Responsibilities
Strategic Leadership and Management of the Talent Acquisition Unit: Provide strategic leadership, direction, and day-to-day management of the Talent Acquisition Unit, ensuring innovation in service delivery, continuous staff development, and equitable workload distribution.
Lead the planning, organization, and implementation of the Unit's annual work programme, aligning activities with organizational priorities and HRMS strategic goals.
Drive innovation and the adoption of automation and transformative practices across talent acquisition services.
Talent Acquisition and Recruitment Services: Oversee end-to-end recruitment process, including job openings across all applicable categories (General Service, National Professional Officers and Professional and higher levels), ensuring timely, transparent, and inclusive processes in line with the relevant Staff Regulations and Staff Rules.
Lead the design and implementation of innovative, proactive outreach and sourcing strategies to attract diverse, high-quality talent, including non- and underrepresented groups, in alignment with the organization's Diversity and Inclusion Strategy.
Direct the development of talent pools, rosters, and skills databases to support workforce mobility, succession planning, and critical talent pipelines.
Oversee vacancy management under managed reassignment programmes (e.g., JPO, YPP, G-to-P) in coordination with OHR in New York.
Oversee the engagement of consultants and individual contractors, ensuring effective use of expert rosters.
Champion the use of data-driven insights, predictive analytics, and recruitment technologies to enhance decision-making and service delivery.
Ensure alignment with inter-agency HR frameworks and lead the provision of Common Back Office recruitment services, fostering harmonization and shared efficiencies.
Job design and Classification Services: Manage classification and reclassification of posts up to and including D1 level, ensuring fairness, transparency, and adherence to ICSC standards; review and endorse submissions for D2-level posts to OHR, New York.
Provide strategic advice on job design, development of Job Description s, and the effective use of Generic Job Profiles to support consistency and mobility.
Interpret and advise on classification policies and procedures, offering proactive guidance to managers.
Manage classification appeals for General Service posts and coordinate with OHR on appeals for Professional and higher-level posts.
Prepare analytical reports, statistics, and policy inputs on classification trends and issues.
Compensation and Benefits: Represent the organization in compensation and benefits matters, including coordination and participation in local salary and housing surveys, in close liaison with the International Civil Service Commission.
Serve as Secretary of the Local Salary Survey Committee, ensuring effective organization and outcomes.
Representation, Outreach, and Inter-Agency Collaboration: Represent HRMS in internal committees, inter-agency working groups, HR networks, and statutory or staff-management bodies.
Lead outreach and partnership-building efforts with other UN entities, governments, academia, and professional networks toengthen talent pipelines and share recruitment innovations.
Deliver briefings, presentations, and advisory sessions to senior management, staff, and stakeholders on recruitment, classification, and talent acquisition policies and practices.
Acting as Officer-in-Charge.
Perform other related duties as may be assigned.
Education
Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, law or related area is required.
A first-level university degree in combination with two (2) additional years of qualifying experience may be accepted in lieu of an advanced university degree.
Successful completion of both degree and non-degree programs in data analytics, business analytics or data science programs is desirable.
Work Experience
A minimum of seven (7) years of progressively responsible experience in human resources management or administrative services is required.
A minimum of five (5) years of experience leading talent acquisition services as a service provider for large organizations, working with a wide range of clients in an international setting, is required.
At least three (3) years of hands-on experience in implementing advanced technologies and automation tools within talent acquisition and sourcing services is required. At least five (5) years of experience in supervising internationally diverse teams of not less than 7 staff is desirable.
Two (2) years or more of experience in data analytics or related area is desirable.