COMPLETE OUTLINE
PRINCIPAL FUNCTIONS
Reporting to the Head, Human Resources and in accordance with the OPCW Core Values of Integrity, Professionalism and Respect for Diversity/Gender Equality, the Human Resources Policy Officer performs the following duties;
RESPONSIBILITIES
Working under the supervision of the Head, Human Resources Branch the post holder will be responsible for the following:
Policy development and implementation
Review HR policies and formulate new/revised HR policies in close collaboration with the HRB teams and the Office of the Legal Advisor. Continually assess the adequacy of existing HR policies to meet the emerging workforce and programme needs as well as UN common system initiatives.
Identifies the need for new and revised Staff Regulations and Rules, Administrative Directives, Information Circulars, etc. human resource policies and HR procedures tailored to the specific requirements of the OPCW.
Ensures research, and evaluation is conducted on the regulations, rules, policies and procedures available in comparable organisations, and develops procedures and guidelines in consultation with relevant stakeholders, ensuring consistency with the Organisation’s priorities, legislative framework, management objectives, in order to support programme delivery and promote efficiency and effectiveness in HR practices.
Maintains liaison with other organisations/agencies (including the UN) to ensure that OPCW is at the forefront of efficiency and effectiveness in the provision of HR policy and strategy development in comparable systems.
Acts as an advocate during consultations and negotiations with line managers, staff representatives and Management, preparing position papers, attending meetings, and delivering presentations to clarify issues. Suggests approaches and modifications to accommodate areas of concern identified by stakeholders in order to achieve acceptance, buy-in and approval of HR proposals.
Oversees the successful roll-out of policies and procedures, promoting the use of new processes, developing appropriate communication strategies to promote awareness, understanding and support for HR policies across OPCW management and staff.
Promotes consistent application of HR policies throughout the organisation and act as a policy adviser within HRB and provide interpretation and guidance on HR policies, staff regulations and rules, as well as exceptions and precedents to managers and staff. Develops systematic feedback mechanisms/approaches to assess policy impact and effectiveness.
Creates and maintains a repository of exceptions granted to the HR regulatory framework, reviews the context in which they have been granted and, if needed, proposes relevant amendments to the policy framework.
Staff appeal, disciplinary cases and staff relations
Ensures advice is provided on the application of rules in respect to standards of conduct and disciplinary cases. Advises staff and management on their roles and responsibilities in respect to conduct and discipline, and ensures provision of coaching on the management and documentation requirements for complex individual cases, and on the potential for appeals.
Formulates the Organisation's position on determining the appropriate interpretation and application of regulations and rules to the most problematic and contentious cases as well as on cases of staff complaints, and appeals.
Provides advice to senior managers and staff members on the most viable option available which adheres to existing policies and procedures and/or by undertaking an analysis and evaluation of the merits of the justifications for complicated or unprecedented cases.
Manages the internal disciplinary processes, ensuring compliance by the Organisation with the due process and procedural requirements of cases before the relevant OPCW Boards and Committees, and preparation of the Organisation’s case submissions and responses based on research of international civil service employment law, for consultation and clearance by the Director-General through the legal office.
Liaises with staff representatives to resolve HR matters of mutual concern and researches and proposes improvements to staff/management consultative mechanisms.
RECRUITING PROFILE
Education (Qualifications):
Essential: An Advanced University degree in human resources management, law, public or business administration, industrial relations, psychology or other social sciences; a first level university degree in combination with qualifying experience (minimum 7 years) may be accepted in lieu of the advanced university degree;
Desirable knowledge: International Administrative Law and its application
Experience:
Essential: A minimum of 5 years of progressively responsible experience in human resources management, several of which must be in HR policy with advanced degree or 7 years with first level degree. Work experience in a multilateral/international organisation, preferably a UN common system organisation.
Experience in handling staff relations and disciplinary cases preferably in an international organization.
Skills and Abilities (key competencies):
Displays knowledge of underlying theory of HR, including a broad range of HR disciplines as well as HR best practices in public and private sector applied to clear strategic plans and interventions, and advice to clients;
Demonstrates the ability to analyse and research HR policy, effectively apply procedural guidelines and develop realistic implementation plans for new policies, standards, procedures and guidelines;
Shows strong corporate commitment; works to achieve the goals of the OPCW as a whole, making significant contributions to organisational priorities and initiatives;
Communicates clearly and convincingly; demonstrates strong oral and written communications skills. Is particularly able to draft and submit opinions and responses within the administrative guidelines and staff rules and regulations;
Focuses on impact and results for the client; promotes and lives by an ethic of client service, seeking to produce significant and positive impact;
Excellent organisational, planning and coordination skills and an ability to develop clear goals that are consistent with agreed strategies, foresee risks and adjust plans as necessary;
Actively seek to improve programmes or services and take an interest in new ideas and new ways of working ; appetite to keep abreast of new developments in the field of human resources and International Administrative Law;
Displays excellent interpersonal skills, which includes critical thinking skills, the ability to identify assumption, judging the persuasiveness of arguments, assessing risks and proposing logical well-reasoned arguments;
Demonstrated team player approach to work in a multi-cultural environment, with a focus on promoting diversity and inclusivity;
Strong attention to detail, analytical acumen, intellectual curiosity, creativity, a proven work ethic.
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.
