Human Resources Consultant – Geographical Diversity

TERMS OF REFERENCE

Title of the Assignment: Human Resources Consultant (Geographical Diversity)

Name of unit/sector: Employee Experience Unit, Talent Management Service, Human Resources Management Department (HRMD)

Place of Assignment: WIPO Headquarters

Expected duration of assignment: As soon as possible, initially until 31 July 2024 on a full-time basis

1. Background and Objective

The Employee Experience Unit (EEU) of the Talent Management Service, Human Resources Management Department (HRMD) functions as a problem-solving area that integrates and executes all HR disciplines, interconnecting projects in an agile and unified manner. It is at the heart of HRMD, providing specialist expertise, creating, and upgrading HR-related policies and practices.

One pillar of the Unit’s initiatives is the promotion of geographical diversity in WIPO’s workforce. WIPO has invested a lot of resources to meet with the Member States, understand recruitment trends and mainstream the agenda of geographical diversity throughout the organization. In achieving a more geographically diverse workforce, WIPO hopes to better lead the development of a balanced and effective global IP ecosystem to promote innovation and creativity.

A key milestone achieved in this area is the establishment of the Geographical Diversity Action Plan (GDAP), approved by the Member States during the WIPO General Assembly in July 2023. Since then, the EEU has taken some measures towards implementation and is now looking for a consultant dedicated to the work of the GDAP to achieve tangible results and achievements vis a vis the next WIPO General Assembly (scheduled in summer 2024).

2. Expected Deliverables

Advance the implementation of GDAP referring to its 3 pillars, namely: (i) Advancing Partnership with Member States; (ii) Mainstreaming of Geographical Diversity across WIPO; and (iii) Accelerate Capacity Building of Stakeholders. To this end, the selected consultant will:

a) Carry out analyses of the WIPO recruitment trends from the perspective of geographical and gender diversity and identify key challenges that candidates from a particular region/country face in WIPO recruitment steps. Use the findings to contribute to the talent outreach activities, enabling WIPO to reach out to a d diverse pool of candidates.

b) Prepare various geographical and gender related recruitment datasets to inform internal recruitment decision makers (notably for Talent Business Partners and hiring managers) on the gaps that candidates from certain regions/countries are facing, to raise their awareness and mainstream diversity in their staffing and succession planning.

c) Liaise with different stakeholders (Member States delegates, business managers, colleagues in HRMD, WIPO Academy and other parts of the organization) to collect feedback, coordinate initiatives and consolidate actions to achieve the GDAP.

d) Coordinate with the Member States to help establish the country specific talent outreach plan, based on the analyses carried out. Provide advice and guidance on the different talent outreach tools, keep the stakeholders engaged, and organize periodic follow-ups to monitor the plan’s progress.

e) Prepare various information and communication materials (flyers, PowerPoints, brochures, toolkits) concerning the promotion of geographical diversity in WIPO’s workforce which can be used by the relevant stakeholders.

f) Support the establishment of talent pipelines from the perspective of gender and geographical diversity, considering WIPOs succession planning strategy,  the young professional population in WIPO (notably fellows and interns) as well as the input from the Talent Partners.

g) Liaise with WIPO Academy on the capacity building of stakeholders. Provide information on WIPO recruitment trends and other input from HRMD/EEU and contribute to identify the best way of keeping the stakeholders informed and engaged of WIPO career opportunities.

h) Carry out other tasks assigned in advancing the GDAP implementation.

Referring to the above, the selected candidate is to complete: (i) establishment of country specific talent outreach plans (with at least three countries) by end March 2024, and (ii) report back the progress made on the GDAP implementation using the defined KPIs starting February towards end June 2024.

3. Reporting

The selected candidate will report to the Talent Acquisition and Development Manager who is also the project leader for the GDAP.

4. Ideal Candidate’s Profile

Education:

• Advanced university degree in human resources management, public or business administration, law, social sciences or related field is required.  A first-level university degree with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• Minimum of two years of experience working in a field relevant to the assignment such as diversity and inclusion, communication, human resources, or project management.

Skills:

• Ability to carry out various data analyses using Excel is required.
• Expertise in managing professional social media accounts in particular LinkedIn is required.
• Ability to produce concise and visually friendly communication materials using Word, PowerPoint or other platforms is required.
• Familiarity with a recruitment ERP (such as Taleo, Workday, and SuccessFactors) is an advantage.
• Understanding of the WIPO business model is an advantage.

Language:

• Excellent written and spoken knowledge of English is required. Good knowledge of French is an advantage.

Competencies:

• For this role, the following competencies are particularly important: stakeholder management, and collaboration.

5. Duration of contract and payment

Applicants are requested to provide an indication of their remuneration expectations in Swiss francs.  Only applicants who have indicated a daily rate will be considered.

ICS contractors fall outside the coverage of employment contracts for WIPO Staff members and are not subject to the WIPO Staff Regulations and Rules.  The contractor has no entitlement to vacation, sick leave, medical insurance or staff pension scheme.