HR Officer (Business Partnering)(P3)

THIS REQUISITION MAY BE USED TO FILL MULTIPLE POSITIONS WITH DIFFERENT CONTRACTUAL MODALITIES AND SOURCES OF FUNDING.

IMPORTANT NOTICE REGARDING APPLICATION DEADLINE: Please note that the closing date for submission of applications is indicated in local time as per the time zone of the applicant’s location.

Organizational Setting

The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2500 people from diverse scientific, technical, managerial and professional disciplines.

The HR Management Section (HMS) provides HR services to the Agency and advice to managers in the areas of workforce planning, talent acquisition, staff relations and the business partner approach. 

Main Purpose

Reporting to the HR Business Partner, HMS, the HR Officer (Business Partnering) ensures the successful and efficient recruitment of staff for specific IAEA Departments, as well as provides guidance on human resources related matters to ensure alignment between organizational human resources and programmatic needs.

Role

The HR Officer (Business Partnering) is: (1) a specialist, participating in, and providing advice to managers on, the recruitment process; (2) an analyst, reviewing complex human resources cases and recommending solutions; (3) promoting the use of outreach and other modern sourcing techniques; and (4) a contributor, ensuring implementation of human resources strategies to support programmatic deliverables based on assessment of current and projected human resources needs.

Functions / Key Results Expected

• Lead the successful and timely recruitment cycle, including appropriate job design and position planning implementation, by partnering with managers to set target timelines and staff profiles, and providing advice on outreach strategy, appropriate assessment tools, shortlisting, and evaluating candidates.
• Contribute to the evaluation of internal and external candidates by advising interview panel members on appropriate interview techniques and testing or other assessment tools, providing a professional assessment of candidates overall performance during interview, and carrying out reference checks.
• Research, propose and implement state-of-the-art initiatives on the use of assessment tools and methods, including but not limited to, technical examinations, psychometric tests, etc.
• Research, provide and update relevant metrics to support the assigned work portfolio.
• Coordinate and follow up on all recruitment, placement and transfers of staff, including advising on staffing and contracting options, negotiating salary levels with successful candidates, and providing information on conditions of service as required.
• Participate in and lead working groups in the above areas, and keep up-to-date on best practices and contribute to the review of existing policies, procedures and practices related to recruitment.
• Provide day-to-day oversight/guidance to Associates in the team.
• Promote the use of best practice candidate-sourcing techniques, advise recruiting managers on outreach strategy, and conduct seminars and other outreach events with counterparts from Member States to seek and attract potential candidates.
• Promote the IAEA as an employer of choice, undertaking outreach activities such as recruitment missions, job fairs, and presentations at various forums.
• Design and deliver in-house training on relevant topics, such as talent acquisition, career management, etc.
• Support the HR Business Partners in the delivery of human resources related advice and various processes.

Competencies and Expertise

Core Competencies(Competency Framework)

Name	Definition
Communication	Communicates orally and in writing in a clear, concise and impartial manner. Takes time to listen to and understand the perspectives of others and proposes solutions.
Achieving Results	Takes initiative in defining realistic outputs and clarifying roles, responsibilities and expected results in the context of the Department/Division’s programme. Evaluates his/her results realistically, drawing conclusions from lessons learned.
Teamwork	Actively contributes to achieving team results. Supports team decisions.
Planning and Organizing	Plans and organizes his/her own work in support of achieving the team or Section’s priorities. Takes into account potential changes and proposes contingency plans.

Functional Competencies

Name	Definition
Client orientation	Helps clients to analyse their needs. Seeks to understand service needs from the client’s perspective and ensure that the client’s standards are met.
Knowledge sharing and learning	Actively seeks learning opportunities and actively shares knowledge and information with others; shares specialized knowledge, skills and learning from experience across different situations and contexts effectively.
Technical/scientific credibility	Ensures that work is in compliance with internationally accepted professional standards and scientific methods. Provides scientifically/technically accepted information that is credible and reliable.

Required Expertise

Function	Name	Expertise Description
Administrative Support	Discretion and Respect for Confidentiality	Application of a high degree of tact, diplomacy and discretion, and proven ability to maintain confidentiality.
Human Resources	International Human Resource Management	Knowledge of international HR management principles, concepts and practices.
Information Technology – Oracle	Oracle Human Capital Management	Knowledge of recruitment software such as TALEO would be an asset

Qualifications, Experience and Language skills

Bachelor’s Degree – University Degree in human resource management, public or business administration or a relevant field.

Minimum of five years of progressively responsible relevant working experience in human resources management with emphasis on recruitment, desirably including a minimum of three years experience at an international level.
Knowledge of TALEO or other similar recruitment software would be an asset.

Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.

Remuneration

The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $64121 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 38344, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; Other benefits include 6 weeks’ annual leave, home leave travel, pension plan and health insurance. More information on the conditions of employment can be found at: https://www.iaea.org/about/employment/professional-staff/conditions

General Information

• The IAEA’s paramount consideration in the recruitment of staff member is to secure employees of the highest standards of efficiency, technical competence and integrity.
• Staff Members shall be selected without any unfair treatment or arbitrary distinction based on a person’s race, sex, gender, sexual orientation, gender identity, gender expression, religion, nationality, ethnic origin, disability, age, language, social origin or other similar shared characteristic or trait.
• The IAEA is committed to gender equality and to promoting a diverse workforce. Applications from qualified women and candidates from developing countries are strongly encouraged.
• Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity.
• The IAEA has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and the IAEA, including sexual harassment, abuse of authority and discrimination.

Evaluation process

• The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the selection criteria stated in the vacancy announcement. Applicants must provide complete and accurate information. Evaluation of qualified candidates may include an assessment exercise, which may be followed by a competency-based interview.
• Candidates under serious consideration for selection may be subject to reference and background checks as part of the recruitment process.

Appointment information

• Appointment is subject to a satisfactory medical report.
• Staff members may be assigned to any location.
• Candidates appointed to posts in the Professional and higher categories are subject to IAEA rotation policy and their maximum tour of service shall normally be seven years.
• The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above.