Human Resources Officer (HR Systems and Analytics) (P)

Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.

IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

• Internal candidates

Organizational Context and Scope

Reporting to the Human Resources Officer, the position is situated within the HR Systems & Analytics function and works in close coordination with Headquarters departments, the Global Shared Services Centre (GSSC), Regional Offices, and Country Offices. The role contributes to the effective use and continuous improvement of IOM’s Oracle ERP system by serving as a functional subject‑matter resource for Oracle HCM modules.

Under the guidance of the Human Resources Officer, the Human Resources Officer (HR Systems and Analytics) supports the review and analysis of new Oracle Human Capital Management (HCM) functionalities for their applicability to IOM, assesses current system utilization, and identifies opportunities for incremental enhancements. The position contributes to ERP-related initiatives aimed at improving efficiency, data consistency, and operational effectiveness across the Organization.

• Support the collection and consolidation of HR business functional requirements across units and regions, supporting the identification of inefficiencies, overlaps and systemic issues; propose practical improvements and standardisation opportunities to enhance efficiency, cost‑effectiveness and optimal use of HR systems and services.
• Act as a focal point for the coordination and follow‑up of HR system enhancements, participating in functional design discussions with technical and development teams; track progress, risks and dependencies, and escalate mitigation measures to support timely and compliant delivery of solutions.
• Participate in the preparation and rollout of HR system updates and releases, contributing to change management activities for HR‑related enhancements; assist in the development, review and periodic update of SOPs, guidelines, manuals and end‑to‑end process documentation.
• Suppport the implementation of strategic and operational work plans to strengthen, enhance and institutionalise internal controls for central HR operations. Provide back-up support to maintain continuity of the activities in the absence of the primary role holder and carry out delegated tasks where required.
• In conjunction with Organizational Compliance and Capacity Building (OCCB) unit, participate in the analysis and validation of HR data quality and service delivery on an ongoing basis, verifying adherence to established policies, standards, controls and governance frameworks; support the identification, documentation and follow-up of corrective actions in coordination with OCCB and GSSC.
• Participate in the development and delivery of HR knowledge management initiatives and learning assets, including SOPs, guidance materials, micro‑learnings and training sessions; assess training effectiveness, identify recurring user issues in collaboration with User Support and Change Management teams, and support targeted capacity‑building actions.
• In collaboration with the Analytics and Innovation unit (AI), support the design, testing and refinement of custom AI‑enabled solutions supporting HR processes and decision‑making, including participation in agentic engineering initiatives; support requirements definition, use‑case validation and functional feedback to ensure solutions are aligned with HR business needs, governance standards and operational realities.
• Participate in the monitoring of HRSA, including workload tracking, objective follow‑up and capacity planning; contribute to training plans, onboarding and coaching activities to strengthen team capability and resilience.
• Serve as a coordination and follow‑up point with internal stakeholders (DHR, HRAS, GSSC, BT/ICT and other relevant units) on HR operational and system‑related matters, ensuring clear communication, ownership and timely issue resolution.
• Perform such other duties as may be assigned, particularly those required to ensure continuity, risk mitigation and sustained delivery of HRSA’s operational compliance and systems mandate.

Education

• Master’s degree in Information Systems, Human Resources, Business Administration or a related field from an accredited academic institution with two years of relevant experience; or,

Experience

• Experience with ERP management, including troubleshooting and aligning software functionalities to HR policies and processes; knowledge of systems analysis and design techniques, testing and documentation standards;
• Experience in HR operations, more specifically in data management, quality control and quality assurance;
• Experience in Human Resources Management in an international organization, non-government or government institutions / organisation in a multi-cultural setting is an advantage; and,
• Experience as business representative with identifying opportunities and supporting the development of AI-enabled solutions with tools such as Replit.

Skills

• Excellent communications skills, both oral and written;
• Ability to analyse policies and processes and establish business requirements for system configuration;

Effectively using AI Agents such as CoPilot; and,

• AI agentic development is a bonus.

Languages

All IOM staff members in all categories are required to be fluent in one of the IOM's official languages (English, French, Spanish).

At least a working knowledge of another language (including one of the six official UN languages, and/or a language that may be widely spoken in the country context) is desirable.

For this position, fluency in English is required (oral and written).

Working knowledge of another official UN language (Arabic, Chinese, French, Russian and Spanish) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

Notes

Appointment will be subject to all clearances, including medical and security as well as accreditation, any residency or visa requirements. Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, harassment, sexual harassment, abuse of authority and any forms of discrimination. IOM is committed to promote the protection and safeguarding of all children.

IOM conducts reference checks and background verification, including through system wide databases such as ClearCheck, to help ensure that candidates have no record of misconduct, including on sexual harassment, sexual exploitation and abuse, or fraud. Candidates are expected to uphold these standards and principles at all times.

IOM does not charge any fees at any stage of the recruitment process—whether for application, interview, processing, training, or otherwise—and does not request any information related to bank accounts.