational planning and designs which are aligned with EURO’s Programme of Work;
• Provide expert advice and support to managers to develop optimal capability models including workforce plans, including succession planning, design of functions and posts description/terms of reference & defining candidate profiles and contractual modalities. Support managers with data analysis and trends identification to contribute to and shape decisions making in general, particularly against the HR strategies on diversity to meet WHO’s targets;
• Drive a culture of continuous Service Improvement and promote cross-organizational best practices and synergies;
• Provide leadership and guidance to the team of HR Business Partners and HR Associates in the development and achievement of Service Level Agreements (SLAs) that ensure consistency in approaches and advice across a whole range of HR issues related to organization design, workforce planning; strategic HR partner and; performance and change management;
• Supervise and manage the work of the Business Partners to ensure they partner with the responsible managers to ensure effective implementation of the workforce plan of their client group and oversee the associated HR actions;
• Monitor, review, evaluate and recommend solutions for the Human Resources needs across the EURO region in accordance with applicable HR policies, strategies and procedures;
• Support the HR Manager to provide advice and guidance to managers in technical programs, and country offices on organization and Human Resources development and management and; implementation of organizational changes through effective change management practices, information sharing, problem solving, innovation and transformation initiatives;
• Monitor staff relations, prevent conflicts and propose solutions for proper HR management and resolution of contentious cases; Take initiatives towards positive staff relations, establish high standard of integrity and promptly address cases of abusive conduct or of other types of misconduct;
• Advise on conditions of service for all categories of staff, review staff claims and requests and provide guidance and solutions in accordance with HR policies, procedures and practices;
• Ensure capacity building programmes and events are put in place to keep team members’ skills and knowledge current and updated on a regular basis;
• Review proposed new HR policies and suggest changes and adjustments to align Organization’s Staff rules, practices and procedures to the regional specific needs and work conditions; actively provide input to innovative solutions such as HR policies, rules and approaches to support achievement of organizational needs and effectiveness; and
• Perform other related duties as assigned.

• Strong knowledge and skills in the application of human resources management policies, practices and procedures and the ability to apply them in a constant changing and dynamic setting.
• Strong knowledge and skills in the classification, selection, recruitment, entitlements and benefits, HR staffing and performance management.
• Strong analytical skills and the ability to identify issues and formulate recommendations. Excellent skills in demonstrating diplomacy, tact, discretion, and confidentiality.
• Strong communication skills and excellent ability to write and draft communication and proposals to HR policies.
• Skills in conflict resolution and coaching.
• Very good knowledge and skills in the use of integrated ERP systems/packages.
• Emotional awareness; ability to identify and harness one’s emotions and apply them to tasks; and the ability to manage emotions, which includes both regulating one’s own emotions when necessary and helping others to do the same.

• Master’s degree in human resources management, public or business administration, law, social sciences or another area relevant to the position.

• At least 7 years’ progressive experience in human resources management some of which should have been obtained in a managerial or supervisory position at the international level

• Expert knowledge of English

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