Director, Human Resources Management – D1

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OBJECTIVE OF THE OFFICE/DEPARTMENT
This requisition is for employment at the Pan American Health Organization (PAHO)/Regional Office of the World Health Organization (WHO)
The Department of Human Resources Management (HRM) supports PAHO through serving as a strategic partner with PAHO personnel and a change-management agent in support of the Organization’s mission. These objectives are achieved through taking timely actions and decisions; implementing equitable, clear, and innovative processes; creating a respectful work environment; taking actions that promote work/life balance, personal and professional growth, and the well-being of staff and families; aligning HR management with the PAHO’s business strategy; and promoting and supporting internal organizational development and innovation.
 

DESCRIPTION OF DUTIES
Under the general supervision of the Director, and the direct supervision of the Director of Administration, the incumbent is responsible for, but not necessarily limited to, the following duties:
a) Plan, organize, direct, control and coordinate the human resources (HR) management functions, including HR planning, recruitment, selection, appointments, classification, salary, benefits and entitlements administration, performance evaluation, staff development and orientation, staff well-being, telework arrangements and other elements of managing HR
b) Provide strategic HR advice to executive management and through partnerships with all managers, guide the Organization to develop and implement HR staffing plans; interpreting personnel policies, regulations and procedures; and employ appropriate human resource management practices
c) Develop, recommend, and implement personnel policies, rules, regulations, and procedures to govern conditions of employment for all PAHO personnel and to facilitate the proper conduct of the PAHO HR management
d) Provide authoritative advice/interpretation on all aspects of the Staff Rules and Staff Regulations, policies, procedures, and practices; monitor the implementation of the same to maximize consistency in the application of rules and regulations for staff and contingent workers
e) Lead the implementation of HRM initiatives contained within PAHO Forward; serve as strategic partner on driving innovation, efficiency, transparency, and accountability in HR management
f) Participate in the PMIS Advisory Committee as Business Owner (BO); work cooperatively with other BOs to maintain the integrity and functionality of the entire PMIS and ensure participation of HRM staff members designated as BPEs in relevant PMIS governance processes
g) As BO for HR-related processes in PMIS, provide strategic direction and oversight for the design, development, testing and implementation of updates and enhancements to HR-related business processes within PMIS. Through personal participation in the PMIS Governance process, ensure that HRM coordinates such development and implementation efforts with PMIS Shared Services in the Department of Information Technology Services, other PMIS Business Owners, and with PMIS and HRM customers in the Technical Areas and field offices, as appropriate
h) Develop policies and practices in alignment, to the extent possible, with the WHO and the United Nations System (UN) and with current best practices of HR management, in close coordination and through liaison with the WHO, the UN and specialized agencies, other international organization and HR associations, and by participating or guiding staff participation in UN or WHO working groups established to develop and propose policy
i) Support or participate in PAHO advisory bodies that consult and guide policy development impacting personnel, such as the Joint Advisory Committee, the PAHO Learning Board and the Integrity and Conflict Management Coordinating Committee. Represent Administration in dialogue and relations with the PAHO Staff Association
j) Monitor information management needs of senior managers or others in the Organization and guide the development and distribution of appropriate reports or Intranet/Internet postings. Provide necessary HR-related management information to senior managers. Ensure that reporting requirements to the UN, WHO, and member states are fulfilled with accuracy and timeliness. Oversee and take responsibility for the data integrity of personnel-related information in PAHO
k) Serve as a liaison across PAHO, with WHO, and with other UN organizations or other partners, to maximize programmatic integration, efficiency and effectiveness
l) Provide advice and implement management decisions related to disciplinary measures; provide Administration responses to Board of Appeals or Grievance Panel filings, liaising with the Legal Counsel, the Ethics Program Officer, and/or the Ombudsman
m) Develop, propose and manage the biennial work plan and budget for the office of HRM, to include regular budget funding, extra-budgetary funding, the PAHO Learning Fund, the People Strategy Fund, and other funds authorized by the D. Ensure commitment and achievement of the milestones established in the approved work plan. Ensure full integrity and compliance with PAHO financial rules and regulations in managing the HRM budget
n) Ensure that HR management is well executed throughout the Organization by maintaining a network with the HR Focal Points and Administrators located in the Country Offices and Centers, liaising with this network on policy development, HR-related PMIS Business Processes, and identification of best practices in managing HR contract mechanisms in PAHO
o) Define HRM’s personnel profile including the department’s organizational structure, competencies and terms of reference. Initiate and recommend approval of personnel actions for all HRM staff and ensure timely personnel evaluations. Monitor the competencies of HRM to ensure performance and staff development; monitor workloads to ensure equitable distribution of work and maintain job satisfaction, efficiency and output; and follow up on any deviation of work results from objectives
p) Provide leadership, guidance and monitoring of supervised staff by setting work objectives, ensuring timely and effective use of performance reviews and feedback mechanisms, engaging in regular communications, and solving interpersonal or technical conflicts; establish and support a learning environment, to include staff development in PMIS and other PAHO fundamentals, managerial competencies and technical expertise
q) Propose and recommend projects and activities for HRM, and define strategies for implementation, including suitable financing. Ensure the timely monitoring, reporting and evaluation of results and accomplishments for the benefit of the Member States and PAHO
r) Provide intellectual and managerial leadership to guide and motivate staff to work in a multicultural environment; promote a culture of ethical behavior and integrity in accordance with the Organization’s Code of Ethical Principles and Conduct to ensure a culture of diversity, equity, inclusion, respect, responsibility, accountability, and compliance
s) Perform other duties as assigned.
 

REQUIRED QUALIFICATIONS
Education:
Essential: A bachelor’s and a master’s degree in HR management, organizational development, public administration, business administration, or other related field from a recognized university.
Desirable: A Ph.D. in one of these fields would be an asset.
If your candidature is retained for an interview, you will be required to provide, in advance, a copy of the degree(s)/diploma(s)/certificate(s).  PAHO, considers official degrees obtained from an institution accredited/recognized in the WHED database, a list updated by IAU/UNESCO, http://www.whed.net/. PAHO will use the databases of the CHEA http://www.chea.org and College Navigator, found on the website of https://nces.ed.gov/collegenavigator.
Experience:
Essential: Fifteen years of combined national and international progressive managerial experience in personnel management dealing with organizational and management concepts. Minimum five years managing a major function of the personnel operation or the complete personnel program of an organization of the UN Common System or another multilateral, international organization.
 

SKILLS:
PAHO Competencies:
Overall attitude at work: Maintains integrity and takes a clear ethical approach and stance; demonstrates commitment to the PAHO’s mandate and promotes the values of the Organization in daily work and behavior; is accountable for work carried out in line with own role and responsibilities; is respectful towards, and trusted by, colleagues and counterparts. 
Respecting and promoting individual and cultural differences: Relates well to diversity in others and capitalizes on such diversity – Treats all people with dignity and respect. Relates well to people with different cultures, gender, orientations, backgrounds and/or positions; examines own behavior to avoid stereotypical responses; considers issues from the perspective of others and values their diversity. 
Teamwork: Advocates for collaboration across the Organization – Creates and encourages a climate of team- working and collaboration across the Organization; sees cooperation as a key Organizational priority and creates collaborative systems and processes to achieve Organizational goals. Actively identifies and tackles disagreements between internal and external counterparts that compromise the Organization’s goals and mandate; diplomatically facilitates the resolution of conflicts between others and ensures strategic partnerships with a range of key stakeholders; maintains and extends an effective collaborative network of individuals inside and outside the Organization. 
Communication: Share knowledge – Articulates the Organization’s strategic objectives when formulating and delivering information and presentations and adapts presentation methodology to address the needs of different audiences. Shares decisions and directives of senior management and communicates them in a manner that ensures both understanding and acceptance; shares knowledge and best practice at the three Organizational levels (country, regional and global), as necessary. 
Creating an empowering and motivating environment: Provide direction/Support, motivate and empower others – Oversees and provides teams and departments with clear managerial directions which are translated from Organizational strategy. Builds a performance culture in the Organization; contributes to setting Organizational performance goals and standards; monitors Organizational performance against milestones and strategic goals; identifies and nurtures talent as appropriate. Promotes autonomy and empowerment throughout the Organization; inspires enthusiasm and a positive attitude in people towards their work and contribution to the Organization’s success. 
Ensuring effective use of resources: Strategize and set clear objectives/Monitor progress and use resources well – Sets specific, measurable, attainable, realistic and timely objectives for own team and/or the Organization; systematically analyses and anticipates priority projects for own team and allocates necessary resources to achieve them; identifies the cross-Organizational resources needed for large- scale projects in line with key Organizational objectives. Anticipates foreseeable changes and adapts own and team’s projects in the face of unforeseen circumstances and/ or challenges; creates measures and criteria to monitor progress of overall projects against key Organizational objectives; creates cost-effective solutions for the Organization. 
Driving the Organization to a successful future: Constructive leadership style/ Set the vision and build commitment – Leads and develops a road map for successfully achieving real progress in the Organization’s mandate, including consultation with key stakeholders; demonstrates respectful, trustworthy, transparent and accountable behavior to develop a reliable and coherent identity for the Organization. Creates a coherent Organizational vision of shared and successful goals; fosters a culture of vision and long- term goals, recognizing and rewarding efforts to maximize the Organization’s value. 
 

Technical Expertise:
Managerial: Experience in senior, progressively responsible positions in the management of HR departments, administration of matters requiring sensitive negotiation and political high-level interventions; and in institutional and organizational development. Management of corporate personnel information systems in coordination with the respective business process owners. Resourcefulness, initiative, highly developed judgement and interpersonal skills to deal with difficult and highly sensitive situations. 
Technical: Extensive progressive experience at a senior decision-making level, particularly in managing complex human resource programs both at national and international levels. Wide and varied knowledge of HR management practices and information management systems, including innovative use of the web and social media. Experience in performance monitoring and assessment, providing technical advice to managers and staff and principles and procedures for such personnel practices as recruitment, selection, compensation and benefits, labor relations and negotiation, staff development and staff engagement. 
Administrative: Skills or experience in business and management principles involved in strategic planning, resource allocation, HR modeling, leadership techniques and coordination of people and resources and general administrative services. Courtesy, tact, sensitivity to manage confidential information and ability to establish and maintain effective working relations with people of different professional levels, discipline, nationalities and cultural background. 
 

Languages:
Fluency in English or Spanish with a very good working knowledge of the other language.  Knowledge of French and/or Portuguese would be an asset.
IT Skills:
Demonstrated ability to use current technology and software, as well as ERP. Other IT skills and knowledge of software programs such as Microsoft Excel, Outlook, One Drive, PowerPoint, Teams, SharePoint and Word are essential.
 

REMUNERATION
Annual Salary: (Net of taxes)
USD $106,023.00 + post adjustment of 70.2%. This percentage may change due to currency exchange rate fluctuations or inflation.
 

ADDITIONAL INFORMATION
This vacancy may be used to fill other similar positions at the same grade level.
Any appointment/extension of appointment is subject to PAHO Staff Regulations, Rules and e-Manual. 
PAHO/WHO is an ethical organization that maintains high standards of integrity and accountability. People joining PAHO are required to maintain these standards both in their professional work and personal activities. PAHO/WHO promotes a work environment that is free from harassment, sexual harassment, discrimination, and other types of abusive behavior. PAHO conducts background checks and will not hire anyone who has a substantiated history of abusive conduct. PAHO/WHO personnel interact with people in the communities we serve. To protect them, PAHO has zero tolerance for sexual exploitation and abuse. People who commit serious wrongdoing will be terminated and may also face criminal prosecution. PAHO/WHO is committed to workforce diversity. PAHO/WHO has a smoke-free environment. PAHO/WHO offers an attractive compensation package including an annual net salary and post adjustment, which reflects the cost of living in a particular duty station and exchange rates (subject to mandatory deductions for pension contributions and health insurance). 30 days annual leave, dependency benefits, pension plan and health insurance scheme. Benefits for internationally recruited staff may include home leave, travel and removal expenses on appointment and separation, education grant for dependent children, assignment grant and rental subsidy.

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