HR Officer

OBJECTIVES OF THE PROGRAMME

The Department of Human Resources and Talent Management (HRT) is responsible for providing a sound, well managed, responsive and efficient organization-wide Human Resources Management strategy and global HR advisory services which support the work of WHO and its member states, encompassing, but not limited to: HR Policy Development, Organizational Design and Job Classification, Talent Management (including Succession Planning, Global staffing, Career Development and Training, Rotation and Mobility), application of the UN Common system’s Compensation and Benefits, HR Legal Advisory Services, Administration of Justice, Global Staff management relations, representation of WHO in inter-agency UN Common System HR initiatives. The immediate programme ensures the efficient management of all aspects of HR planning and selection services at headquarters, including rotation and reassignment of staff for all headquarters- based programmes and operations. Being a source of authoritative advice on practical HR planning and recruitment-related functions in particular, the programme functions as a one-stop-shop for all selection and recruitment related issues.

DESCRIPTION OF DUTIES

The incumbent will have some or all of the following assigned duties: Recruitment and selection, Outreach and Rostering Contributes to the efficient management of filling vacancy positions in line with established selection and recruitment policies and procedures. Acts as a focal point for hiring managers and administrative officers/assistants on outreach, talent acquisition and recruitment activities, both staff and non-staff. Participates in the administration of selection procedures for fixed-term and temporary staff. Contributes to the organization of timely selection panels and serves as an HR Representative on selection panels and ensuring compliant process, adherence to confidentiality and emphasis on a transparent, consistent processes and on promoting organizational diversity and mobility policies as an organizational priority. Drafts and reviews vacancy announcements for consistency and adherence to the Organization’s policies, develop and review screening questions in close collaboration with the hiring manager. Screens and assesses applications, ensuring that only candidates who meet the minimum requirements are long/short- listed. Prepares and reviews interview questions, proposed presentation tasks, technical questions and tests proposed by the hiring manager for appropriateness and relevance to the position description. Reviews proposed long/shortlists to ensure that the evaluation criteria are in line with the vacancy announcement and advises the hiring manager and panel members on any in consistencies. Contributes to the development of new recruitment tools to rate applicants in line with the WHO competency frame work Participates in the drafting of selection reports ensuring that all steps of the process are well-documented, and the selection file is compliant with the Organization’s policies. Maintains various recruitment staff and non-staff rosters and ensures data is up-to-date to timely selection of successfully rostered candidates. Perform all other related duties as assigned.

REQUIRED QUALIFICATIONS

Education

Essential: A first level university degree in human resources management, public or business administration, or other related fields.
Desirable: Advanced level university degree or training in one of the above-mentioned areas or certification in the area of Human Resources management

Experience

Essential: At least two years of experience in the professional field of human resources management of which at least one year must be in conducting selection and recruitment processes..
Desirable: HR experience in the UN system and/or a multinational environment. Demonstrated exposure at the international level. Proven experience in any of the following specialized areas of classification, contract administration, compensation, or performance management. Experience in the use of an ERF system such as Oracle or SAP would be an advantage. Experience in the use of anon-line recruitment platform such as Taleo would be an advantage.

Skills

Knowledge of human resources management practices, with a focus on outreach, screening, recruitment and competency-based interview techniques. Good skills in Excel PowerPoint and other office packages. Knowledge of latest IT based recruitment systems. Knowledge of other international organizations’ practices in areas of talent acquisition would be an advantage. Good skills in ERF’ systems.

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Producing results
Moving forward in a changing environment

WHO global Competencies model athttp://www.who.int/employment/WHO_competencies_EN.pdf?ua=1

Use of Language Skills

Essential: Expert knowledge of English. Expert knowledge of Urdu.
Desirable:

REMUNERATION

Remuneration comprises an annual base salary starting at PKR 6,660,340 (subject to mandatory deductions for pension contributions and health insurance, as applicable) and 30 days of annual leave.

ADDITIONAL INFORMATION

• This vacancy notice may be used to fill other similar positions at the same grade level

• Only candidates under serious consideration will be contacted.

• A written test and/or an asynchronous video assessment may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.

• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.

• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int

• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO’s operations please visit: http://www.who.int.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• Please note that WHO’s contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at shws@who.int.

• This is a National Professional Officer position. Therefore, only applications from nationals of the country where the duty station is located will be accepted. Applicants who are not nationals of this country will not be considered.

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