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Titolo:

cinfo ricerca HR Specialist ricerca P3

Testo Annuncio:

Organizational context

 

The position will initially be based in Rome and may subsequently be field-based

 

The International Fund for Agricultural Development (IFAD) is an international financial institution and a specialized United Nations agency dedicated to eradicating rural poverty and hunger. It does so by investing in rural people. IFAD finances programmes and projects that increase agricultural productivity and raise rural incomes, and advocates at the local, national and international level for policies that contribute to rural transformation.

 

Post's organizational accountability

 

The Human Resources Division (HRD) is fully integrated within the Corporate Services Department (CSD), servicing colleagues at Headquarters as well as in the field, with the ambition of being a strategic, business-oriented and fully trusted professional partner with IFAD managers and staff. Its mission is to provide best practice HR policies, advice, and solutions, all of which are designed to recruit and develop the best and most appropriate talent to carry out IFAD's mandate. Each work unit within the division has special responsibilities to help achieve this vision and are bound with the same team-spirit, to offer comprehensive and seamless solutions to management and colleagues.

 

Human Resources (HR) Specialists at this level are seasoned professionals reflecting an in-depth, complete understanding of at least one specialised HR occupation in the context of the Fund's mandate and work programme; they may additionally perform a range of additional human resource occupations as part of an HR full service centre dedicated to specific departments/ divisions/ offices. The accountabilities/ key results include:

 

1. Business Partner

2. Human Resources Management

3. Human Resources Advocate

4. Agent of Change

 

HR Specialists work under the overall strategic, policy and management guidance of the Director of the Human Resources Division (HRD) and the general supervision of the Chief of Business Partner Unit. Within their areas of responsibility, the Specialist exercises a high degree of independence in providing reliable HR programme delivery. HR Specialists perform a large range of HR work independently; the supervisor is consulted in the analysis of complex and/or precedent setting cases to ensure consistency in the interpretation and application of regulations and rules and to document such decisions. HR Specialists plan, organizes and supervises a team of HR staff that may comprise analysts, associates and assistants.

 

Key results expected / Major functional activities

 

  1. BUSINESS PARTNER: Human Resources Specialists' customer service focus is on client outreach and the provision of seasoned advice and guidance on a range of HR regulations, rules and procedures. They provide seasoned advice both verbally and in writing to managers, supervisors and staff on human resources regulations, rules and procedures, proactively building a mutual understanding of policies, regulations and roles in the management of IFAD's human resources. Specialists support HR best practices in the Fund through outreach to counterparts in other private and public sector organizations to identify potentially innovative solutions to IFAD client concerns as well as maintains open communications with counterparts in other UN and IFI organizations for further discussion with HR Specialists, internal committees and/or review boards.
  2. HUMAN RESOURCES MANAGEMENT: HR Specialists are seasoned HR professionals with the capacity to interpret and apply a broad range of HR policies, rules and regulations as well as standards and techniques related to the UN's as well as the Fund's HR strategy, principles, policies, regulations, rules and procedures. They may be assigned to an HR generalist team providing support to a large, complex group of clients or serve as a specialist in one the various HR occupations (recruitment, administration of entitlements, classification, staff development, performance management, social security, etc.) with accountability for independent performance of on-going HR casework comprising the full range of complexity of work including the establishment of precedent-setting determinations on entitlements; with respect to highly sensitive/political cases, they recommend solutions that are considered technically accurate and, therefore, are not subject to technical review. They may prepare special reports and participate in or lead ad hoc human resources projects.
  3. HUMAN RESOURCES ADVOCATE: HR Specialists establish a foundation for HRD's reputation as a value- added service provider as part of the Division's HR strategy. At this level the focus is on thorough knowledge of the Fund's governing structure, mandate, long-term business strategy, organizational dynamics and culture and through their seasoned professionalism. They reach out to supervisors and staff, listening and responding effectively and efficiently to common issues and problems and building relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, Specialists demonstrate communications skills that serve to promote the Division's strategy and the equitable management of IFAD staff.
  4. AGENT OF CHANGE: HR Specialists understand and apply the principles of change management and proactively serve as role models for transformation and capacity for acceptance of change. They use a solid knowledge of information technology to analyze and promote acceptance of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to adopt change. Going beyond acceptance to change in methods and technology tools, Specialists manage change through consultations with HR colleagues and outreach to client offices to ensure open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules. They explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
  5. MANAGERIAL FUNCTIONS: Is accountable for integrity, transparency, and equity in the personal use of assigned IFAD resources, including equipment, supplies and, as applicable, staff supervised.

 

Impact of Key results / Key performance indicators

 

The work requires the identification of the need for changes to HR policies, as well as the interpretation and application of HR policies, rules and regulations to a broad range of complex casework. Specialists at this level analyse proposals and requests received from managers, supervisors and staff and make recommendations or take technical sound actions. Examples of such actions at this level include the resolution of a range of staff entitlement matters, the recruitment of staff to atypical positions within the Fund requiring the use of outreach recruitment services, such as social networks, revisions to procedures for the classification of jobs or the design of specific training programmes to meet new staff development needs. As seasoned HR professionals, the Specialists' work reflects directly on the professionalism of the incumbent and the overall reputation of HRD for technical quality in terms of both substantive depth and adaptive relevance to client needs and customer service approach to problem resolution.

 

Generalist positions cover a range of HR specialties and would normally have access to advice from specialists in the individual specialties (broad in scope but restricted depth of treatment of subject matter). Specialist positions, on the other hand, are more restricted in scope but require more in-depth analysis in order to solve case-by-case problems independently.

 

Representation / Work relationships

 

Internally HR Specialists are required to explain, clarify and achieve consensus for HR decisions taken or procedural changes planned. These contacts are with managers, supervisors, staff members and staff association representatives and may cover such matters as the determination of non-routine or difficult staff entitlement cases, new types of selection or recruitment activities, the results of job classification reviews, etc.

 

External work relationships for Specialists at this level are normally required to obtain information from and exchange views with a range of outside sources dealing with such matters as obtaining information from insurance companies on the coverage of plans and resolution of claims, identifying and assessing candidate qualifications through personal interviews and consultations with counterparts in local UN organizations to discuss classification issues. Contacts may also be established with the UNJSPF on a range of pension matters. Both internally and externally, HR Specialists establish and maintain effective, collaborative relationships and project the image of a credible/reliable partner.

 

Competencies

 

Organizational

 

  • Strategic thinking and organizational development: Personal influence (Level 1)
  • Demonstrating Leadership: Personal leadership and attitude to change (Level 1)
  • Learning, sharing knowledge and innovating: Continuously seeks to learn, shares knowledge and innovates (Level 1)
  • Focusing on clients: Focuses on clients (Level 1)
  • Problem solving and decision making: Demonstrates sound problem solving and decision making ability (Level 1)
  • Managing time, resources and information: Manages own time, information and resources effectively (Level 1)
  • Team Work: Contributes effectively to the team (Level 1)
  • Communicating and negotiating: Communicates effectively: creates understanding between self and others (Level 1)
  • Building relationships and partnerships: Builds and maintains effective working relationships (Level 1)
  • Managing performance and developing staff: Manages staff and teams effectively (Level 1)

 

Technical/Functional

 

  • In-depth knowledge of the principles and concepts of human resources management.
  • Capacity to adapt policies, approaches and models to meet emerging needs and to enhance the continuing relevance of the Fund's HR capacity/programme to client divisions/departments/offices.
  • Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
  • Analytical and organizational skills.
  • Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience; ability to present sometimes negative results in a considered and tactful manner to promote acceptance.
  • Takes responsibility for incorporating gender perspectives and ensuring the equitable consideration of women and men in all assigned HR activities.
  • Excellent knowledge of information technology systems and tools.

 

Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

 

 

Minimum recruitment qualifications

 

Education:

  • Advanced university degree from an accredited institution in Human Resources Management, Public Administration, Business Management or other job related field.

 

Experience:

  • Minimum of five (5) years of progressively relevant experience is required. Experience in human resources management of which three (3) years in a multi-cultural organization or national organization providing support on a global scope is highly desirable.

 

Language requirements:

  • Excellent written and verbal communication skills in English is required. Working knowledge of another official IFAD language (Arabic, French, or Spanish) is desirable.

 

 

Other information

 

Applicants should note that IFAD staff members are international civil servants subject to the authority of the President of IFAD, and they may be assigned by him/her to any of the activities of IFAD, including field assignments and/or rotation within IFAD.

 

In the interest of making most cost effective use of funds and resources, we are only able to respond to applicants who are short-listed for interview. Candidates who do not receive any feedback within three months should consider their application unsuccessful

 

Candidates may be required to take a written test and to deliver a presentation as well as participate in interviews.

 

IFAD is committed to achieving diversity and is seeking a balanced workforce from its Member States. Women are particularly encouraged to apply.

 

The location will initially be based in Rome and may subsequently be field based

 

 

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This is how cinfo can support you in the application process for this specific position: 

 

  • Before you apply for this position: Improve your application documents by registering for a Job Application Support
  • When invited to the interview: Prepare for the interview by registering for a Job Application Support. This service is offered free of charge to Swiss nationals.  

 

Interested in a career with multilateral institutions? Read more:  

Working with the United Nations 

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Working with International Financial Institutions 
For Swiss nationals 

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Data pubblicazione Pubblicato il: 30/12/2020.