Head%2C Human Resource Digital Strategy%2C and Innovation Division

Under the direct supervision of the Chief, Human Resources Management Department (HRMD), the Head, Human Resource Digital Strategy, and Innovation Division is responsible for driving the digitalization of HR operations through the use of technologies and processes reengineering. The aim is to create self-service activities, improve employee engagement, implement new digital solutions to support ITU’s overall business objectives, and improve customer satisfaction. The incumbent will develop and implement an HR digital transformation strategy and will manage and further enhance ITU’s data analytics in order to assist senior management in making data driven decisions and increase HR’s overall reporting capacity.

In summary, this new position will be responsible to:

• Design and implement an HR Digital Transformation strategy.
• Provide leadership and oversight to ensure the availability and sustainability of efficient and effective HR systems and technological platforms that support the HR business needs and requirements across offices, including but not limited to systems related to recruitment, talent development and learning, strategic delivery, performance management and other areas of HR functions.
• Drive cross-functional digitalization projects including process reengineering.
• Support HR initiatives and policies by ensuring they are complemented by secure and solid systems.
• Provide leadership and oversight on HR information management by ensuring reliable, relevant, timely and accurate reporting across HR, Senior Managers and to the UN system.
• Support achievement of ITU objectives by facilitating evidence-based data driven decisions.

The incumbent will manage HR digital transformation by applying the most effective technologies, streamlining processes and crafting a seamless employee experience and will play a significant role in building a strategic and employee centric HR function within ITU.

He/she will champion the transition toward digital and touchless HR operations and services, develop and implement automation initiatives, serve as a strategic partner to the transformation team and lead the operations team in redefining and transforming the HR function to achieve operational excellence, efficiency, agility and strategic alignment with organizational goals and objectives.

The incumbent will:

• Develop and drive a comprehensive HR digital transformation strategy, encompassing vision, objectives, goals and actionable plans to drive growth, innovation and operational excellence by focusing on seamless and consistent execution of initiatives aligned with the HR Strategy. He/she will also establish governance to assess, prioritize, build, and deploy business solutions and value realization of HR integrated digital roadmap.
• Lead the development and deployment of digital solutions, including HR information systems, employee self service portals, mobile applications, and other digital tools in collaboration with HR stakeholders to identify opportunities for automation, standardization and process streamlining across HRMD, including administration services, payroll, recruitment, career development and learning, performance management, employee engagement and other areas of HR.
• Design/re-Engineer business processes to be simple, intuitive and automated using digital, data and automation capabilities. He/she will lead and design digital transformation solutions that integrate People, Process, Technology (PPT) touchpoints to deliver seamless and user-friendly end to end (E2E) employee experience. He/she will also model holistic, multi-dimensional HR digital transformation using PPT framework.
• Establish, monitor and evaluate performance metrics, KPIs and benchmarks to assess the impact, effectiveness and success of digital and process transformation initiatives. Ensure compliance with regulatory requirements, standards, policies and maintain integrity in operations. Deliver a holistic future HR design within the scope and ensure full implementation by connecting all design elements in collaboration with HR transformation and functional leads.
• Provide leadership and oversight on HR information management by ensuring reliable, relevant, timely and accurate data across all offices to support achievement of objectives and facilitate evidence-based decision-making. Lead data management activities including data cleaning, standardization, governance and migration to new or existing systems. Drive continuous improvement and strengthening of the HR Dashboard and related platforms.

• Foster a culture of innovation within the HR function, leveraging emerging technologies, best practices and creative solutions to transform processes and deliver value. Lead ERP transformation from an HR perspective, ensuring alignment with strategic objectives, design principles and organisational priorities. Take ownership of HR business process design with strict adherence to key design principles.
• Establish trusted relationships with internal and external stakeholders, cultivate collaboration, influence across various levels in the organization and partner with cross-functional teams to ensure a broad level approach to digital HR transformation. Act as a collaborative challenging partner to HR transformation and functional leads to implement tools, systems and processes as turnkey HR services ensuring interdependencies are considered and aligned between stakeholders. Proactively conduct alignments with key stakeholders and coordinate among them to solve dependencies.
• Manage and improve ITU’s HR systems, including integration of ERP, recruitment and learning systems (i.e., SAP, Cornerstone and SuccessFactors).
• Lead change management efforts ensuring effective communication and collaboration, stakeholder engagement, new ways of working within HR and across the organisation.
• Lead training and change management activities for HR ensuring a smooth transition to new ways of working.
• Perform other related duties as assigned.

Applying Expertise; Effective Communication; Learning and Knowledge Sharing; Organizational Commitment; Results-Focused, and; Teamwork and Collaboration.

• Strong analytical and problem-solving skills.
• Excellent project management skills.
• Knowledge of HR management theories, methods, techniques, standards and operations.
• Proven ability to motivate and lead a team effectively,  resolve conflicts; and implement staff development plans.
• Demonstrated ability to identify issues, analyze and formulate opinions, make conclusions and recommendations.
• Proven ability to develop and implement HR strategies, policies, procedures, and tools to meet the needs of the organization.
• Ability to build and maintain strong client and partner relationships, and to work effectively  with staff  at all levels in an international environment.
• Excellent interpersonal skills with the  ability to establish and maintain effective partnerships and working relations in a multi-cultural, multi-ethnic environment with sensibility and respect for diversity.
• Knowledge of an Enterprise Resource Planning (ERP) systems and HR tools to support the effective delivery of HR services.
• Proficiency in SAP is required.

Education:

Advanced university degree in information system, information technologies, human resources management, public administration, social sciences, business management or a related field OR education from a reputed college of advanced education with a diploma of equivalent standard to that of an advanced university degree in one of the fields above.
For internal candidates, a first university degree in one of the fields above in combination with fifteen years of qualifying experience may be accepted in lieu of an advanced university degree for promotion or rotation purposes.
Certification in SAP is desirable.

Experience:

At least ten years of progressively responsible experience in leading HR digital and business transformation, including at least five at the international level, preferably in a UN Common System Organization.

A Doctorate in a related field can be considered as a substitute for three years of working experience.
Expertise in software delivery best practices, with experience in data and access governance
Specialized experience in operational management, HR information system(s), project or change management and risk management.
Experience in SAP is required.
Experience in process improvement and mapping, operational excellence and process flow analysis tools.
Demonstrated experience in leading cross-functional process improvement projects.
Experience in implementing dashboards and KPIs to monitor and report on support activities.
Demonstrated experience with project management/Agile delivery is desirable.
Experience in leading ERP implementations and roll outs is desirable.

Languages:

Knowledge of one of the six official languages of the Union (Arabic, Chinese, English, French, Russian, Spanish) at advanced level and knowledge of a second official language at intermediate level. Knowledge of a third official language would be an advantage. (Under the provisions of Resolution No. 626 of the Council, a relaxation of the language requirements may be authorized in the case of candidates from developing countries: when candidates from such countries possess a thorough knowledge of one of the official languages of the Union, their applications may be taken into consideration).

Salary:
Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment (PA) (cost of living allowance). The PA is variable and subject to change without notice in accordance with the rates as set within the UN Common System for salaries and allowances.

Annual salary from $ 101,540 + post adjustment $ 82,654

Other allowances and benefits subject to specific terms of appointment, please refer to:

https://jobs.itu.int/content/What-we-offer/?locale=en_US