| Vacancy No: RAPS/1/2015/AF/02 Title: Regional Coordinator for Human Resources Grade: P.4 Contract type: Fixed-Term Appointment | Date: 5 March 2015 Application Deadline (midnight Geneva time) 6 April 2015 (13 day(s) until closing deadline) Currently accepting applications Organization unit: RO- AFRICA Duty Station: Addis Ababa, Ethiopia | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| General introduction: The following are eligible to apply: - ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the Staff Regulations. - External candidates. Staff members with at least five years of continuous service with the Office are encouraged to apply and will be given special consideration at the screening and evaluation stage. In accordance with the Staff Regulations and letters of appointment, successful candidates for positions in the Professional category would be expected to take up different assignments (field and Headquarters) during their career, the desirable length of an assignment in any specific position being two to five years, following which the incumbent should be willing to move to another assignment and/or duty station. Within the context of the Office's renewed efforts to promote mobility, staff members seeking mobility are encouraged to apply to vacancies. Mobility will be given special consideration at the screening and evaluation stages. The specific language requirements for this position are detailed hereunder. Candidates whose mother tongue is not one of the ILO working languages (English, French and Spanish) shall possess a fully satisfactory working knowledge of at least one of the working languages in order to apply. If appointed, and if so required as per the position requirements, they may be required to acquire a working knowledge of a second working language during their initial years of service in the Office. The ILO values diversity among its staff. We welcome applicants from qualified women and men, including those with disabilities. If you are unable to complete our online application form due to a disability, please send an email to erecruit@ilo.org . Applications from qualified candidates from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future, would be particularly welcome. A list of these countries is in Appendix I. Successful completion of the Assessment Centre is required for all external candidates. Conditions of employment are described in Appendix II. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| INTRODUCTION The position is located in the ILO Regional Office for Africa (RO-Africa), which has overall responsibility for the promotion of ILO principles and policies, the implementation of ILO programmes and the provision of strategic guidance and support to all country offices and Decent Work Technical Support Teams in the region. The position will be responsible for the coordination of Human Resources (HR) services, providing managerial and administrative advisory support to directors of field offices and advising headquarters on the region's requirements with respect to human resources policies and practices. The position will share accountability with Directors of external offices in the Region to ensure that human resources are used effectively to support the goals of the ILO and will be responsible for providing proactive and consultative HR services. The position will report to the Regional Director through the Deputy Regional Director, with functional responsibility towards the Human Resources Development Department (HRD). It will closely liaise with the other members of the Regional Management Team. N.B. While the position is currently based in Addis Ababa (Ethiopia), it will be moved to Abidjan (Cote d'Ivoire) in the context of the forthcoming relocation of the Regional Office, within a timeframe to be further determined. The successful candidate will be expected to relocate to Abidjan accordingly. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Description of Duties Specific duties 1. Implement a regional HR strategy in line with the ILO's HR strategy. 2. Provide advice to office directors and other managers on a wide range of HR management area, such as performance management, workforce planning, grading and classification, recruitment, conflict prevention and absence management. 3. Provide advice and information to staff on career planning, learning, mobility and other HR activities. Oversee the correct application of staff development rules and procedures. 4. Provide guidance on interpretation of HR rules and policies to HR staff in external offices and ensure their consistent application across the region. 5. Oversee application of benefits and entitlements, including job grading, for locally recruited staff in the Region. Coordinate the necessary steps for the smooth implementation of new HR IT systems. 6. Support HRD in the coordination of HR services for international staff assigned to the region. 7. Collaborate with other HR professionals in finding solutions to individual cases/unprecedented cases with a view to ensuring consistency and identify HR policy review needs. 8. Collaborate with the Chief of Regional Financial and Administrative Services to coordinate and oversee the application of field safety and security standards, travel security clearance requirements and evacuation procedures, including medical evacuation, when necessary. 9. Support talent management initiatives in cooperation with HRD. Implement and facilitate coaching and training plans for staff in the region. Play an active role in global talent initiatives. 10. Support Office Directors and other managers in identifying the most suitable candidates for vacancies in the Region, in cooperation with the HRD Resourcing Unit as necessary. 11. Develop annual staffing plans with line managers in line with ILO objectives and execute them in line with strategic HR priorities. Work with office directors and other managers to help them develop clear roles and responsibilities together with the HRD Organizational Design unit. Ensure job design coherence across the Region in line with the programme and budget framework. 12. Encourage effective use of key data including skills mix, talent pool information, gender and diversity statistics and retirements, secondments and rotation planning to facilitate succession planning, talent management and resourcing. These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties: 1. Manage and guide the HR administration unit of a Regional Office, as well as administrative units in other external offices, in the provision of the full range of HR services in the region. Plan, organise and supervise the work of a HR unit composed of professional and/or general service staff. 2. Plan and implement recruitment programmes and strategies for local staff to ensure the timely and appropriate filling of vacancies, provide recruitment support to project and area offices managers in field. 3. Administer the system for classifying local positions. Review and approve the classification levels of local positions, and manage related recourse mechanisms. Conduct comprehensive classification reviews prior to local salary surveys. 4. Undertake regular missions to external offices and large technical cooperation projects to ensure that HR operations are being performed effectively and efficiently, and to design and provide specialised training where necessary. 5. Interpret and administer conditions of service for all categories of staff. Take decisions on the application of staff regulations to individual cases, including the approval and rejection of entitlements. Formulate the position of regional management on the application of staff regulations in highly sensitive or contentious individual cases and recommend appropriate action. Supervise all work pertaining to immigration, diplomatic privileges and protocol. 6. Plan and administer a career development plan for the region. Provide advisory services to managers on organisational planning and job design in light of programme and skill requirements and career planning needs. 7. Evaluate and determine specific training needs in the region. Plan and implement training programmes, including induction briefings and structured training on new and existing procedures, systems, practices and skills that are required by management and staff for the performance of their duties. 8. Represent the organisation in regional and local inter-agency coordination committees and meetings dealing with HR matters. 9. Recommend to headquarters the need for new or adapted HR policies and procedures, advocating and explaining to management new policies and improved approaches to the delivery of HR services. 10. Prepare the HR component of the Programme and Budget proposals for the region, and monitor the utilisation of staff resources. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Required Qualifications | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Education Advanced university degree in human resources management, business administration or a closely related field. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Experience Seven years of professional experience in human resources management, of which at least three years at the international level, preferably in ILO or UN organisations. Experience in at least two of the following areas: HR business partner, recruitment, HR administration/operations, staff training and development, HR policies. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Languages (See also above) Excellent command of either English or French and very good knowledge of the other. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Competencies In addition to the ILO core competencies, this position requires: Technical competencies - Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Ability to plan and organise work and to provide guidance and training to staff. Ability to provide expert advice. Ability to represent the Organization and to present positions and papers in meetings and committees. Knowledge of the Organization's HR policies, rules and procedures will be considered as an asset. Objectivity and capability to apply pertinent human resources policies and rules in fair and consistent manner. Ability to communicate effectively, both orally and in writing. Ability to present and defend the position of the Human Resources Development Department before the managers and staff. Ability to advise managers and staff appropriately. Ability to provide guidance and training to staff. Good knowledge of automated information systems. Behavioural competencies - Ability to persuasively negotiate sensitive and contentious issues. Sensitivity to cultural differences. Gender-sensitive behaviour and attitudes are also required. High degree of tact, diplomacy and discretion, and ability to maintain confidentiality. Ability to work on own initiative or as a team member. Ability to supervise staff. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Additional Information: Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place between May and August 2015. Candidates are requested to ensure their availability should they be short listed for further consideration. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR WRITTEN TEST. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPLICANTS WILL BE CONTACTED DIRECTLY IF SELECTED FOR AN INTERVIEW. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPENDIX I | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| APPENDIX II CONDITIONS OF EMPLOYMENT | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| - Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. - The first contract will be issued for a twelve-month period (for Geneva-based positions) and a twenty-four month period (for non Geneva-based positions) - A successful external candidate will be on probation for the first two years of assignment. - Any extension of contract beyond the probation period is subject to satisfactory conduct and performance. Grade: P.4
| ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Please note that the above salary levels are determined according to the criteria established by the International Civil Service Commission. The ILO is international public sector employer and salary and other employment conditions are not negotiable. Other allowances and benefits subject to specific terms of appointment:
Recruitment is normally made at the initial step in the grade. Salaries and emoluments are exempt from taxation by the Swiss authorities and, on the basis of international agreements or national law relating to presence or residence abroad, are generally exempt from taxation by other governments. In the absence of exemption, in most cases tax paid will be reimbursed in accordance with an ILO document which will be supplied upon request. While the successful candidate will be initially working in Addis Ababa, he/she may be assigned to any duty station designated by the Director-General of the ILO. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| Please note that all candidates must complete an on-line application form. To apply, please visit ILO's e-Recruitment website at: erecruit.ilo.org. The system provides instructions for online application procedures. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
| The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - @ilo.org - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants. Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
