Regional Human Resources Business Partner At International Organization for Migration

Position Title : Regional Human Resources Business Partner

Duty Station : Panama City, Panama

Classification : Professional Staff, Grade P4

Type of Appointment : Fixed term, one year with possibility of extension

Estimated Start Date : As soon as possible

Closing Date : 23 May 2022

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

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:

1. Internal candidates
2. External female candidates:
3. Candidate from the following non-represented member states:

Antigua and Barbuda; Aruba (Netherlands); Botswana; Cabo Verde; Comoros; Congo (the); Cook Islands; Cuba; Curaçao; Fiji; Grenada; Guinea-Bissau; Guyana; Holy See; Iceland; Kingdom of Eswatini; Kiribati; Lao People’s Democratic Republic (the); Latvia; Libya; Madagascar; Marshall Islands; Micronesia (Federated States of); Montenegro; Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Saint Vincent and the Grenadines; Samoa; Sao Tome and Principe; Seychelles; Solomon Islands; Suriname; The Bahamas; Timor-Leste; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states of IOM and female candidates.

Context:

The Regional Human Resources Business Partner (HRBP) is a key member of the Global Human Resources (HR) Team and facilitates the identification and meeting of Human Resources needs and objectives of the organization in the client area (Region) supporting the effective implementation of the Human Resources aspects of the IOM Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support clients’ business objectives. The HRBP manages the business-HR interface and guides and advises client managers in the application of HR policies and practices effectively and equitably, evolving ways of doing business.

The HRBP will ensure delivery of timely, client focused HR support in a spirit of partnership with the business. In close collaboration with the Deputy HR Director, the HRBP leads and coordinates the efficient, consistent implementation of key HR processes in the Region, strengthen the Team’s ability to provide value-added advice to managers and staff regarding consistent policy application in all areas of Human Resources.

The HRBP works with client managers, including Regional Directors, Chiefs of Mission, Heads of Office, Regional Technical Specialists, RRMO/Regional Comptrollers or equivalent level, and staff at all levels in country offices and in Geneva, and participates in Regional/Departmental/Division leadership/management teams. They will also work closely with other HR Units, Legal, Staff Association, the Ombudsperson, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark and promote the progress in modernizing HR policies and practices. The HRPB is expected to build partnership and areas of collaboration with other UN/Regional entities in their duty station.***Core Functions / Responsibilities:***

1. Policy Advice

• Advise staff and managers on HR policies, guidelines and practices;
• Provide quality advice to develop innovative HR approaches and solutions to complex problems;
• Propose business cases and provide justifications for revising or policies and by contributing to policy reviews; and,
• Ensure the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in implementation of HR policies and processes at the local level providing timely advice, guidance and ensuring follow-up as appropriate.

1. Performance Management and Staff Development

• Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance, SES, succession planning, global mobility, staff development, etc.) and initiatives in the Region working closely with other actors in Department of Human Resources;
• In collaboration with relevant managers, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of underperformance;
• Advise staff on career development, and support client managers in continuously building up and developing their people management capabilities;
• Take the lead in identifying, assessing and resolving issues, problems, and conflicts at the Regional and CO levels, including guidance on informal and formal avenues of conflict management;
• In collaboration with HRM/Occupational Health Unit/Staff Welfare, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
• 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;
• Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
• Participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level; and,
• Under the guidance of the Deputy Director, HRM, 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.

1. Planning and Analytics, and Workforce Management

• Use HR analytics proactively to understand the staffing trends in the Region;
• Advise and assist managers in analysing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives; and,
• Contribute to the development and implementation of the Annual Regional or Divisional HR Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of IOM’s People Strategy.

1. Organizational Design and structures

• Advise and guide the Region’s manager to set up organizational structures to address the operational needs of and account for the complexity involved in accomplishing business objectives;
• Ensure and promote the use of Generic Positions Descriptions to maintain consistency within and outside the Region; and,
• Reviews classification requests before submission to HQ for evaluation and liaise with the
Classification Team to assess the need for desk audit and to facilitate the process.

1. Recruitment and Staffing

• Manage all recruitment activities of national and international staff, including high level national posts at Country level, in the region area and provide advisory services as required;
• Oversee and provide guidance to Country Offices, as need, staffing matters;
• Manage recruitment and administration of national and international Individual Consultants;
• Work with regional bodies, academic institutions, and Non Governmental Organizations to identify sources of talent;
• Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted;
• Facilitate knowledge building and knowledge sharing in the Region through active participation in the HR Business Partners community of practice.
• Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region; and,
• Provide oversight and guidance to staff/team members supervised.
• Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree in Business Administration, Human Resources, Law, Organizational Design, or a related field from an accredited academic institution with seven years of relevant professional experience; or,

• University degree in the above fields with nine years of relevant professional experience.

Experience

• Experience at International level managing complex human resources (HR) issues, in a multicultural setting; operational or field experience in HR in the multi-lateral or international NGO context.

• Experience working in transformational HR projects with specialization in one or more HR disciplines, including recruitment, performance management, career development, administrative law, succession planning, training and staff development, or workforce analytics.

• Experience in Latin America with international organizations advantageous.

Skills

• Knowledge of HR management concepts and practices in the various HR disciplines.

• Knowledge of UN HR rules, regulations and policies is an asset.

• Ability to position HR as a strategic business partner with multiple stakeholders.

• Ability to interpret and apply HR policy in a consistent and transparent manner.

Languages

IOM’s official languages are English, French, and Spanish.

External applicants for all positions in the Professional category are required to be proficient in English and have at least a working knowledge of one additional UN Language (French, Spanish, Arabic, Russian or Chinese).

For all applicants, fluency in English and Spanish is required (oral and written). Working knowledge of French is an advantage.

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

Notes

1 Accredited Universities are the ones listed in the UNESCO World Higher Education Database

(https://whed.net/home.php).

Required Competencies:

Values – all IOM staff members must abide by and demonstrate these three values:

• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.

• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 3

• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.

• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.

• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.

• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.

• Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 3

• Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

• Empowering others & building trust: creates an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.

• Strategic thinking and vision: works strategically to realize the Organization’s goals and communicates a clear strategic direction.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.pdf

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates endorsed by the Appointments and Postings Board will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country and who do not have prior experience outside the duty station’s country as staff member in the Professional category cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and security clearances. Subject to certain exemptions, vaccination against COVID-19 will in principle be required for individuals hired on or after 15 November 2021. This will be verified as part of the medical clearance process.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.