Senior Advisor, Human Resources

Human Resources Strategy And Policy:

• Develop and implement HR strategies and initiatives aligned with organisational priorities, biennial programmes, budgets, and best practices in people management;
• Provide consistent solutions-oriented advice and interpretation of HR policies, fostering effective collaboration within HRB and throughout the Organisation;
• Promote actively knowledge transfer by sharing HR expertise and best practices, providing regular updates and communications as well as by encouraging development;
• Evaluate and review HR policies and practices to ensure clarity and efficiencies while promoting compliance with administrative law; coordinate and draft inputs to governing documents.

Human Resources Advisory And Representational Services:

• Support the Head, HRB in day-to-day HR operations, ensuring strong client-orientation, process consistency, compliance, and continual improvement;
• Advise managers and staff throughout the employee lifecycle, interpersonal matters as well as performance management by recognising excellence and addressing performance issues;
• Represent the Head, HRB in committees, boards, and panels (e.g., recruitment, selection), and liaise with external stakeholders, including national authorities, as directed;
• Provide strategic guidance on organisational design to optimise workforce structures and to enable delivery of long-term objectives.

Engagement, Culture And Staff Relations:

• Promote a positive and inclusive workplace culture through employee engagement initiatives and mentoring colleagues;
• Address complex employee concerns with discretion, keeping the Head, HRB informed and escalating when necessary;
• Oversee grievance procedures, investigations, and disciplinary actions in collaboration with the Office of Legal Adviser and under the guidance of the Head, HRB;
• Collaborate with the Health and Safety Branch, managers and staff on return-to-work plans and related initiatives. Oversee the development of communication and learning opportunities to promote and maintain respectful dialogue and a professional work environment;
• Facilitate constructive dialogue when performance and interpersonal concerns arise, assess risk, propose solutions and seek advice from the Head, HRB when necessary.

Compliance And Reporting:

• Monitor and share internal and external HR trends, including those within the UN Common System;
• Generate data-driven reports to inform decision-making and senior management discussions;
• Ensure compliance with governing documents, audit recommendations, and best practices and other legal requirements;
• Monitor risks and business continuity needs, discussing with Head, HRB.

HR Projects:

• Lead and execute HR projects and cross-functional initiatives as directed by the Head, HRB;
• Identify and implement process improvements to enhance workflow efficiencies, streamline processes and ensure regular communication of modified or new processes;
• Deputise for the Head, HRB when required.

Qualifications And Experience

Education

Essential:

• Advanced university degree in Human Resources, Business Administration, Public Administration, or a related field;
• A first level university degree in a related filed in combination with a minimum of 9 years of qualifying experience may be accepted.

Desirable:

• Certification in mediation and/or project and/or change management.

Knowledge and Experience

Essential:

• A minimum of seven years of progressively responsible experience in human resources with at least three years of experience in two of the following fields: organisational design, staff relations, policy development, diversity or inclusion;
• Proven experience in managing complex staff relations and conduct matters;
• Experience in successfully leading others;
• Practical knowledge in the dispute resolution process as well as knowledge of the investigative process;
• A minimum of four years experience working for an international organisation.

Desirable:

• Experience leading change management or complex process improvement projects;
• Previous experience working on internal appeals as well as submissions to an external appellate body such as the International Labour Organisation Administrative Tribunal (ILOAT);
• Familiarity with organisational design and data analysis and interpretation is an asset;
• Previous professional experience on workplace wellbeing, culture and inclusion portfolios;
• Extensive experience in HR management, including policy development, staff relations, and organisational development;
• Previous experience within international or tenure-based organisations is highly desirable;
• Exposure to risk management and business continuity frameworks;
• Professional working experience outside of your home country/permanent residence would be an asset.