Regional Human Resources Manager

The Regional Human Resources Manager oversees the human resources function at the WHO Regional Office and ensures the proper application of established staff rules, regulations, policies and practices. The RHRM also implements the various elements of HR strategy, provides guidance and counsel on HR policy matters. He/she issues, proposes, develops for approval, and implements HR policies which align regional and global HR strategy and HR management with WHO business strategy and performance. 

The objectives of the Human Resources and Talent Management Unit (HRT) are to carry out, in an efficient and timely manner, all human resources activities for the WHO Regional Office and Country Offices under its responsibility, including workforce planning and analysis, staffing, policy formulation and interpretation, medical services, learning and development, conflict resolution, and strategic advice on human resources matters to staff and management.

Description Of Duties
Organizational architect:

• The Regional Human Resources Manager will coordinate the organizational development-related activities in the EMR Region. The incumbent will also act as a key advisor to the Regional Director in developing and implementing his/her vision, long term strategic goals, policies and systems to meet the Region’s current and future staffing needs.

Workforce Strategist:

• The Regional Human Resources Manager will assist managers in the Regional Office and Country Offices to translate their business strategies into people strategies and relevant HR actions, in order to build a workforce capable of delivering tangible results related to strategic objectives.

Talent Advisor:

• The Regional Human Resources Manager will develop and drive recruitment strategies, outreach, talent management programmes, succession plans and standards that ensure a robust selection process.
• The incumbent will be the source of authoritative advice on recruitment-related functions, represent the Region at inter-agency, international and national meetings as and when appropriate and provide advice on talent acquisition opportunities, practices and policies to managers, staff members, potential candidates, officials from Members States, donors and other external stakeholders.

Organizational learning and Performance Catalyst:

• Through effective communication, mentoring, coaching and staff development, the Regional Human Resources Manager will build strong partnerships with the Regional Office’s Senior Management, Country Offices and WRs and their teams, in order to create a positive attitude to people issues, and to increase organizational capabilities and performances.
• The incumbent will ensure that the staff performance management system is understood and is implemented in a fair, timely and uniform way across the Region.
• He/she will also lead regional initiatives on staff development and learning strategies and programmes, in conjunction with senior management and counterparts at WHO/HQ, in order to expose staff across the EMR Region to best thinking and available best practices.

Hr Services Delivery Owner

• In the context of the Global Management System (GSM), the Regional Human Resources Manager will manage HR operations for the EMR Region, in collaboration with the Global Services Center.
• Through the HRT teams in the Regional Office and Country Offices, the incumbent will plan, direct, assess, monitor and coordinate the provision of HR services (including staff occupational health) to managers and staff across the Region.

Compliance Regulator

• In the context of a model based on decentralized administrative functions to managers and the use of GSM, the Regional Human Resources Manager will provide consistent administrative oversight on HR-related issues across the Region, in accordance with the Organization’s policies, rules and regulations.
• The incumbent will also coordinate legal matters related to human resources, in collaboration with the Human Resources Management Department and the Office of Human Resources Policy and Justice (HPJ) at WHO/HQ and will be responsible for industrial relations.
• In this regard, he/she will be a partner of the Staff Association.

HR Transformation

• The Regional Human Resources Manager will develop and lead the implementation of new approaches, working methods, refined processes and programmes needed to support new ways of working and a paradigm shift that enables the HRT team to create efficiency and add real value for business clients and staff.

Required Qualifications:
Education

• Essential: Advanced university degree in human resources management or industrial relations or public/business administration, or law or other related areas.
• Desirable: A highest-level academic background (at Ph.D. level) or specialized post-graduate training or professional certification in human resources management.

Experience

• Essential: At least 15 years of relevant and progressive experience in people management issues, including at least 5 years working in managerial position at the international level.
• Desirable: Relevant experience in developing countries, and experience in working in a HR capacity in the private sector and within the UN System.

Skills

• Excellent knowledge of human resources management theories and practices; best approaches in talent management; strong abilities in strategic thinking and formulation of strategies and concepts; ability to persuade and influence Business Clients and Staff, and to lead, motivate and empower team members.

Use of Language Skills

• Essential: Expert knowledge of English.
• Desirable: Intermediate knowledge of another WHO official language.

Source: https://careers.who.int/careersection/ex/jobdetail.ftl?job=2401642