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Roster for Human Resources Officer (HRO) - P3

Denmark, Copenhagen city, Copenhagen - World Health Organization

  PURPOSE OF THE ROSTER The purpose of these positions are to provide an internal consultancy on a range of HR issues with a focus on recruitment, performance management, career management and development, compensation & entitlements, staff and organizational development in order to support managers and staff of the assigned client groups. It also contributes to HR overall goal of creating a credible, pro-active HR Unit that is perceived by staff and management as a value-added resource where confidentiality is maintained, and creative solutions are developed.   DESCRIPTION OF DUTIES 1. Recruitment ? Talent acquisition, outreach and sourcing ? HR Recruitment Coordinator ? Oversee the work of the recruitment area in the HR team and coordinate work priorities across the team ? Work closely with hiring managers and recruitment assistants to establish outreach plans, key activities and agree on schedules and tools for the selection process ? Provide innovation to the recruitment area, especially for outreach activities and the selection process; with due respect to WHO's diversity targets. Work closely with hiring managers and recruitment assistants to establish outreach plans, key activities and agree on schedules and tools for the selection process. ? Guide and coach hiring managers and administrative officers/assistants on all aspects related to recruitment, both staff and non-staff ensuring timely advertisement and filling of vacancies. ? Ensure end-to-end support to the point of successful completion of onboarding the candidates ? Monitor trends and patterns in recruitment related issues to support management ? Ensure the accuracy of HR data and prepare periodic reports on recruitment actions. ? Gather and prepare HR recruitment information and data to inform for monitoring and reporting purposes including for internal and external auditors as necessary while ensuring the accuracy of HR data ? In accordance with established guidelines, interpret HR policies and procedures to brief, guide and advise hiring managers and selection panels on recruitments, considering established best HR practices, and the interest of the Organization. ? Develop and manager rosters and oversee hiring activities for non-staff workforce.   2. Human Resources Business Partner ? Strategic, operational support and guidance ? Provide expert advice and support to managers to develop the programme's workforce plans, including succession planning, design of functions and post description/terms of reference & defining candidate profiles and contractual modalities. ? Maintain overview of the current workforce including all contractual modalities in the assigned client groups to ensure appropriate and timely HR administrative processes are initiated, ensuring appropriate approval levels are obtained and timely processing by HR Global Service Center (GSC). ? Partner strategically and consult proactively with managers to address staffing matters and forecast recruitment options, providing advice on contractual modalities to implement programmes of work in the most efficient and optimal manner. ? Provide guidance and solutions to managers on a variety of operational HR matters, in line with the global policies and direction, to meet clients' needs and support programme implementation. ? Propose appropriate organizational structures, contractual modalities and workforce balance to best deliver operations. ? Support assigned client groups with the interpretation of workforce data and statistics against the HR strategies on diversity to meet WHO's targets. ? In accordance with established guidelines, interpret HR policies and procedures to brief, guide and advise staff on a wide range of HR matters, considering established best HR practices, and the interest of the Organization. ? Support managers with the implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives. ? Monitor compliance of performance management cycles within client groups; pro-actively engage managers and staff to promote a culture of continuous performance management and improvement; partner with and coach managers and staff through staff relations issues to seek mutual understanding and resolution   3. WHE Health Emergencies Programme ? Operational workforce management ? Partner strategically and consult proactively with managers to address staffing matters and forecast recruitment options, providing advice on contractual modalities to implement programmes of work in the most efficient and optimal manner. ? Provide guidance and solutions to managers on a variety of operational HR matters, in line with the global policies and direction, to meet clients' needs and support programme implementation. ? Propose appropriate organizational structures, contract modalities and workforce balance to best deliver operations. ? Support assigned client groups with the interpretation of workforce data and statistics against the HR strategies on diversity to meet WHO's targets. ? In accordance with established guidelines, interpret HR policies and procedures to brief, guide and advise staff on a wide range of HR matters, taking into account established best HR practices, and the interests of the Organization. ? Support managers with the implementation of organizational changes through effective change management practices, information sharing, problem-solving, innovation and transformation initiatives. ? Monitor compliance of performance management cycles within client groups; pro-actively engage managers and staff to promote a culture of continuous performance management and improvement; partner with and coach managers and staff through staff relations issues to seek mutual understanding and resolution. ? Oversee recruitment and emergency deployments for the WHE programme; manage all fixed-term and temporary recruitment processes and liaise with concerned stakeholders for required actions and rapid response recruitments ? Ensure that all recruitments of non-staff  are compliant with the Organization's policies and that the usage of this workforce if fitting with the overall WHE programme.   REQUIRED QUALIFICATIONS   Education Essential: University degree in Human Resources Management, Business or Public Administration, Law, Social Sciences or related field, from an accredited/recognized Institution. Desirable: Master level education in any of the above. Training in job design and classification of functions. Certification in career counselling. Knowledge of/training in employment law.   Experience Essential: At least 5 years' of human resources experience in at least three specialist areas such as workforce planning, talent acquisition, (recruitment and selections), entitlements and benefits, classification, performance and career progression, training and leadership development, management of contracts and/or workforce other than staff, including 2 years working exposure at the international level. Desirable: Experience of working with HR and data management software. Experience working in WHO/UN. Experience of managing a team.   Use of language skills Essential: Excellent knowledge of English Desirable: Working knowledge of another WHO official language   WHO COMPETENCIES - Teamwork - Respecting and promoting individual and cultural differences - Communication - Producing results - Knowing and managing yourself - Moving forward in a changing environment     REMUNERATION WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 62,120 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 1248 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.     ADDITIONAL INFORMATION This vacancy notice will be used to establish a roster of qualified candidates. Placement on the roster does not guarantee appointment to a position. Decisions on selection and appointment will be taken through a separate process This vacancy notice may be used to fill other similar positions at the same grade level Only candidates under serious consideration will be contacted. A written test may be used as a form of screening. 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 will require individual review. Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. Staff members in other duty stations are encouraged to apply. For information on WHO's operations please visit: [http://www.who.int.](http://www.who.int./) WHO is committed to workforce diversity. WHO's workforce adheres to [the WHO Values Charter](https://www.who.int/about/who-we-are/our-values) and is committed to put the WHO Values into practice. WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. WHO has a mobility policy which can be found at the following link: http://www.who.int/employment/en/. 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. Applications from women and from nationals of non and underrepresented Member States are particularly encouraged. *For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.               ________________________________________________________________________   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](http://www.cinfo.ch/en/job-application-support).  - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/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](http://www.cinfo.ch/en/working/working-united-nations) [Working with International Financial Institutions](http://www.cinfo.ch/en/ifi) [For Swiss nationals](http://www.cinfo.ch/en/un-ifi-careers/swiss-nationals)    ________________________________________________________________________

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20/09/2021 - 01/10/2021

Human Resources Officer [Learning and Staff Development] - P2

Uganda, Central Region, Kampala - UNICEF

  UNICEF works in some of the world's toughest places, to reach the world's most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential. Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone. And we never give up.     For every child, a champion. Uganda is one of the over 190 countries and territories around the world where we work to overcome the obstacles that poverty, violence, disease, and discrimination place in a child's path. Together with the Government of Uganda and partners we work towards achieving the Sustainable Development Goals, the objectives of the Uganda National Development Plan, and the planned outcomes of the United Nations Development Assistance Framework. Visit this [Link](https://www.youtube.com/watch?v=1n3WU86XUQA&feature=youtu.be) to connect with our mission in Uganda.      How can you make a difference? The HR Officer [Learning & Staff Development] will be part of a dynamic HR team and will be responsible for the following key functions, accountabilities and related duties/tasks: 1. Business Partnering ? Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action. ? Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation. ? Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures. ? Promote the organizational goals and targets for gender equity and cultural diversity.   2. Strategic Human Resources ? Support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes. ? Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.   3. Support to Implementation of assigned Human Resources Services. ? Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber. ? When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.   4. Learning and Capacity Development. ? Support Culture transformation initiatives that actively encourages the development of a learning culture and the creation of learning environments that empower staff to exchange knowledge and develop skills ? Ensure learning and development opportunities for all staff are widely known using outreach traditional and innovative communication platforms in the Country Office ? Facilitates learning via face-to-face training, webinars, virtual, and blended learning; incorporates a variety of presentation methods and applications to accommodate different learning styles. ? Measures and tracks the effectiveness and impact of training and learning solutions and recommends ways to enhance effectiveness and impact ? Review at the end of each year office's achievement with regard to the annual learning/training plan and activities, highlighting success, weaknesses and challenges and drafts a report including recommendations for consideration in the preparation of the annual learning plan. ? Keeps abreast of developments in the area of learning, staff development. ? Serve as Secretary to the Staff Development Committee (SDC). ? Coordinates the preparation of the UCO Annual Learning and Development Calendar. ? Under the supervision of the Human Resources Manager coordinate the implementation of the UCO Learning & Strategy.   5. Dual Career Support: ? Support HR Manager and Consultant to develop a country strategy and action plan for Dual Career for International Professional (IP) staff in the Uganda Country Office. ? Working closely with the HR Manager, lead the onboarding of IP families relocating to the duty station and provide relevant information on dual careers. ? Disseminate UNICEF initiatives on Support spouse/partner career services for IP recognized spouses/partners.   6. HR Data Analytics ? Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies. ? Support the development and implementation of data collection systems to optimize data quality. ? Coordinate with country offices and partners to provide assistance in their HR information management.     To qualify as an advocate for every child you will have? Education: - A University Degree in human resource management, business management, psychology or another related field with a strong focus on Learning and Staff Development is required Skills: Technical: - Advanced knowledge of the principles and concepts of human resources management. - Ability to identify issues, conduct rigorous research, and make conclusions and recommendations. - Strong research, planning and organizational skills. - Excellent knowledge of information technology systems and tools. Interpersonal and Communication: - Ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience. - Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules. Experience: - A minimum of two (2) years of professional experience in human resource management and experience in organizational learning, staff development and coordinating training programs and other learning initiatives is required - Experience in designing, developing, and implementing learning and development materials. - Demonstrated strong writing, analytical, facilitation, presentation, and project management skills Language Requirement: - Fluency in English is required. Knowledge of another official UN language or local language of the duty station is considered as an asset. For every Child, you demonstrate... UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results. The UNICEF competencies required for this post are... Core Competencies - Demonstrates Self Awareness and Ethical Awareness (2) - Works Collaboratively with others (2) - Builds and Maintains Partnerships (2) - Innovates and Embraces Change (2) - Thinks and Acts Strategically (2) - Drives to achieve impactful results (2) - Manages ambiguity and complexity (2) To view our competency framework, please visit [here](https://www.unicef.org/careers/media/1041/file/UNICEF's_Competency_Framework.pdf). Click [here](https://www.unicef.org/careers/get-prepared) to learn more about UNICEF's values and competencies. UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization. UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check. Remarks: Only shortlisted candidates will be contacted and advance to the next stage of the selection process.               ___________________________________________________________________________ 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](http://www.cinfo.ch/en/job-application-support).  - After you have applied for this position: Swiss nationals are welcome to share a copy (PDF) of their application, as well as of this vacancy with recruitment@cinfo.ch. We inform our partners from the respective organisation and the Swiss Government about qualified applications.   - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/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](http://www.cinfo.ch/en/working/working-united-nations) [Working with International Financial Institutions](http://www.cinfo.ch/en/ifi) [For Swiss nationals](http://www.cinfo.ch/en/un-ifi-careers/swiss-nationals)  ___________________________________________________________________________

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17/09/2021 - 23/09/2021

Senior Human Resource Assistant

Philippines, Manila, Manila - Asian Development Bank

    Overview Asian Development Bank (ADB) is an international development finance institution headquartered in Manila, Philippines and is composed of 68 members, 49 of which are from the Asia and Pacific region. ADB is committed to achieving a prosperous, inclusive, resilient, and sustainable Asia and the Pacific, while sustaining its efforts to eradicate extreme poverty. ADB combines finance, knowledge, and partnerships to fulfill its expanded vision under its [Strategy 2030](https://www.adb.org/documents/strategy-2030-prosperous-inclusive-resilient-sustainable-asia-pacific). ADB only hires nationals of its [68 members](https://www.adb.org/about/members). To view ADB Organizational Chart, please click [here](https://www.adb.org/about/how-were-organized).     Job Purpose The Senior Human Resources Assistant will support the department's work program by providing technical, and analytical support in (i) collating and analyzing data to prepare reports and design of reporting tools and dashboards; (ii) maintaining and administering HR systems and assist in streamlining business processes; and (ii) supporting collaboration, adoption and knowledge sharing on BPMSD's initiatives, systems, and projects to improve communications to clients. The incumbent will report to the designated International and senior National Staff.     Responsibilities Reporting, Data Analysis and Business Intelligence Design - Extract, collate, and compile data for generation of various reports, documentation, statistics, and presentations for internal or external clients. - Evaluate the effectiveness, completeness, and accuracy of data sources; and data gathering techniques and processes in preparation for analysis. - Support in the analysis data to discover trends and patterns to predict and assess the likelihood of future outcomes to improve business processes and service standards to help evaluate HR policies and processes. - Support in the analysis of data from HR's data sets and convert raw data into meaningful insights through reports and dashboards to drive optimization and improvement of HR reporting. - Contribute to the design, development and deployment interactive visualization and advanced analytics capabilities using business intelligence (BI) and analytics tools leveraging on HR's data set to provide business solutions. HR Systems Support and Maintenance - Maintain on-premise and on-cloud modules and/or systems for human resource (HRMS), customer relations (HR4U), talent onboarding (TALEO-ACES) and other HR systems and tools. - Provide support to the planning, designing, testing, and implementing of enhancements/upgrades/ workarounds to current systems and automated processes. - Assist in the evaluation of the adequacy of automated activities, automation of business processes and other HR and benefits-related activities, ensuring that systems and procedures, management and utilization of data and information are in accordance with the IT strategies and standards of ADB. Communications and Knowledge - Provide technical, analytical, and administrative support in HR programs, policies, processes, and/or systems and services. - Contribute to proper administration and management of system/data/analytics-related contracts or budgets and the completion of special projects/programs, as may be required. - Administer BPMSD‘s HR4U and intranet (myBPMSD and myADB Human Resource portlet) by reviewing requests to ensure consistency with established ADB guidelines, policies and standards. - Coordinate with BPMSD divisions to ensure relevance and findability of information in myBPMSD and HR4U. - Support and contribute to web enhancements spearheaded by Department of Communications and Information and Technology Department. - Assists in creating presentations, briefing, reference guide, print and video materials to support adoption of HR systems and tools, - Assists in facilitating training, briefing sessions as necessary on HR systems, analytics and reporting tools. - Perform any other duties as may be assigned and reflected in the incumbent's workplan.     Qualifications   Relevant Experience & Requirements - Bachelor's degree, preferably major in Computer or Systems-related courses, Statistics, Economics, Computer Science, Engineering or related fields. - At least 5 years of relevant professional experience. - Knowledge and experience in different systems, software and databases, preferably human resource applications and systems like Oracle Human Resource Management System, Taleo, Oracle RightNow and other Oracle HR services and reporting tools. - Knowledgeable and experienced in the use of statistical and data mining techniques and predictive analysis. - Proven ability to work independently on assigned transactions, areas of systems, analysis and research and come up with a well-defined scope and steps. - Ability to work and manage large data sets and perform calculations with high accuracy, reliability and reconcile or explain inconsistencies. - Able to conduct business analysis to support business process improvement, data and reporting. - Advanced proficiency in using spreadsheets to process large and complex data sets and knowledgeable in establishing relationships between data to develop tabular and other multidimensional data models. - Preferably with experience in web and multimedia development, and design and use of applicable languages such as but not limited to HTML, CSS, PHP, AJAX, etc,; knowledge of Oracle, mySQL, JavaSript; and use of web content management.Effective report?writing and communication skills - Effective presentation skills to convey technical and non-technical information to varied audiences. - Ability to keep confidential information and ensure data privacy and protection. - Highly organized and attentive to details. - Able to liaise and work effectively with colleagues throughout ADB and external service providers. - Able to work collaboratively with teams as a constructive team member. - Please refer to the [link](https://www.adb.org/sites/default/files/page/42368/adb-competencies-admin-staff-4-5-201908.pdf) for ADB Competency Framework for AS5 General Considerations The selected candidate, if new to ADB, is appointed for an initial term of 3 years. ADB offers competitive remuneration and a comprehensive [benefits package](https://www.adb.org/site/careers/what-we-offer). Actual appointment salary will be based on ADB's standards and computation, taking into account the selected individual's qualifications and experience. ADB seeks to ensure that everyone is treated with respect and given equal opportunities to work in an inclusive environment. ADB encourages all qualified candidates to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities. Women are highly encouraged to apply. Please note that the actual level and salary will be based on qualifications of the selected candidate.         ___________________________________________________________________________ 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](http://www.cinfo.ch/en/job-application-support).  - After you have applied for this position: Swiss nationals are welcome to share a copy (PDF) of their application, as well as of this vacancy with recruitment@cinfo.ch. We inform our partners from the respective organisation and the Swiss Government about qualified applications.   - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/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](http://www.cinfo.ch/en/working/working-united-nations) [Working with International Financial Institutions](http://www.cinfo.ch/en/ifi) [For Swiss nationals](http://www.cinfo.ch/en/un-ifi-careers/swiss-nationals)  ___________________________________________________________________________  

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08/09/2021 - 21/09/2021

Recruitment Partner

Switzerland, Vaud, Lausanne - Medair International

Role & Responsibilities We are looking for a Recruitment Partner who can contribute to implementing Medair's International Recruitment Strategy, sourcing candidates through various channels, planning interviews, selecting Relieve Orientation Course (ROC) and Virtual (vROC) participants and making final selection recommendations. The Recruitment Partner nurtures trusting relationships with alumni and candidates and liaises with HR Partners to support internal talent promotion. This is a temporary position needed to augment the current Recruitment Team as we undergo some team transitions.   Project Overview Medair's global HR function supports the organisation in the implementation of world class humanitarian aid projects by ensuring that the organisation has adequate systems and structures to efficiently recruit and retain the right people. The HR function is also working on impacting Medair's culture by creating and sustaining a work environment where our values are fully alive and staff is being cared of through a 'people to people' model.   Workplace & Conditions Medair Global Support Office (GSO), Lausanne, Switzerland.   Swiss or eligible EU citizens, or those with a valid work permit for Switzerland, can apply. Remote work from another country will be considered for experienced Medair workers within a 2-hour time difference of Switzerland.   Starting Date / Initial Contract Details As soon as possible. 5 months, full time contract.   Key Activity Areas Recruitment Strategy - Support and contribute to the development and implementation of the Medair recruitment strategy, policy and guidelines together with the Recruitment Team Leader. - Provide input into the analysis of recruitment activities to provide ROI statistics and improvement possibilities for recruitment targeting and results. Collaborate with the HR Marketing & Communications Team and HR Partners to support individuals in the recruitment and employee life cycle. Selection process - Deliver and use the selection process for new / vacant positions. - For critical senior and non-senior positions, work in close collaboration with HR Partners. - Screen applications in regards to applicants' values, skills & culture. Coordinate technical & call screenings. - Select participants for the ROC: pre-selected candidates for a job & selected candidate for Medair Talent Pool. - Help with the management of the candidates Talent Pool. - Coordinate with the HR Partner to include internal candidates. - Draw up the short-list and interview potential candidates. - Make final selection recommendation to the Country Director or GSO line manager (HRP for critical position). Head hunting - Manage relationships with potential candidates in Devex, LinkedIn etc. & follow-up for handover to HR teams. - Make candidate connections and build relationships with the purpose of feeding into the recruitment process. Emergency Response recruitment - Provide support in the management of the Emergency Response Pool and email (as delegated), ensuring interested and approved candidates are included and relevant selection criteria are up to date. - Collaborate with G-ERT on communication with the pool, before, during and after emergencies. Recruitment Database management - Contribute to the management of the Medair recruitment database system and ensure it is kept up to date on candidate selection criteria and availability. - Facilitate and promote use of the database and reports among all HR staff. - Research and develop key contact information within the recruitment database to support recruitment activities and communications. Ensure data is utilised according to GDPR requirements. Relationship and Talent management - Manage ongoing relationship with Alumni and candidates who have passed the ROC (maintain contact, match current and future opportunities identification with candidate availabilities). - Coordinate with the talent management specialist to include internal candidates into the recruitment strategy for the purpose of talent management. Contribute to the creation of a Talent pipeline. - Contribute to relationship management in other Medair alumni networks (prayer, funding, Media…) ROC management - Engage and coordinate the ROC, incl. preparation, planning, communication, administration & improvement. - Be an active contributor in maintaining the quality in ROC management within rotating ROC teams. - Deliver quality presentations and lectures during the ROC. Innovation/changes - Continually improve on key processes, policies, procedures and information systems, through problem solving and new initiatives, in collaboration with the HR colleagues and stakeholders. - Engage and collaborate on assigned HR projects, track progress and deliver outputs on schedule. Team Spiritual Life - Reflect the values of Medair with staff, beneficiaries, and external contacts. - Work and pray together in our Christian faith-based team settings. Fully contribute to the rich spiritual life of your team, including team devotions, prayers, and words of encouragement. - Encouraged to join and contribute to Medair's international prayer network. This job description covers the main tasks that are anticipated. Other tasks may be assigned as necessary.   Qualifications - Bachelor degree in HR or a related field. - HR certification or Master in a related field of operation (optional). - Good working knowledge of English and French (spoken and written).   Experience / Competencies - 3-5 years of relevant professional experience. - Previous exposure to professional social networks (Linkedin, Xing…). - Experience in supporting hiring managers, process-building, planning & execution, working under tight deadlines. Experience as an HR generalist/ business partner and with applicants tracking system will be a plus. - Knowledgeable with the Microsoft office Environment. Working experience with an HRIS is a plus. - Understanding of humanitarian sector or previous position in an INGO is a plus. - Ability to work and analyze data. Organization and time management skills. - Driven and result-oriented with a positive attitude. Ability to build strong and long-term relationships.   How to apply Before you apply Please ensure you are fully aware of the: a) [Medair organisational values](https://www.medair.org/jobs/our-culture/) b) Medair is committed to safeguarding the protection of beneficiaries, volunteers, staff and partners, and particularly children. Therefore, we do not employ staff whose background we understand to be unsuitable for working with children. Medair staff are required to give the utmost respect to, and comply with, [Medair's accountability policies and best practices](https://www.medair.org/accountability/). c) [Profiles sought and Benefits Package](https://www.medair.org/jobs/jobs-gso/) for Global Support Office Staff.   Application Process To apply, go to this vacancy on our [Medair page](https://www.medair.org/positions/recruitment-partner-ch-gso-3/). Please do not make multiple applications. We will not review email applications. Only English-language applications / CVs will be reviewed.

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07/09/2021

Talent Acquisition and Onboarding Specialist

South Korea, Incheon, Songdo - Green Climate Fund

Grade: IS - 3 Location: Songdo, Incheon, South Korea Salary: USD 97,700   'THIS VACANCY IS BEING RE-ADVERTISED TO ATTRACT A WIDER POOL OF TALENT ACQUISITION SPECIALISTS. PREVIOUS APPLICANTS NEED NOT RE-APPLY.'   The mission of the Green Climate Fund is to assist developing countries to respond to climate change while bringing prosperity to their people. Established in 2010, the GCF invests in transformational climate projects in the developing world. The Fund makes an ambitious contribution to global climate action and channels significant financial resources into developing countries to help build low-emission and climate-resilient societies.  It is country-driven and undertakes actions that reflect the circumstances of each country concerned and its national aspirations. The GCF is a key enabler of the 2015 Paris Agreement on Climate Change. Since its establishment, the GCF has approved 177 projects in 123 countries and has committed USD 8.9 billion in climate finance. In addition, it has built up an extensive program to support developing countries to identify their needs, in particular, those who are most vulnerable to climate change impacts. The GCF's diverse workforce is advancing its mission from its headquarters in South Korea. Our talented staff makes unique contributions to the Fund, enriching the institution through their combined expertise and professional commitment.   Position Objective The Talent Acquisition and Onboarding Specialist, reporting to the HRBP and Recruitment, will focus on talent sourcing, candidate identification, networking and relationship building with potential candidates. The incumbent will advise on talent acquisition best practices and will be responsible for planning and coordinating the onboarding of staff, ensuring a successful start on the new employee's journey.   Duties and responsibilities Purpose - Develops creative ideas and innovative recruiting techniques to source qualified professionals and a diverse talent pool. (i.e., social media, employee referrals, direct contact recruiting, internet data mining, job boards, and internal/external networks) - Contributes to the talent acquisition strategy, the refinement of the employee value proposition and management of the employment branding. - Establishes and develops accurate recruiting metrics and reports to assess the effectiveness of the existent recruitment strategies and processes and drive process improvements. Engagement - Advise internal stakeholders on designing and delivering sourcing solutions to attract talented professionals. - Collaborate with HRBPs to map and address staffing needs within their client units. - Enhance relationships with similar organizations on HR best practices. Attend relevant HR networking events ? both within the UN system and the private sector. - Organizes and participates in recruitment fairs and similar events. - Supports the procurement of external recruitment firms and other relevant vendors to support the recruitment /onboarding process. Delivery - Oversees and supports the full-cycle recruitment process, from the review of job position description to the facilitation of the on-boarding process of the new staff. - Coordinates the onboarding and orientation of new staff with all units involved. - Provide periodic reports to OHR and hiring managers on a timely basis regarding corporate and divisional KPIs. - Gather feedback from new hires and hiring managers and utilize data to refine and improve recruitment and processes over time.   Required experience and qualifications* - Master's degree or higher in HR, Business Administration, MBA, Psychology or relevant fields or a Bachelor's degree plus 2 years additional experience. An international certification in Talent Acquisition is an added advantage.   - At least 7 years of relevant work experience, including progressively responsible work experience in Talent Acquisition/ Recruitment and preferably in an international organisation or a global company. - Up-to-date knowledge on recruitment and selection techniques. Experience with online networking tools, such as LinkedIn and experience conducting searches on recruitment databases and ability to identify and access new professional networks as required. - Networking skills and ability to enable high-quality recruiting partnerships. Experience working in an HR Business partner model is an advantage. - Demonstrated ability to work in a self-directed, results-oriented environment at a fast pace; ability to prioritize tasks, organize large volume of work, perform independently. - Proven organizational skills, with the ability to undertake multiple tasks under tight deadlines. - Excellent written and oral communication skills in English are essential for this position; knowledge of another UN language an advantage.  *The person assessed by the Selection Panel as most suitable for the position will be proposed for appointment. Selection among short-listed candidates will also take into account performance at interview, appropriate testing, and references. Applications from women and nationals of developing countries are strongly encouraged.             ___________________________________________________________________________ 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](http://www.cinfo.ch/en/job-application-support).  - After you have applied for this position: Swiss nationals are welcome to share a copy (PDF) of their application, as well as of this vacancy with recruitment@cinfo.ch. We inform our partners from the respective organisation and the Swiss Government about qualified applications.   - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/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](http://www.cinfo.ch/en/working/working-united-nations) [Working with International Financial Institutions](http://www.cinfo.ch/en/ifi) [For Swiss nationals](http://www.cinfo.ch/en/un-ifi-careers/swiss-nationals)  ___________________________________________________________________________

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06/09/2021

HR Administrator

United Kingdom, England, London - European Bank for Reconstruction & Development

  Background   The HR Operations department is responsible for delivering operational HR functions and services to the Bank The People Operations team form part of the HR Operations department and are responsible for providing HR operational administrative support to a number of HR COEs including Talent Acquisition and Business Partnering. The Mobility team manages the processes and tasks required to support the Bank's mobile workforce. The teams are client facing and works with internal and external parties to ensure employees are guided through on-boarding, cross-boarding and mobility processes during their employment.  The role interacts with a number of teams within the wider HR function to provide a comprehensive HR service.     Purpose of Job The Assistant Analyst, HR Operations is accountable for the timely and consistent execution of the Bank's on-boarding, cross-boarding and mobility policies and procedures. The Assistant Analyst will provide advice and guidance to Employees and Line Managers and undertake the necessary processes and tasks to ensure a high quality HR service is provided throughout the employee lifecycle at the EBRD. The Assistant Analyst will operate effectively both individually and as a key member of the People Operations and Mobility teams. It is expected the incumbent will split their time across both teams; however, this is subject to change based on business need. The incumbent will have ownership of nominated key processes and will develop ad hoc solutions to problems and escalate, where appropriate. The Assistant Analyst will liaise with relevant teams within HR (such as Business Partnering, Talent Acquisition, and Payroll etc.) and the Bank, as well as designated external providers (such as pre-employment screening providers).     Accountabilities & Responsibilities The accountabilities & responsibilities include but not limited to:   People Operations - Managing the end-to-end on-boarding process for all recruited new hires, ensuring smooth on-boarding; liaising with the designated pre-employment screening vendor and providing ongoing guidance and support throughout the process. - Maintaining SAP HR with a focus on data quality to ensure business continuity particularly in reference to maintaining live data for critical business reporting; checking and processing, undertaking the necessary action. - Providing tailored advice; assistance and problem solving related to policy queries (delegated either by the Associate or triaged to the Assistant Analyst via ServiceNow). - Responsible for the accurate preparation and implementation of contractual documentation as designated by the Talent Acquisition and Business Partnering teams. - Undertaking and monitoring pre-employment medical screening and pre-employment verification processes; including liaising with the designated pre-employment verification agency, escalating any concerns to the Associate. Ability to articulate the processes elements and guide stakeholder groups where appropriate. - Timely and accurate execution of HR administrative transactions which workflow into the payroll for the whole Bank (HQ and ROs). - Demonstrating a clear understanding of all HR elements of the employee life cycle and policies in order to mitigate legal and reputational risk and to meet business needs. - Effectively collaborating with other relevant teams to ensure that processes follow agreed steps and produce the expected deliverables. - Coordinating the end-to-end relocation process for Internationally recruited new hires and current employees going on assignments to ensure smooth relocation including visa applications, accommodation needs, shipping arrangements, financial assistance, liaising with third party vendors and ongoing support throughout the process. - Responsibility for the timely and accurate preparation and implementation of contractual and financial documentation related to the relocation. - Dealing independently with queries on related HR issues received from internal clients.   Knowledge, Skills, Experience & Qualifications - Proven HR experience, preferably within Financial Services. - Professional or Academic Qualification in relevant discipline desirable. - Good analytical skills, with accurate numerical skills. - Confident communicator and presentation skills at all levels - Able to build strong lasting relationships with a number of internal and external stakeholders and manage these in the provision of operational HR support. - Experience dealing effectively with challenges to ensure positive outcomes for all parties. - Self-motivated with excellent organisational and administrative skills, attention to detail, the ability to prioritise and multitask is essential. - Ability  to remain calm under pressure and turn work around accurately in a busy environment. - Experience of operating with good judgement and working to strict deadlines in a demanding client facing role. - Ability to act in a customer service orientated manner, responding flexibly and promptly to clients' needs using outstanding interpersonal skills. - Ability to exercise judgement and deal discreetly with sensitive situations and confidential information. - Fluency in English, both written and oral. - Ability to operate in a multi-cultural environment and build effective working relationships with clients and colleagues is essential. - Proficient in Microsoft Office Products, preferred experience with SuccessFactors, SAP HR and data warehouse packages.       Diversity is one of the Bank's core values which are at the heart of everything it does.  A diverse workforce with the right knowledge and skills enables connection with our clients, brings pioneering ideas, energy and innovation. The EBRD staff is characterised by its rich diversity of nationalities, cultures and opinions and we aim to sustain and build on this strength. As such, the EBRD seeks to ensure that everyone is treated with respect and given equal opportunities and works in an inclusive environment. The EBRD encourages all qualified candidates who are nationals of the EBRD member countries to apply regardless of their racial, ethnic, religious and cultural background, gender, sexual orientation or disabilities.  As an inclusive employer, we promote flexible working.               ___________________________________________________________________________ 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](http://www.cinfo.ch/en/job-application-support).  - After you have applied for this position: Swiss nationals are welcome to share a copy (PDF) of their application, as well as of this vacancy with recruitment@cinfo.ch. We inform our partners from the respective organisation and the Swiss Government about qualified applications.   - When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/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](http://www.cinfo.ch/en/working/working-united-nations) [Working with International Financial Institutions](http://www.cinfo.ch/en/ifi) [For Swiss nationals](http://www.cinfo.ch/en/un-ifi-careers/swiss-nationals)  ___________________________________________________________________________

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03/09/2021

Filter   (Guide)