HR Business 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, and representation of WHO in inter-agency UN Common System HR initiatives.

DESCRIPTION OF DUTIES

The incumbent may carry out some or all of the following assigned duties: Workforce Strategic Planning and succession planning‚-->Under the guidance of the responsible officer, develop and implement workforce plans that align with the objectives and goals of the assigned client group, ensuring optimal utilization of human resources to meet organizational needs.--> Provide expertise in job design and classification, ensuring accurate and equitable placement of positions within the organizational structure‚--> Provide guidance on appropriate contract types and facilitate the negotiation and implementation of special agreements as needed. i‚--> Take the lead on various HR- related actions and topics, advising, executing, and translating Division and Departmental workforce plans into actionable strategies that support the achievement of client group objectives.

Collaborate with management to identify, attractand retain talent within the client group, ensuring a robust successionplanning process to support continuity and staff development. TalentAcquisition:Lead and support recruitment and selection processes for theclient group, ensuring the attraction and retention of high-caliber professionals and consideration of genderand geographic representation. Administers selection procedures for fixed- term andtemporary staff, advising staff members at all levels of relevant rules andregulations, procedures and practices.

Serves as an HR Representative on selection panelsand ensures thereis an adherence to confidentialityand emphasis on a transparent, consistent process and on promoting organizationaldiversity and mobility policies as an organizational priority. Entitlementsand Benefits: Advise on entitlements and benefits, ensuring compliance withWHO policies and regulations, liaise with HR legal on complex cases Performanceand Career Progression: Support the client group in managing performance, careerprogression, and professional development of staff, fostering a culture ofcontinuous improvement.

Collaboration and Liaison:Establish and maintainclose collaboration with the HR Business Partner of theclient group, as well as counterparts in HQ and Regional Offices, to addressHR-related matters and contribute to crosscutting projects Initiative and Action:Contributes to the preparation of HR analytics and workforcereports by compiling and analysing relevant data to support evidence‑baseddecision‑making. Supports the development and enhancement of HR documentation andstandard operating procedures, with a focus on improving data quality andconsistency.

Assists in the implementation of HR projects and initiatives,including workforce planning and process improvement efforts, ensuring timelyand effective execution in line with organizational priorities. Leads and participates in task forces and working groups whereneeded. Perform all other related duties as assigned.

Education

Essential : A first level university degree in human resources management, public or businessadministration, law, social sciences or other related fields.

Desirable : Master's degree in humanresources management, public or business administration or law

Experience

Essential : At least five years of progressive experience withinternational exposure in the professional field of human resourcesmanagement with focus on talent management,or administrative law. Proven experience providing advice andguidance to senior management teams. Proven experience working with emergency.

Desirable : HR experience in the UN system and/ora multinational environment. Minimum of two yearsinternational experience in the professional field of human resourcesmanagement. Experience in handling sensitive and complex cases. Experience inthe country offices.

Skills

Knowledge of human resources management principles, policies and best practices,with a focus on outreach, screening, recruitment, and interview techniques.Knowledge of data management and statistics. Knowledge of the latest IT basedrecruitment systems. Knowledge of other international organizations' practices in areas of HR would be an advantage. Good skills inERP systems.

WHO Competencies

Teamwork

Respecting and promoting individual and cultural differences

Communication

Moving forward in a changing environment

Producing results

Creating an empowering and motivating environment

Use of Language Skills

Essential : Expert knowledge of English.

Desirable: Intermediate knowledge of French .

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 71,335 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 1492 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.

ADDITIONAL INFORMATION

• Staff members separated due to the 2025 Prioritization and Realignment Process will receive special consideration according to the applicable regulatory framework.
• 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 eManual.
• The Director-General retains the discretion to not make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description, including shortening the duration of the appointment.
• Staff members in other duty stations are encouraged to apply.
• WHO is committed to creating a diverse and inclusive environment of mutual respect. 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.
• 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 may request reasonable accommodations (modifications or adjustments to the application or recruitment process) to support their participation in the application and recruitment process. Please send an email to reasonableaccommodation@who.int with your full name, the vacancy number you are applying for, and specific details of the accommodation needed in your request.
• 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.
• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to a fixed-term position in the International Professional category (Grades P1-D2) are eligible for Geographical Mobility and may be assigned to any activity or duty station of the Organization throughout the world.
• 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.

• 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.

For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

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