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Context:<\/strong><\/p>\n Under the overall supervision of the Regional Director (RD) and direct supervision of the Senior Regional Resources Management Officer (SRRMO) based in RO Bangkok, Thailand, and under technical guidance of the Department of Human Resources (DHR), HQ, and in coordination with relevant Units in HQ and Administrative Centres, the Regional Human Resources Business Partner will be accountable and responsible for supporting, advising, guiding, and monitoring HR related functions of the Country Offices (COs) within the Region. In addition, the successful candidate will also be responsible for the implementation of key HR processes in the Region and strengthening the HR Team’s ability in the Region.<\/p>\n Core Functions \/ Responsibilities:<\/strong><\/p>\n 1. Policy Advice 4. Organizational Design and Structures Required Qualifications and Experience:<\/strong> \u2022 Master\u2019s degree in Business Administration, Human Resources, Law, Organizational Design, \u2022 Experience in the Region with international organizations is advantageous.<\/p>\n Skills<\/strong><\/p>\n \u2022 Knowledge of HR management concepts and practices in the various HR disciplines; Languages<\/strong><\/p>\n IOM\u2019s official languages are English, French, and Spanish. All staff members are required to be For this position, fluency in English is required (oral and written). Working knowledge of another Proficiency of language(s) required will be specifically evaluated during the selection process, To apply, interested applicants are invited to submit their applications HERE <\/a>via the IOM e-Recruitment system by 11 September 2024.<\/p>\n IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.<\/p>\n Only shortlisted candidates will be contacted.<\/p>\n For further information please refer to: www.iom.int\/recruitment<\/a><\/p>\n
\n\u2022 Advise staff and managers on HR policies, guidelines and practices;
\n\u2022 Provide quality advice to develop innovative HR approaches and solutions to complex problems;
\n\u2022 Propose business cases and provide justifications for revising or drafting policies, as well as contribute to institutional policy reviews; and,
\n\u2022 Ensure the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in the implementation of HR policies and processes at the CO and RO level providing timely advice, guidance and ensuring follow-up as appropriate.
\n2. Performance Management and Staff Development
\n\u2022 Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance appraisal system (PAS) succession planning, global mobility, staff development, etc.) and initiatives in the Region working closely with other actors in the DHR, HQ and
\nAdministrative Centres;
\n\u2022 In collaboration with relevant managers, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of underperformance;
\n\u2022 Advise staff on career development, and support managers in continuous capacity building and developing staff management capabilities;
\n\u2022 In collaboration with DHR\/Occupational Health Unit\/Staff Welfare, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
\n\u2022 Work directly with staff members in Regions and Country Offices on skill\/learning needs assessments, and contribute to design and implementation of customized learning interventions;
\n\u2022 Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
\n\u2022 Participate as a team member in HR projects, working groups, task forces, etc. within and outside the Region; and,
\n\u2022 Under the guidance of the SRRMO, act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives\/programs and current people issues\/solutions.
\n3. Planning and Analytics, and Workforce Management
\n\u2022 Use HR analytics proactively to understand the staffing trends in the Region;
\n\u2022 Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals\/objectives; and,
\n\u2022 Contribute to the development and implementation of the Annual Regional Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders to support the delivery of IOM\u2019s People Strategy.<\/p>\n
\n\u2022 Advise and guide the Region\u2019s managers to set up organizational structures to address the
\noperational needs of and account for the complexity involved in accomplishing business
\nobjectives;
\n\u2022 Ensure and promote the use of Generic Positions Descriptions to maintain consistency within
\nand outside the region; and,
\n\u2022 Reviews classification requests before submission to HQ for evaluation and liaise with the
\nClassification Team to assess the need for desk audit and to facilitate the process.
\n5. Recruitment and Staffing
\n\u2022 Guide all recruitment activities of national and international staff, including high level national
\nposts at Country and Regional level, and provide advisory services as required;
\n\u2022 Provide guidance to Country Offices, as need, on staffing matters;
\n\u2022 Advise on recruitment and administration of national and international Individual Consultants;
\n\u2022 Work with regional bodies, academic institutions, and Non-Governmental Organizations to
\nidentify sources of talents;
\n\u2022 Provide guidance and facilitate the induction, orientation, and integration of new staff members
\nin the Region as needed; ensure staff exit interviews are conducted;
\n\u2022 Facilitate knowledge building and knowledge sharing in the Region through active participation
\nin the HR community of practice;
\n\u2022 Contribute to building awareness and understanding of HR policies through knowledge sharing
\nacross the Region; and,
\n\u2022 Provide oversight and guidance to staff\/team members on HR matters.
\n6. Undertake Travel on Duty as necessary;
\n7. Perform such other duties as may be assigned.<\/p>\n
Education<\/strong><\/p>\n
\nor a related field from an accredited academic institution with seven years of relevant
\nprofessional experience; or,
\n\u2022 University degree in the above fields with nine years of relevant professional experience.
\nExperience
\n\u2022 Experience at International level managing complex human resources (HR) issues, in a
\nmulticultural setting; operational or field experience in HR in the multi-lateral or international
\nNGO context;
\n\u2022 Experience working in transformational HR projects with specialization in one or more HR
\ndisciplines, including recruitment, performance management, career development,
\nadministrative law, succession planning, training and staff development, or workforce analytics;
\nand,<\/p>\n
\n\u2022 Knowledge of UN HR rules, regulations and policies is an asset;
\n\u2022 Ability to position HR as a strategic business partner with multiple stakeholders; and,
\n\u2022 Ability to interpret and apply HR policy in a consistent and transparent manner.<\/p>\n
\nfluent in one of the three languages.<\/p>\n
\nofficial UN language (Arabic, Chinese, French, Russian, and Spanish) is an advantage.<\/p>\n
\nwhich may include written and\/or oral assessments.<\/p>\nHow to apply<\/h2>\n