Head, Human Resources (P-5)

Principal Functions

Reporting to the Director, Administration and in accordance with the OPCW Core Values of Integrity, Professionalism and Respect for Diversity/Gender Equality, the Head, HR performs the following duties;

RESPONSIBILITIES

1. Plan and oversee the work of the Human Resources Branch to ensure delivery of the HRB Programme Plan. The HR Branch functions include – Talent Acquisition, Employee relations and administration, HR Policy, Advisory Services, Employee Engagement, HR Data Analytics, Training and Development. The Head of HRB is required to lead the Branch with professional competence, effectiveness and efficiency and to monitor and evaluate the Branch’s performance against the Programme Plan. The incumbent fosters strong teamwork, synergies and collaboration between staff in the Branch, and between the Branch and other stakeholders, thereby providing a seamless service to the Organisation;
2. Ensure the delivery of high-quality HR support services to all OPCW staff by developing a collaborative partnership with managers and individual staff members;
3. Within the Staff Regulations and Interim Staff Rules, ensure the articulation and implementation of HR strategies, policies, procedures and systems linked to the strategic objectives of the OPCW. Lead and guide the adaptation of existing policies or the development and implementation of new HR strategies, policies and programmes to address emerging organisational needs and initiatives;
4. Serve as an advisor to management by providing direction and guidance on human resource and organizational development matters to support change management, both in the context of routine biennium programme planning and potential non-routine developments;
5. Ensure consistent and transparent application of HR policies and procedures across the OPCW. Leverage technology to ensure the effective delivery of human resource services;
6. Promote a dynamic high-performance culture among all staff, based on OPCW values and competencies, and develop and implement initiatives to enhance staff engagement. The incumbent is responsible for guiding and supporting the implementation of a holistic approach to performance management, including probationary periods and the annual performance management cycle. This includes reporting on the implementation of the performance management process to the Management Board;
7. Promote effective communication and facilitate open and transparent Staff-Management consultative processes. Seek consensus on HR matters insofar as practical, and consult frequently with elected staff representatives with a view to understanding their perspectives and supporting their understanding of their roles, the OPCW’s legal framework, management views, operational realities, and pragmatic cooperation;
8. Represent the Organisation in policy-making organs and external meetings with State Party representatives and other stakeholders on HR matters. Develop and share knowledge of emerging and best HR practices in the United Nations common system and the intergovernmental organisations;
9. Act on behalf of the Director of Administration in his/her absence;
10. Support to the timely implementation of the tenure policy and the annual contract extension process;
11. Periodic reporting on HR issues to senior management and to the States Parties, particularly with regard to statutory reporting requirements;
12. Perform other duties as assigned.

Knowledge and Experience

Education

Essential

Preferably an advanced university degree in human resources management, public or business administration, law, social sciences, or a related field. A first level university degree in a related field in combination with qualifying experience (minimum 12 years) may be accepted in lieu of an advanced university degree.

Experience

Essential

With an advanced university degree, a minimum of ten years of progressively responsible experience in human resources management including experience at a senior level in the United Nations common system or a comparable public international organisation. Demonstrated professional competence in organisational development, change management and the ability to lead effectively in a fast-changing environment. Experience in developing and implementing HR policies, manuals or guidelines for the United Nations or a comparable public international organisation is required. Experience in drafting reports and responses to the legislative and oversight bodies of a public international organisation is essential.

Desirable

Experience in the implementation of a talent management framework in the area of staffing through an enterprise resource planning system as the operations business owner is desirable. Knowledge of the conditions of service of the UN Common System/recommendations of the International Civil Service Commission is highly desirable.

Skills and Abilities (key competencies):

1. Demonstrated leadership and management skills, including ability to provide significant success in the provision of an operational service targeted at achieving tangible results;
2. Excellent and proven planning, organisational, coordination, negotiation and problem-solving skills including the ability to handle a multitude of activities whilst ensuring high quality output;
3. Strong analytical and conceptual skills in analysing and interpreting operational issues, formulating options, and proposing and implementing solutions;
4. Focus on generating ideas and innovation in the context of an international organisation;
5. Excellent interpersonal and communication skills with demonstrated ability to apply tact and accuracy and to present information clearly and logically both in writing and verbally;
6. Strong presentation and facilitation skills, engaging the commitment of others;
7. Demonstrated deep empathy and ability to lead across diversity equity and inclusion strategies;
8. Good understanding of the latest HR trends and the intersections between HR and workplace culture;
9. Proven ability to lead and provide creative solutions to strengthen the HRB team and enable the organisation to perform effectively together;
10. Aptitude to effectively delegate whilst ensuring timely results;
11. Ability to recognise and adapt to changing conditions were needed;
12. Proven ability in establishing and maintaining effective working relationships with people of different national and cultural backgrounds;
13. Effective consulting and coaching as well as mediation and conflict resolution skills.

Language Requirements

Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.