Regional Human Resources Manager
WHO Closing Date : 2016-06-13
Duty Station : Brazzaville, Congo
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OBJECTIVES OF THE PROGRAMME :
The objectives of the Human Resources Management Unit are to carry out in an efficient and timely manner, for the WHO Regional Office for Africa (AFR) and offices and sub/offices in 46 countries in the African region, all activities related to both strategic and operational workforce planning, staff/management relations, the development, implementation and assessment of integrated talent management strategies and practices that support the achievements of short, medium and long-term objectives as set out in the MTSP and operational work plans.
Description of duties:
Under the guidance of the Director, General Management and the general supervision of the Regional Director, the Regional Human Resources Manager is a senior team member of the management team of the Regional Office and the duties are mentioned as follows:-
1. Organizational architect :- The Regional Human Resources Manager will coordinate the organizational development-related activities in the African Region. The incumbent will also act as a key advisor to the Regional Director in developing and implementing his/her vision, long term strategic goals, policies and systems to meet the Region’s current and future staffing needs.
2) Workforce Strategist:- The Regional Human Resources Manager will assist managers in the Regional Office, the Inter-Country Supports Teams and the WHO Country Offices to translate their business strategies into people strategies and relevant HR actions, in order to build a workforce capable of delivering tangible results related to strategic objectives.
3) Talent Advisor:- The Regional Human Resources Manager will develop and drive recruitment strategies, outreach, talent management programmes, succession plans and standards that ensure a robust selection process. The incumbent will be the source of authoritative advice on recruitment-related functions, represent the Region at inter-agency, international and national meetings as and when appropriate and provide advice on talent acquisition opportunities, practices and policies to managers, staff members, potential candidates, officials from Members States, donors and other external stakeholders.
4) Organizational learning and Performance Catalyst:- Through effective communication, coaching and development, the Regional Human Resources Manager will build strong partnerships with the Regional Office’s Senior Management, Coordinators of Inter-Country Supports Teams, and WRs and their teams, in order to create a positive attitude to people issues, and to increase organizational capabilities and performances
The incumbent will ensure that the staff performance management system is understood and, fairly, timely and uniformly implemented across the Region. He/she will also lead regional initiatives on staff development and learning strategies and programmes, in conjunction with senior management and counterparts at WHO/HQ, in order to expose staff across the African Region to best thinking and available best practices.
5) HR Services Delivery Owner:- In the context of the Global Management System (GSM), the Regional Human Resources Manager will manage HR operations for the African Region, in collaboration with the Global Service Center. Through the HR teams in the Regional Office and the Inter-Country Support Teams, the incumbent will plan, direct, assess, monitor and coordinate the provision of HR services (including staff occupational health) to managers and staff across the Region.
6) Compliance Regulator:- In the context of a model based on decentralized administrative functions to managers and the use of GSM, the Regional Human Resources Manager will provide consistent administrative oversight on HR-related issues across the Region, in accordance with the Organization’s Policies, Rules and regulations.
The incumbent will also coordinate legal matters related to human resources, in collaboration with the Human Resources Department and the Office of the Legal Counsel at WHO/HQ, and will be responsible for industrial relations. In this regard, he/she will be a partner of the Staff Association.
7) HR Transformation Guide:- The Regional Human Resources Manager will develop and lead the implementation of new approaches, working methods, refined processes and programmes needed to support new ways of working and a paradigm shift that enables the HR team to create efficiency and add real value for business clients and staff.
Essential: Advanced university degree in human resources management or industrial relations or public/business administration, or other related areas.
Desirable: A highest level academic background (at Ph.D. level) or specialized post-graduate training or professional certification.
Verification of Educational qualifications:
“In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and these will be reviewed individually”.
Excellent knowledge of human resources management theories and practices; best approaches in talent management; strong abilities in strategic thinking and formulation of Strategies and Concepts; ability to persuade and influence Business Clients and Staff, and to lead, motivate and empower team members.
Other Skills (e.g. IT): Computer literacy: word processing, spreadsheet and presentation software. Knowledge of an ERP system, preferably ORACLE applications.
1) Moving forward in a changing environment
2) Promoting innovation and Organizational Learning
3) Creating an empowering and motivating environment
4) Producing results
5) Building and promoting partnerships across the organization and beyond
Essential: More than 10 years of relevant and progressive experience in people management issues, including at least 5 years working outside a HQ setting.
Desirable: Relevant experience in developing countries, and experience in working in an HR capacity in the private sector and within the UN System.
Excellent Knowledge of English or French with a very good knowledge of the other. Knowledge of Portuguese would be an asset.
WHO’s salaries are calculated in US dollars. They consist of a base salary and a post adjustment (for international positions only) which reflects the cost of living in a particular duty station and exchange rates. Other benefits include: 30 days annual leave, family allowance, home travel (for international positions only), education grant for dependent children (for international positions only), pension plan and medical insurance.
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Mobility : Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.
Annual salary:(Net of tax)
USD97,583 at single rate
USD105,572 with primary dependants
Post Adjustment:51.2 % of the above figure(s). This percentage is to be considered as indicative since variations may occur each month either upwards or downwards due to currency exchange rate fluctuations or inflation.
This vacancy notice may be used to fill other similar positions at the same grade level.
Online applications are strongly encouraged to enable WHO to store your profile in a permanent database. Please visit WHO’s e-Recruitment website at: www.who.int/employment. The system provides instructions for online application procedures.
All applicants are encouraged to apply online as soon as possible after the vacancy has been posted and well before the deadline stated in the vacancy announcement.
WHO is committed to workforce diversity.
Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Only candidates under serious consideration will be contacted.
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