Senior HR Specialist

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Description

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Introduction

The position is located in the HR Strategic Support Branch (HR/ STR), which is responsible for designing, developing and implementing the HR strategic support initiatives for all managers in the organisation through the Global HR Partners function and the HR Policy Unit. The position leads the HR Policy Unit, which coordinates work related to designing, developing, implementing, and reviewing all policies, rules and procedures relating to terms and conditions of employment; prevention and resolution of work-related conflicts and ensures the review of all formal grievances and representation before the internal dispute resolutions bodies. It also coordinates the preparation and production of governance documents and the representation of the ILO in common system external bodies. 

As head of the HR Policy Unit, the incumbent is primarily responsible for: ensuring the development and implementation of legally sound, fair and transparent HR policies and procedures, and the revision and update of the ILO Staff Regulations, policies and office issuances; managing the administration of the elements of the ILO internal justice system under the responsibility of HRD; managing, presenting and defending HRD proposals and achievements before the JNC and other governance bodies. 

The incumbent works under the supervision of the Branch Chief. 

Specific Duties

• Responsible for the review, development, implementation and oversight of new or existing HR policies in line with the strategic objectives and business requirements of the Organization. Keep abreast of HR policy developments and best practice in the UN common system, international organizations and the private/public sector, and identify areas where HR policy review would be beneficial to the Organization. Lead internal consultation and negotiation on policy proposals as well as internal communication on policy changes to ensure wide acceptance and understanding.
• Formulate and provide authoritative advice and recommendations on HR policy matters. Represent HRD on HR related legal or policy issues in the ILO, working groups, governance bodies, and inter-agency fora.
• Lead the design, dissemination, implementation and monitoring of efficient and effective HR processes and procedures in line with policies, related amendments to the Staff Regulations and other administrative issuances.
• Advise the Branch Chief and HRD Director on the applicability of ILOAT jurisprudence and case law as well as the conclusions and recommendations of the ILO Joint Advisory Appeal Board; provide legal advice, research and analysis on the interpretation and application of the Staff Regulations, policies and procedures, and other HR legal matters.
• Act as HR focal point for matters linked to the ILO administration of justice system in accordance with the respective procedures and guidelines; ensure the monitoring and continued enhancement of the ILO administration of justice system, in collaboration with the Office of the Legal Adviser (JUR).
• Manage HR aspects of appeals, grievances, disciplinary matters and other potentially contentious issues and assess possible outcomes and implications, liaising with JUR, as needed. Provide recommendations to the HRD Director on action and ensure HR follow up action is implemented.
• Advise and consult with managers and staff to address HR legal and policy matters. Establish and monitor key indicators, such as levels and types of grievances, and develop initiatives and solutions to enable positive trends.
• Oversee the disciplinary processes for the Office. Represent HRD in the ILO Committee on Accountability.
• Prepare and implement a workplan for the work unit and individual workplans for staff supervised, in line with priorities. Monitor the plan through accurate and timely performance evaluation procedures to ensure achievements of both individual and work unit objectives.
• Perform other relevant duties as assigned.

These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:

optional section (only if needed)

Generic Duties

• Responsible for the management and administration of a significant portion of the human resources function. Ensure that operating procedures are efficient and provide leadership and motivation to staff. May be responsible for the overall management of committees set up to oversee the administration of procedures and entitlements.
• Plan, develop, review and either approve, or propose for approval, new policies and practices or adaptations to existing ones, ensuring that policies are in line with common system guidelines.
• Advise senior management on new approaches and adaptations of existing HR policies and practices in the implementation of HR programmes and objectives.
• Supervise the preparation of Governing Body documents and HR circulars, tools, manuals, newsletters and briefs. Prepare documents and recommendations for various committees on particularly difficult or unusual cases, or in response to complaints lodged by employees.
• Represent the organization at inter-agency and other often high-level meetings, with delegated authority to commit the organization on HR policy issues within the designated area of responsibility. This includes the review, development and presentation of the organisation’s HR policies and positions, and the preparation of policy papers for submission to these bodies. Report to senior management, the Governing Body and the staff on the outcome of these meetings.
• Plan and conduct organizational needs assessments and training courses, and guide change initiatives, programmes and reviews.
• Represent the organization in negotiations with staff representatives in the functional area of responsibility. This includes the provision of advice on industrial relations and HR policies and their implementation in the organisation and the preparation of technical papers for the relevant committees.
• Exercise delegated authority to propose and approve special measures in compliance with the rules and regulations, interpreting the organisation’s policies with respect to the most difficult and complex cases and provide the rationale for HR decisions serving as precedents.

Required qualifications

Education

• Advanced university degree in law. A first-level university degree (Bachelor’s or equivalent) in law with an additional two years of relevant experience, in addition to the experience stated below, will be accepted in lieu of an advanced university degree.

Experience

• More than ten years of professional experience, including at the international level, in human resources policy development and international administrative law with progressively increasing levels of managerial responsibility. Relevant professional experience within the UN common system is required.  Experience working with the International Civil Service Commission would be an advantage.

Languages

• Excellent command of one working language (English, French, Spanish) of the Organization and a working knowledge of a second working language. One of these languages must be English.  A working knowledge of a third working language is an advantage.

Source: https://jobs.ilo.org/job/Geneva-Senior-HR-Specialist-(Legal-and-Policy)-1200/1094953301/

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