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Human Resources Internal Support Unit

Italy, Lazio, Rome - world food programme

WFP celebrates and embraces diversity. It is committed to the principle of equal employment opportunity for all its employees and encourages qualified candidates to apply irrespective of race, colour, national origin, ethnic or social background, genetic information, gender, gender identity and/or expression, sexual orientation, religion or belief, HIV status, physical or mental disability.   Organisational Context  Global hunger has reached alarming levels in 2022, and WFP, the Nobel Peace Prize winner in 2020, remains dedicated and committed to address this global food crisis. To enhance the efficiency and impact of our global initiatives, WFP is relocating key corporate functions within procurement and supply chain from its headquarters (Rome, Italy) to the UAE. The UAE, chosen for its strategic location, stability, advanced infrastructure, markets, expertise, and innovation, is hosting the newly established Global Supply Chain Support Center.   JOB TITLE: HR Intern JOB CONTRACT/GRADE: Internship DURATION: 6 months  JOB LOCATION: UAE, DUBAI  REPORTING TO: HR Focal Point  EXPECTED START DATE: May/June 2024   We are seeking a dynamic HR Intern to join our team. Role and Responsibilities: Under the leadership of the Head of ISU, and with direct supervision of the Senior HR Associate the intern will benefit from close mentoring, guidance, and technical supervision. Performance planning and reviews as well as learning and development discussions will be an elemental part of the internship experience. With the support of a comprehensive induction package and some exciting soft-skills trainings, the intern will rapidly become a productive member of the team.   - Support various Talent Management Initiatives like WFP's internship programme or national Emirati talent programme with administration of training events, reporting on the programmes and communication with the participants and the other stakeholders involved. - Support in content development and design of induction package to ensure a comprehensive and welcoming induction for new joiners in the Dubai Office.  - Administer, coordinate the delivery of internal training activities and workshops to ensure successful roll out. Carry out analysis and deliver reports on the satisfaction of participants and the effectiveness of these initiatives. - Research and data collection on various HR topics as required. - Provide technical and administrative support in HR projects as required.   Role Requirements: - Currently enrolled in or recently graduated from a Business Administration, Human Resources, Psychology, Data Science, Information and Communication Technology or related university program. WFP interns are required to have completed at least two years of their university programme or, if fresh graduates, they should have attended classes in the past 12 months; - Strong report writing, data analysis and communication skills. - PowerPoint design skills are a plus. - Collaborative mindset with the ability to work effectively in a dynamic team environment. Willingness to contribute ideas and support colleagues in various tasks. - Demonstrated interest in humanitarian efforts and a commitment to making a positive impact. - Ability to adapt to changing priorities and work in a fast-paced environment. Proactive attitude and a willingness to take on new challenges. - Proficient in English and Arabic. Training components Throughout their assignment WFP interns have access to an industry-leading learning platform, WeLearn.  Depending on opportunities and availability of funds, he/she may participate in WFP workshops or seminars, as appropriate.   Learning Elements At the end of the assignment, the Intern should have: - An overview of how WFP works and how HR overall is handled in the organization. - Research on various HR topics (talent outreach, best practices in recruitment, knowledge building, etc).   - Contributed towards the learning and development workstream.   VA Reference no: 831710   Closing Date: 01 April 2024 Please note that the deadline is at 11:59 pm UAE time (GMT + 4)   Terms and Conditions:   - Interns receive a monthly stipend from WFP up to the maximum amount of USD 1000 per month . - WFP is not responsible for living expenses or arrangements for accommodation. - WFP will recognize candidates' educational credentials from recognized institutions that have been certified by competent international or national authorities such as the United Nations Educational, Scientific and Cultural Organization (UNESCO) or Ministries of Education. - Candidates who bear any of the following relations to WFP staff members are not eligible to apply: sons, daughters, brothers or sisters.   If you are a creative and driven individual looking to make a difference, we invite you to join our team and contribute to the success of our WFP Dubai Office. Apply now and be part of a meaningful journey! No appointment under any kind of contract will be offered to members of the UN Advisory Committee on Administrative and Budgetary Questions (ACABQ), International Civil Service Commission (ICSC), FAO Finance Committee, WFP External Auditor, WFP Audit Committee, Joint Inspection Unit (JIU) and other similar bodies within the United Nations system with oversight responsibilities over WFP, both during their service and within three years of ceasing that service.   Fighting Hunger Worldwide   Saving Lives Changing Lives   This is how cinfo can support you in the application process for this specific position:  - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost).  - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).  - Additional services for  Swiss nationals who get invited to  the selection process (written test, interview, assessment centre, etc.):  - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility.  - Benefit from free interview/assessment preparation by registering here: [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.​ 

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14/03/2024 - 01/04/2024

Human Resources Officer - P3

United States of America, New York, New York - OCHA

Org. Setting and Reporting  This position is located in the Human Resources Section (HRS), Executive Office, Office for the Coordination of Humanitarian Affairs (OCHA) in New York. OCHA is the part of the United Nations Secretariat responsible for bringing together humanitarian actors to ensure a coherent response to emergencies. OCHA also ensures there is a framework within which each actor can contribute to the overall response efforts. OCHA's mission is to mobilize and coordinate effective and principled humanitarian action in partnership with national and international actors in order to alleviate human suffering in disasters and emergencies; advocate the rights of people in need; promote preparedness and prevention and facilitate sustainable solutions. The Human Resources Officer (P-3) will closely work with the Human Resources Administration team and will report to the Chief of Human Resources Section, through a Human Resources Officer (P-4).   Responsibilities  Within delegated authority, the Human Resources Officer will be responsible for the following duties: General • Provides advice and support to managers and staff on human resources related matters. • Prepares special reports and participates and/or leads special human resources project. • Keeps abreast of developments in various areas of human resources. Recruitment and placement • Identifies upcoming vacancies in coordination with client offices. • Prepares vacancy announcements, reviews applications, and provides a short-list to those offices. • Arranges and conducts interviews to select candidates. • Reviews recommendation on the selection of candidate by client offices.   • Serves as ex-officio in appointment and promotion bodies, examinations boards, and prepares and presents cases to these bodies. • Prepares job offers for successful candidates. • Monitors and evaluates recruitment and placement related activities of client offices, and recommends changes or corrections related to procedures to these offices. • Supervises and monitors the work of the Human Resources Assistants in carrying out all human resources administrative transactions including preparation of personnel actions, maintenance of staffing tables, and processing of contracts. Administration of entitlements • Provides advice on interpretation and application of policies, regulations and rules. Reviews and provides advice on exceptions to policies, regulation and rules. • Administers and provides advice on salary and related benefits, travel, and social security entitlements. • Determines and recommends benefits and entitlements for staff on the basis of contractual status.  • Reviews policies and procedures and recommends changes as required. • Reviews and recommends level of remuneration for consultants. Staff development and career support • Identifies and analyzes staff development and career support needs and designs programmes to meet identified needs. Prepares monitoring reports on staff development and career support programmes. • Provides advice on mobility and career development to staff, particularly young professionals and staff in the General Service and related categories. • Designs, plans, monitors and provides induction orientation programme and briefing to new staff members. • Provides performance management advice to staff and management. Assists supervisors and staff with understanding and using the performance appraisal system (PAS). • Assesses training needs, identifies, designs and delivers training programmes to staff at all levels throughout the Organization. Other duties • Advises and counsels staff in respect of rights, responsibilities, code of conduct and difficulties associated with work and entitlements. • Prepares classification analysis of jobs in Professional and General Service and related categories. • Provides guidance to programme managers on the application of classification policies and procedures and by undertaking whole office review. • Assists in preparing policy papers, position papers and briefing notes on issues related to examinations and tests.   Competencies • Professionalism: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. • Client Orientation: Considers all those to whom services are provided to be "clients" and seeks to see things from clients' point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients' needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients' environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client. • Communication:  Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.   Education Advanced university degree (Master's degree or equivalent) in human resources management, business or public administration, social sciences, education or related area is required. A first-level university degree in combination with two (2) years of qualifying experience may be accepted in lieu of the advanced university degree.     Work Experience  A minimum of five (5) years of progressively responsible experience in human resources management, administration or related area is required. Experience in policy interpretation and providing strategic HR advisory support to senior managers (including Chiefs of Branches or above levels, or equivalent) and staff members in an international organization is required. Experience using SAP, PeopleSoft, or similar Enterprise Resource Management system for human resources management is required. Experience in Human Resources Management supporting field operations in the UN common system or similar organization is desirable. Experience in the administration of contracts, interpretation of policies and administration of salaries, benefits and entitlements in the UN Common System organization or a comparable international organization is desirable. Experience in reviewing and executing transactions for HR related entitlements and in an ERP system such as SAP or People Soft is desirable. A minimum of two (2) years within the last five (5) years of international experience in a field operation with the UN or similar international organization is desirable.   Languages French and English are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of another UN official language is desirable.   Assessment The evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.   Special Notice The duration of the appointment will be for an initial period of one year. Extension of the appointment is subject to extension of the mandate and the availability of the funds. Staff members are subject to the authority of the Secretary-General and to assignment by him or her. In this context, all staff are expected to move periodically to new functions in their careers in accordance with established rules and procedures. The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. An impeccable record for integrity and professional ethical standards is essential. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.   United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term "sexual exploitation" means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term "sexual abuse" means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions.  The term "sexual harassment" means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator's working relationship.  Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c).  Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised.  This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on "Manuals" in the "Help" tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date. This is how cinfo can support you in the application process for this specific position:  - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost).  - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).  - Additional services for  Swiss nationals who get invited to  the selection process (written test, interview, assessment centre, etc.):  - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility.  - Benefit from free interview/assessment preparation by registering here: [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.​   

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14/03/2024 - 26/04/2024

HR Liaison Officer - P2

Denmark, Copenhagen, Copenhagen - World Health Organization

IMPORTANT NOTICE: Please note that the deadline for receipt of applications indicated above reflects your personal device's system settings.    PURPOSE OF THE POST The purpose of this position, as part of the Regional HRT team in Istanbul, Turkey, is to increase the proximity of HR services to the workforce in Copenhagen, on arrival, throughout the life cycle and upon departure. In addition, as part of as part of the Regional HRT team in Istanbul, Turkey, to offer the workforce efficient, effective, and client-oriented Human Resource services within the region.    OBJECTIVES OF THE PROGRAMME AND OF THE IMMEDIATE STRATEGIC OBJECTIVE  The objective of the Division of Business Operations (BOS) is to support the work of WHO in the European Region through delivery of services within the areas of human resources, finance, contracting and procurement, legal advice, information & communications technology, printing, security, facilities management, fixed assets, conference support, travel and transport, safeguarding personnel and staff wellness and well-being. As an enabling function, the division enhances the productivity of the health technical programmes and country offices while at the same time overseeing accountability, transparency and compliance with WHO administrative rules and regulations. The BOS division strives to strengthen the capacity of WHO/Europe to react in an agile way to external and internal changes. The division projects are designed to increase productivity, ensure financial sustainability of the region's structures, reinforce a client-oriented culture, strengthen country office capacities, and drive strategic initiatives to enhance staff motivation and well-being. The purpose of the HRT unit is to partner with the business adding value to the business process and work of EURO through the provision of tactical and operational advice to staff and managers on workforce planning; Policy & procedural guidance - Efficient and effective sourcing, recruitment & management of human resources; performance management compliance and advice to influence and promote a culture of continuous performance and ensure that mechanisms for a more inclusive, relevant and supportive performance culture; occupational health and related supports including the staff physician.   SUMMARY OF ASSIGNED DUTIES  The purpose of this position, as part of the Regional HRT team in Istanbul, Turkey, is to increase the proximity of HR services to the workforce in Copenhagen, on arrival, throughout the life cycle and upon departure. In addition, as part of as part of the Regional HRT team in Istanbul, Turkey, offer the workforce efficient, effective, and client-oriented Human Resource services within the region.   Key duties: Under the overall guidance of the Team Lead, HR Organizational Design, Workforce Planning & Client Relations, the incumbent has the following responsibilities:   Recruitment and selection: 1. Oversee recruitment and selection for positions subject to local recruitment in Copenhagen and ensure adherence to policies and procedures in filling these positions. 2. Support the selection and recruitment team in Istanbul with outreach, talent acquisition, and recruitment, for both staff and Affiliate workforce. 3. Administer selection procedures for fixed-term and temporary recruited staff, advising staff members at all levels of relevant rules and regulations, procedures and practices.  4. Serve as the focal point for the Internship and JPO programs being implemented in Copenhagen providing guidance and support to the divisions, interns and JPOs throughout their life cycle.    Client Relations: People Care Centre: 5. As the focal point for the workforce (staff and affiliate) recruited/hired in Copenhagen, briefs new workforce on on-boarding processes, related entitlements and support related to living and working in Copenhagen, to ensure smooth and timely implementation of associated actions.   6. Using established guidelines interpret HR policies and procedures to brief, guide and advise the workforce on a wide range of HR matters, taking into account established best HR practices and the interest of the Organization.  7. Oversee the induction for the workforce and provide face-to-face briefings on staff benefits and entitlements, employment conditions and benefits upon reporting for duty and throughout the life cycle. 8. Serve as the focal point for staff and liaises closely with colleagues in the Global Service Center (GSC) on contractual and payroll matters for the workforce in Copenhagen.   9. Act as the primary focal point for queries from staff and managers regarding employee and management self-service functions in the Global Management System (GSM) for the workforce in Copenhagen. 10. Maintain an overview of the reassignment process for staff moving to Copenhagen to ensure processes are initiated, ensuring appropriate approval levels are obtained and timely processing by HR GSC. Briefs staff on processes and related entitlements to ensure smooth and timely implementation of associated actions. 11. Maintain an overview of the local Clearance and Separation process for staff leaving Copenhagen to ensure processes are initiated, ensuring appropriate approval levels are obtained and timely processing by HR GSC. Briefs staff on processes and related entitlements to ensure smooth and timely implementation of associated actions. 12. Support staff development initiatives being implemented in Copenhagen.    HR monitoring, compliance, reporting and initiation:  13. Monitor to ensure timely initiation of actions and compliance with WHO rules and regulations, of contract extensions, probationary periods, conversion of appointments, retirements, acting arrangements, WIGIs and maximum duration of contracts.  14. Monitor performance management compliance and liaise with managers to ensure timely completion of staff PMDS and performance evaluations of the workforce. 15. Conduct first level analysis and review of requests for hiring of consultants to ensure completeness and compliance of submissions with HR policies and escalate as needed.  16. Prepare monthly regular HR reports and statistics as needed.    17. Serve as HR Focal point for the UN City HR Network and collaborate on joint initiatives.   As part of the Client Relations team in the Enabling Hub in Istanbul, support the following HR planning activities for the European Region: 18. In close consultation with the HRBPs, provides support to the biennium HR planning exercise by providing updated reports of the workforce and status of vacant positions and maintains these reports regularly updated.  19. Maintain and update all organigrammes as and when new positions are created and approved. 20. Monitor the implementation of the divisional HR plans and proactively initiates requests for advertisement and hiring, ensuring also that the associated actions in GSM are initiated. 21. Supports restructuring/re-profiling and other review exercises by providing analysis, reports, data and updated organigrams as needed.  22. Perform all other related duties as assigned and backstops the HR Business Partner and other HR Business Associates when absent to ensure continued services.   COMPETENCIES *1) Teamwork *2) Respecting and promoting individual and cultural differences *3) Communication 4) Producing Results 5) Moving forward in a changing environment   FUNCTIONAL KNOWLEDGE AND SKILLS  1- Solid knowledge of staffing practices and data management software.  2- Solid experience in recruitment and modern sourcing methods. Strong technical, analytical and organizational skills.  3- Track record of strong business judgment, connecting human resources with business goals and objectives. 4- Knowledge of sound human resources principles. 5- Emotional intelligence: Ability to identify and manage one's own emotions, as well as helping others to do the same.   REQUIRED QUALIFICATIONS   Education Essential: University degree (bachelor's level) in business, human resources, social sciences or relevant field.   Experience: Essential: At least 2 years of human resources related and recruitment experience. Experience of working with HR and data management software. Desirable: International exposure working in human resources.   Use of Language Skills Essential: Expert knowledge of English Desirable: Intermediate knowledge of French, Russian and German   REMUNERATION WHO salaries for staff in Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 49,254 (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 1,625 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 may be used to fill other similar positions at the same grade level. - Only candidates under serious consideration will be contacted. - A written test and/or an asynchronous video assessment 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. - According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. - Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual. - The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics. - The WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply. - Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to reasonableaccommodation@who.int - An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the [WHO Values Charter](https://www.who.int/about/who-we-are/our-values) into practice. - WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates. - WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco. - For information on WHO's operations please visit: http://www.who.int. - WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully. - The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.                                                                                                                                             - Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [shws@who.int](mailto: shws@who.int).      - This post is subject to local recruitment and will be filled by persons recruited in the local commuting area of the duty station.                     - In case the website does not display properly, please retry by: (i) checking that you have the latest version of the browser installed (Chrome, Edge or Firefox); (ii) clearing your browser history and opening the site in a new browser (not a new tab within the same browser); or (iii) retry accessing the website using Mozilla Firefox browser or using another device. Click this link for detailed guidance on completing job applications: [Instructions for candidates](http://who.int/careers/process/instructions-for-candidates.pdf?ua=1)   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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14/03/2024 - 02/04/2024

Business Operations Internship

Denmark, Copenhagen, Copenhagen - United Nations Development Programme

Background The United Nations Development Programme (UNDP) Unit of Information and Technology Management (ITM) in Copenhagen is responsible for supporting UNDP Country Offices around the world with ICT and Green Energy solutions. Our Unit offers a stimulating and versatile internship in an international environment with contact to various partners from some 166 countries with UNDP presence. We are a team who work in a dynamic and informal atmosphere, and we expect our interns to become vital members of the team.  As an intern, you will be given tasks and opportunities that have a direct global impact on the development capabilities of UNDP. The UNDP ITM internship programme enhances the academic life experience of passionate students as interns and empowers them to become socially responsible, innovative, and environmentally conscious leaders of tomorrow. We bridge the gap between textbook learning and real-life industry experience by taking interns behind the scenes of UNDP's business and finance processes supporting 160+ country offices, sister agencies and external partners. As part of our dynamic Unit, you will also gain worldwide connections with other top-talented interns and UN staff from other agencies. Our office is located at the UN City in Copenhagen, giving you the opportunity to interact with people outside the UNDP ITM.  UNDP ITM Business Operations interns are part of the Service Delivery team which is the first responder to UNDP Country Offices' needs and supports ICT and Green Energy projects from a procurement, logistics and finance side. The team works closely with the Copenhagen Unit and colleagues across the globe to support operations and programme work in some of the most challenging work environments with regards to energy and ICT infrastructure. As part of the Crisis Response Group of UNDP, this work also supports UNDP's resilience and recovery efforts in the wake of natural disasters. Duration: 6 months (1st August, 2024 to 31st January, 2025)   Duties and Responsibilities - Assist Country Offices across the unit´;s key service lines in delivering innovative business solutions, sustainable Green Energy services, and world-connecting ICT solutions  - Support the team in procuring IT equipment with detailed tasks ranging from need analysis, requests for quotation, evaluation, purchase, and delivery  - Assist in the preparation of global shipments of equipment with third parties  - Assist in preparing financial analysis to support the team cost recovery functions, reconciliation, budgeting, and financial reporting  - Assist the project management of client-facing delivery and the implementation of new processes inside the unit  - Participate in the recruitment of new interns and assist the team with the onboarding trainings  - Draft and update the Unit's documentation to support the continuous improvement of Service Delivery processes and procedures, instructions, and templates for best practice - Assist the Unit in organizing internal and external conferences  - Support the Unit in gathering, consolidating, and analysing data from databases and reports   Competencies - Account Management: Has interest and understanding of customer-oriented service delivery process including procurement, logistics and/or finance  - Innovation: Has interest in delivering innovative and sustainable solutions for Country Offices, focusing on ICT and green renewable innovations  - Problem Solving: Has proactive hands-on approach, also when operating with limited information  - Communication: Communicates effectively with colleagues when working in a team and has a proactive attitude with a goal-oriented mindset  - Project Management: Able to organize and structure different tasks, has good analytical skills in gathering and consolidating data and research for practical implementation  - Collaboration: Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability  - Interest and motivation in working in an international organization   Required Skills and Experience   Education: Applicants to the UNDP internship programme must at the time of application meet one of the following requirements:  - Be enrolled in a postgraduate degree programme (such as a master's programme, or higher); - Be enrolled in the final academic year of a first university degree programme (such as bachelor's degree or equivalent);  - Have recently graduated with a university degree (as defined in (1) and (2) above) in the field of international business, finance, management, economics, administration or equivalent and, if selected, must start the internship within one-year of graduation;  - Be enrolled in a postgraduate professional traineeship program and undertake the internship as part of this program. Experience: - Experience in one of the following fields is required: account management, finance, logistics, procurement, HR, or administration  - Experience with customer-oriented service delivery processes is an advantage  - Experience with procurement processes is an advantage  - Experience with cost recovery, reconciliation, budgeting, and financial reporting is an advantage - Experience with HR recruiting, and training is an advantage  - Proficiency in Excel is an advantage  - SharePoint knowledge, preferably SharePoint Online is an advantage  - CRM/ERP systems knowledge is an advantage  - Fluent in written and spoken English is required. Working Knowledge of other UN languages is an advantage   Conditions  - In accordance with the UNDP Internship policy, UNDP interns are eligible to receive a monthly stipend, with the rate that varies depending on the duty location. The stipend will be paid monthly, and part-time internship arrangements are prorated accordingly.  - Where an intern is financially supported by an institution, government or third party, UNDP will, subject to the rules of such institution, government or a third party, pay the intern the difference, if any, between the external financial support provided and the applicable UNDP stipend.  - Where an intern is engaged in-person and is not financially supported by any institution or programme, such as a university, Government, foundation or scholarship programme, a stipend intended to help cover basic daily expenses related to an in-person internship, such as meals and transportation at the duty station, is paid by the receiving office (monthly "in-person" stipend rate is USD1,000). A remote reduced stipend (the rate is a subject to the duty station location) is intended to help cover expenses related to the internship, such as internet connections or other means to remain in contact with the receiving office, is paid by the receiving office.  - Except for the stipend, all other expenses connected with the internship will be borne by the intern, sponsoring government, or institutions.  - Interns are not considered staff members and may not represent UNDP in any official capacity.  - Interns are responsible for securing adequate medical insurance for the duration of their internship with UNDP and must provide a medical certificate of good health prior to starting the internship. UNDP will not reimburse the medical insurance of the intern. Any costs arising from accidents and illness incurred during an internship assignment will be the responsibility of the intern.  - The purpose of the Internship Programme is not to lead to further employment with UNDP, but to complement an intern's studies. Therefore, there should be no expectation of employment at the end of an internship.  - UNDP accepts no responsibility for costs arising from accidents and/or illness or death incurred during the internship.  - The intern is responsible for obtaining necessary visas and arranging travel to and from the duty station where the internship will be performed.  - Interns are not eligible to apply for, or be appointed to, any post in UNDP during the period of the internship.  - The intern must provide proof of enrolment in a health insurance plan.  - You are expected to work full time, but flexibility is allowed for your education programme.  - Eligible for residency and undertaking internship in Denmark    How to Apply?  Do not miss out on this opportunity to be a part of this international team and apply by the deadline 30th April 2024, midnight (CET).  Please note that only shortlisted candidates will be contacted and called for interview following the deadline. If you have any questions, please write to us via email address itm.internship@undp.org   Note: UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.   Non-discrimination Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a 'leave no one behind' approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and [inspiring stories.](https://www.undp.org/careers) UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.   UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.    Scam warning The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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14/03/2024 - 30/04/2024

Operations Analyst - GE

United States of America, District of Columbia, Washington - international finance corporation

IFC a member of the World Bank Group is the largest global development institution focused on the private sector in emerging markets. We work in more than 100 countries, using our capital, expertise, and influence to create markets and opportunities in developing countries. In fiscal year 2023, IFC committed a record US$43.7 billion to private companies and financial institutions in developing countries, leveraging the power of the private sector to end extreme poverty and boost shared prosperity as economies grapple with the impacts of global compounding crises. For more information, visit [www.ifc.org](http://www.ifc.org/). The Vice Presidency for Corporate Support (COSVP) integrates Budget and Business Administration, Strategy, HR, Communication, and Information & Technology functions under one umbrella to enable the execution of IFC's management and operational needs in the best way. As part of the VPU, the Strategic Initiatives, Analytics & Knowledge Management (CSI) department exists to (1) drive innovation and continuous improvement within Corporate Support VPU and (2) together with all other functions within our VPU and in partnership with other relevant units across IFC, support the Management Team and the rest of our senior leadership in designing and implementing the institutional change needed to achieve IFC's strategic objectives and growth ambitions. The Analytics & Reporting (CSIAR) unit serves as a center of excellence (CoE) for standardizing, streamlining, and automating BI/reporting and analytics for internal clients and the Board. In this capacity, the CSIAR unit partners very closely with individual business departments and teams for subject matter expertise and domain knowledge. It is additionally tasked with working hand in hand with IFC's Information Technology (CIT) department on technology, tools, and data platforms to adopt advanced and transformational analytics, including predictive and prescriptive analytics.    Duties and Accountabilities: The CSIAR unit is seeking a qualified candidate to support the overall BI/reporting and analytics work program, including the transition from descriptive to advanced and transformational analytics. The work program includes several components with the primary goal to simplify business processes, standardize and automate recurring reports for reliable analysis and deeper insights on IFC resources thus enabling data-driven decisions. This position will support various BI/Reporting and Analytics solutions in partnership with team members and client departments. This candidate will be expected to support and maintain an existing SQL Server data mart, coordinate the transition to IFC's future cloud data platform in Microsoft Azure, and deliver data modeling / data pipeline solutions in Microsoft's Power Platform / Fabric offerings. Key tasks and responsibilities include: •  Gain a deep understanding of IFC's Operations (spanning Pipeline, Program, Portfolio, Upstream/Advisory, Climate, ES&G, PPP), Human Resources, Budget & Administration, Partnerships and Trust Funds to understand business requirements and deliver innovative solutions •  Coordinate and maintain an existing SQL Server data mart, Alteryx workflows, and support the transition to IFC's future cloud-based data architecture in Microsoft Azure  •  Coordinate business requirement gathering sessions and input to create and manage reporting solutions and modules in Power BI to address common business questions  •  Create data models and implement data transformations using Power Query to enable advanced analytics to include leveraging Quick Insights, AI Insights, Text Analytics, NLQ and other machine learning techniques to extract insights from data  •  Design and build interactive dashboards, reports, and visualizations using Power BI desktop •  Leverage data science toolsets (Python/R) to perform data analysis, statistical modeling, and create predictive/prescriptive BI/reports and analytics  •  Remain up to date on industry data and analytics trends including Generative AI, Machine Learning and predictive/prescriptive analytics offerings •  Communicate complex results to technical and non-technical audiences to enable decision-making  •  Demonstrate strong interpersonal skills and desire to work in teams in fast-paced work environments •  Manage multiple concurrent projects that require inputs from stakeholders while balancing impact on business needs •  Collaborate effectively with IT for technology, tools, data engineering and platforms  •  Ensure adherence to data governance policies, standards, and procedures   Selection Criteria •  2 to 6 years of prior relevant work experience (reporting, analytics, data management) with preferred business process exposure to IFC operations, human resources, financial, budget & administration, trust funds business processes •  Master's degree in Business Analytics, Statistics, Economics, Information Systems, Computer Science, Data Science, Business Administration or equivalent work experience •  Required working experience with SQL Server, Alteryx •  Required working experience with Power BI, DAX, and Power Query  •  Required experience with programming languages such as SQL, Python, R   •  Preferred experience with Microsoft Azure SQL/Synapse, Azure Data Factory, Microsoft Fabric •  Demonstrated ability to visualize data for effective storytelling  •  Knowledge of statistical analysis, quantitative research and experience gathering and interpreting data. •  Demonstrated experience producing and maintaining schedules and communications •  Strong analytical and problem-solving skills with a high degree of initiative and creativity •  Prior experience working with cross-functional teams and across departments in a matrix organization •  High degree of adaptability to changing requirements and a dynamic environment •  Ability to work collaboratively in a fast-paced, internationally diverse work environment; strong interpersonal skills are essential •  Excellent communication and presentation skills •  Commitment to maintain the highest ethical standards   [World Bank Group Core Competencies](https://bit.ly/2kbIA7O) The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities. We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability. Learn more about working at the [World Bank](https://www.worldbank.org/en/about/careers) and [IFC](https://www.ifc.org/wps/wcm/connect/Careers_Ext_Content/IFC_External_Corporate_Site/IFC+Careers/Working+at+the+IFC/), including our values and inspiring stories.   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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13/03/2024 - 22/03/2024

Human Resources Officer, Talent and Incentives - GF

United States of America, District of Columbia, Washington - international finance corporation

IFC a member of the World Bank Group is the largest global development institution focused on the private sector in emerging markets. We work in more than 100 countries, using our capital, expertise, and influence to create markets and opportunities in developing countries. In fiscal year 2023, IFC committed a record US$43.7 billion to private companies and financial institutions in developing countries, leveraging the power of the private sector to end extreme poverty and boost shared prosperity as economies grapple with the impacts of global compounding crises. For more information, visit [www.ifc.org](http://www.ifc.org/). IFC's Human Resources (HR) Department is a strategic partner to the business in developing and implementing workforce strategies and meeting organizational goals, including attracting, developing, and deploying diverse and skilled talent. IFC HR is comprised of the following five functions: •  Client Services - offers strategic HR partnership, program implementation, support, and global solutions to staff and management through our HR Business Partner network.   •  Diversity, Equity, and Inclusion - supports the organization in building a diverse workforce, embracing equity, and fostering an inclusive workplace.   •  Strategy and Organizational Effectiveness - elevates employee experience and effectiveness through digital HR solutions, policy enhancements, organizational design, and workforce planning.    •  Global Talent Acquisition and Mobility Services - facilitates the end-to-end recruitment process in partnership with hiring managers and attracts candidates with desired skills to join IFC. Supports candidates and staff who are relocating internationally (coming in FY25).   •  Talent Development and Incentives - designs a skills-based talent management approach encompassing best practice HR solutions in onboarding, mentoring, career management, mobility, performance IFC's Human Resources Department seeks a Human Resources Officer in the Talent and Incentives team to be based in Washington, D.C. The Human Resources Officer will join an energetic and results-driven team to support the design and implementation of key initiatives to strengthen talent and career management in IFC.   The desired candidate should possess strong project management skills and a proven track record of managing talent development programs and processes.  The primary responsibility is the management of specific talent programs (Onboarding, Mentoring, and others), with expected active contributions to other talent programs. The HR Officer will report to the Manager, HR Talent Development and Incentives.   Duties and Accountabilities: •  Utilize strong project management skills to contribute to the development and implementation of talent and career management strategies, programs, resources, and tools. •  Take ownership of specific talent programs, overseeing all aspects from program design to implementation, monitoring, and continuous improvement. This includes managing employee integration programs like the IFC Corporate Onboarding and Mentoring programs. •  Support the change management process for new talent development initiatives by collaborating with key stakeholders, producing communications, and providing support materials to facilitate a smooth transition. •  Deliver high-quality capacity building sessions, both online and in-person, to diverse audiences, ensuring interactive and engaging learning and knowledge-sharing experiences. •  Foster effective working relationships with members of IFC HR teams and the HR community across the World Bank Group. Represent IFC HR appropriately in various projects, working groups, and interactions. •  Cultivate relationships and collaborate with relevant thematic and industry experts, as well as vendors, to stay informed about industry trends and best practices and to use external resources effectively, as needed. •  Monitor and assess the effectiveness of implemented programs through trend analysis, interviews with management and staff, and other evaluation methods. •  Prepare and deliver presentations to HR Management, HR Client Services teams, staff, and managers at all levels within IFC. •  Conduct benchmarking studies, research the latest academic studies, and stay updated on industry trends to generate innovative ideas and identify solutions that align with the needs, business environment, and culture of IFC. •  Continuously explore new initiatives and ideas that are relevant to talent development. Provide support to other activities within the Talent Development & Incentives team or the broader IFC HR as required.   Selection Criteria •  Master's degree in Human Resources, Behavioral Science, Organizational Management, Communications, or a related field, with a minimum of 5 years of relevant professional experience. Previous experience working in international organizations or multinational corporations is a plus. •  Strong analytical skills, including the ability to generate reports, analyze data, draw meaningful conclusions, and present findings in a high-quality manner. Capable of providing data-driven recommendations. •  In-depth understanding of core HR areas, enabling the development of an integrated framework of employee value propositions that align with the organization's culture and business environment. •  Proven track record in designing and managing HR programs, overseeing the entire process from inception to implementation. •  Exceptional project management, planning, coordination, and organizational skills. •  Excellent verbal and written communication skills, with the ability to deliver engaging presentations. •  Effective collaboration skills, fostering teamwork and cooperation across teams and organizations. •  Positive attitude, results-oriented mindset, and a high degree of initiative and responsiveness. •  Demonstrated ability to work independently in a fast-paced environment with multiple competing priorities. •  Strong multitasking abilities, capable of meeting tight deadlines while maintaining attention to detail and quality, while prioritizing key tasks. •  Confidence in interacting with senior management, establishing trust-based working relationships and partnerships at all levels of the organization. •  Proficiency in using digital platforms to create, publish, and deliver digital solutions for talent and career development and learning is a desirable skill.   [World Bank Group Core Competencies](https://bit.ly/2kbIA7O) The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities. We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability. Learn more about working at the [World Bank](https://www.worldbank.org/en/about/careers) and [IFC](https://www.ifc.org/wps/wcm/connect/Careers_Ext_Content/IFC_External_Corporate_Site/IFC+Careers/Working+at+the+IFC/), including our values and inspiring stories   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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13/03/2024 - 20/03/2024

Senior HR Specialist (Business Partner Unit) - P4

Organizational Setting 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. The Corporate Services Department (CSD), led by the Associate Vice-President, CSD, provides IFAD with the human resources, administrative services, safety and security, information technology resources and medical support services required to allow IFAD to meet its objectives of enabling rural people overcome poverty. The work of the CSD is undertaken by three divisions: (i) Administrative Services Division (ADM); (ii)  Human Resources Division (HRD); and (iii) Information and Communication Technology Division (ICT) and two units: (a) Field Support Unit (FSU) and (b) Medical Services Unit (MSU).  The Human Resources Division (HRD) is fully integrated within the Corporate Services Department (CSD), providing services to colleagues at Headquarters and in the field, with the ambition of being a strategic, business-oriented and fully trusted professional partner with IFAD managers and staff. HRD's 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. The division is currently comprised of the Talent Management Unit, Policy and Strategic Support Unit, and Business Partner Unit. Each Unit is bound with the same team spirit and has specific responsibilities to help achieve HRD's vision of offering management and staff comprehensive and seamless solutions. The Business Partner Unit (BPU) is responsible for a full range of HR services across IFAD and shapes a workplace where individuals thrive and teams excel. The BPU provides best practice HR policies, advice and services, thanks to dedicated customer-oriented professionals. The BPU is the first point of contact for staff members and managers. Business Partners aim to develop deep relationships with client divisions in order to add substantive value through advice and support on recruitment, succession planning, career development and performance management centred on IFAD's core values and competency framework and aligned with the organizational strategic direction. The Senior HR Specialist works under the overall strategic, policy and management guidance of the Director of the Human Resources Division (HRD) and the direct supervision of the Chief of Business Partner Unit. Within their areas of responsibility, Senior HR Specialists exercise a high degree of independence in providing reliable HR programme delivery. They perform the full complexity range of HR work independently, including the analysis and approval of complex and/or precedent setting cases with the aim to ensure consistency in the interpretation and application of regulations and rules. Senior HR Specialists plan, organizes and supervises a team of HR staff that may comprise analysts, associates and assistants.   Job Role The Senior HR Specialist is responsible for the delivery of the full range of HR services. The level of senior professionalism allows the incumbent to provide technical leadership in HR specialty and commensurate expert advisory services. Within their areas of responsibility, the Senior HR Specialist exercises a high degree of independence in providing reliable HR programme delivery. The incumbent performs the full complexity range of HR work independently, including the analysis and approval of complex and/or precedent setting cases with the aim of ensuring consistency in the interpretation and application of regulations and rules. The level of senior professionalism allows the incumbent  to provide technical leadership to all of the mentioned HR initiatives and commensurate expert advisory services on programme design and implementation.    Key Functions and Results 1.    HUMAN RESOURCES ADVOCATE: The Senior HR Specialist projects HRD`s reputation as a value-added, technically competent and reliable service provider as part of the Division`s HR strategy.  The focus is on expert knowledge of the Fund`s governing structure, mandate, long-term business strategy, organizational dynamics and culture and on their senior-level professionalism, the incumbent advocates for new or revised policies, procedures and initiatives. The incumbent reaches out to managers, supervisors and staff, listening and responding effectively and efficiently to common issues and problems and builds relationships based on respect and trust. From the perspective of a value for diversity and respect for a multi-cultural client base, the Senior HR Specialist demonstrates communications skills that serve to promote the Division`s strategy and the equitable management of IFAD staff.  2.    AGENT OF CHANGE: The Senior HR Specialist understands and applies the principles of change management and proactively serves as a role model for transformation and capacity for acceptance of change. They use a solid knowledge of information technology to analyse 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 the incumbent manages change through consultations with IFAD senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, 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 an understanding of their purpose and functional advantages.  3.    MANAGERIAL FUNCTIONS: The Senior HR Specialist is typically a team leader with accountability for integrity, transparency, and equity in the management of IFAD resources. The incumbent may also directly supervise an HR specialized unit and/or HR generalists with responsibility for work planning and organization, supervision of the work of the unit/section assigned and establishing and monitoring performance management indicators of success.   This includes: (i) People Management through recruitment, performance and career and learning management of staff establishing learning plans and ensuring staff supervised meet their development needs while meeting the needs of IFAD. (ii) Resource Management by providing strategic and data inputs into the divisional budget preparation exercises. (iii) Knowledge and Content Management by ensuring (1) knowledge content within the functional area is continuously updated and available to colleagues and clients (2) best practices are continuously identified, documented and distributed and (3) appropriate and up-to-date information and learning tools are available to the Fund`s managers, supervisors and staff. (iv) Information Technology Management through leveraging ERP functionality for improved business results, simplification of transaction and reporting processes and improved client services. 4.    HUMAN RESOURCES MANAGEMENT: At this level Senior HR Specialists are senior HR professionals with the capacity to develop, interpret and apply a broad range of HR policies, rules and regulations as well as standards and techniques related to the UN's and the Fund's HR strategy, principles, policies, regulations, rules and procedures. The Senior Specialists also identify improved approaches to the delivery of HRM services in assigned areas. They may lead an HR generalist team providing support to a large, complex group of clients or serve as a senior specialist in one or more closely related HR occupations (recruitment, administration of entitlements, classification, staff development, performance management, social security, etc.) with accountability for technical leadership of on-going HR casework characterized by: (a) planning and implementing recruitment strategies and programmes; (b) providing support to managers and supervisors in recruitment as well as monitoring the appropriate use of contractors/ consultants; (c) reviewing and approving the classification levels of unique professional and general service positions by analysing content of jobs, conducting classification surveys (desk interviews) and managing related review mechanisms; (d) identifying the need for additional Job Profiles (JPs) and overseeing the association of JPs to new or revised posts; (e) providing advisory services to managers on organizational and workforce planning, job design and career planning needs in light of programme and skill requirements; (f) reporting and coordinating (f) monitoring utilization of staff resources; and evaluating and determining training needs including planning and implementing structured training programmes. In addition to leading the full range of complexity of work, including the establishment of precedent-setting determinations on entitlements, Senior HR Specialists review recommendations pertaining to highly sensitive/political cases and make technically authoritative decisions in consultation with the HR Chief/Manager and HR Director. They report and coordinate on specific issues through the production of business intelligence and analytical reports and talking points and briefing notes for the attention of senior managers regarding specific HR areas and prepare special reports and participate in as well as lead ad hoc human resources projects. 5.    BUSINESS PARTNER: The Senior HR Specialists' customer service focus is on strategic planning and outreach in the provision of senior technical advice and guidance on a range of HR policies, regulations, rules and procedures. They provide advice both verbally and in writing to managers, supervisors and staff, proactively building a mutual understanding of these governing guidelines and respective (HR Chief/Manager and Staff) roles and accountabilities in the management of IFAD's human resources. The Senior 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 maintain open communications with counterparts in other UN and IFI organizations. They may represent the organization in inter-agency working groups and committees ensuring IFAD's perspective and client needs are included in evolving policies. 6.    HR PRACTICE LEADER: Senior HR Specialists at this level are accountable for technical leadership in one or more HR specialty areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions. They may also directly supervise an HR specialized unit and/or HR generalists with responsibility for work planning and organization, supervision of the work of the unit/section assigned and establishing and monitoring performance management indicators of success. They develop, implement and monitor the interpretation ad application of new human resources policies, practices and procedures to meet the evolving needs of the Organization including formulating the position of the Organization on and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR processes and the Fund as a whole. 7.    PARTNERSHIPS BUILDING: The Senior HR Specialist (BP) partners with senior leaders across IFAD to understand the business needs of the organization at the corporate, departmental and divisional levels. The incumbent consults with the HR Talent Management and Policy units, senior leaders and other key stakeholders and partners to ensure integration with other core Business partner programmes including talent initiatives and succession planning. The Senior HR Specialist (BP) builds working relationships with colleagues in other UN agencies, IFIs or private sector to benchmark common policies and approaches.    Key Performance Indicators The work requires the development of new and/or modifications of existing policies, practices and techniques as well as the revision of HR work performed at lower levels and taking corrective and adaptive actions. The Senior HR Specialist is accountable for (a) convincing management of the utility of improved approaches to the delivery of assigned HR services; (b) addressing problems involved in formulating the Fund`s position on the interpretation and application of policies, regulations and rules to highly contentious cases; (c) satisfying the organizational, programmatic and HR needs related to the field of work; and (d) developing expert advice for the Fund that is recognized and accepted as being fully sound. Detailed analysis of the interrelationships of HR issues with those of programme, political and resource considerations is required. The work is defined by support to one major or a group of the Fund`s departments and offices yet the impact of work encompass HRD as a whole requiring continuous and collaborative exchange of technical expertise with peers and management to ensure HRD is seen as speaking with one voice.  The key performance indicators for the Senior HR Specialist include leadership, technical and team as well as programmatic indicators. As a supervisor, the incumbent provides guidance to staff through clear planning and communication, coaching and supporting career development. The KPIs are technical excellence of team members and their cohesiveness as well as continuous commitment to learning and development.   Working Relationships Internally, the Senior HR Specialist is an authoritative HR technical adviser to the Fund in the development of new or modified policies and practices and in the provision of expert advice within their area of specialization. Recommendations for solutions to HR problems involve discussions with management, staff and other (Senior) HR specialists. The advice and recommendations provided are normally considered technically accurate and are provided to senior managers inside and outside the HR division. External contacts include: counterparts in other United Nations organizations or International Financial Institutions, in order to exchange information on approaches to similar HR problems, etc.; and inter-agency groups such as the CEB and ICSC to provide information on the Fund`s HR policies and practices and negotiate the adoption of common system practices. The Senior HR Specialist may also represent the Fund in consultations with staff representatives, formulating management's position with respect to grievances and appeals, as well as in inter-agency coordination committees dealing with human resources questions.   Job Profile Requirements Organizational Competencies: Level 2: - Building relationships and partnerships - Builds and maintains strategic partnerships internally and externally - Communicating and negotiating - Acquires & uses a wide range of communication styles & skills - Demonstrating leadership - Leads by example; initiates and supports change - Focusing on clients - Contributes to a client-focused culture - Learning, sharing knowledge and innovating - Challenges, innovates & contributes to learning culture - Managing performance and developing staff - Manages wider teams with greater impact on others and on the organization - Managing time, resources and information - Coordinates wider use of time, information and/or resources - Problem-solving and decision-making - Solves complex problems and makes decisions that have wider corporate impact - Strategic thinking and organizational development - Staff in management and/or strategic leadership roles - Team working - Fosters a cohesive team environment Education: - Advanced university degree (Master or equivalent) - Human Resources Management, Public Administration, Business Management or other job-related field. Experience: - At least eight (8) years of progressively responsible professional experience in human resources management, of which three (3) years preferably in the United Nations or an international financial institution, or another multi-cultural organization or institution or a national organization providing support on a global scope is highly desirable.  Languages: - English (4 - Excellent) - French, Spanish, and/or Arabic, an asset (3 – Good) Skills: - Analytical skills: Outstanding ability to analyse and synthesize qualitative and/or quantitative information from a variety of sources and filter out key insights and recommendations - Project coordination: Identification of key-priorities, ability to work with others, coordinate and structure work to meet deadlines and adjustment of workplan/resource allocation when needed, identification and management of project-related risks - Risk management (e.g. reputational): Identification and assessment of potential liabilities and risks in IFAD's activities, particularly vis-à-vis third parties; ability to handle risks via contingency and mitigation strategies - Stakeholder management: Strong alignment capabilities and consultation skills, building on effective interactions and relationships with different stakeholders (e.g. for the co-creation of communication material with member states) and ability to build and maintain a strong network (e.g. with journalists, media outlets, etc.) - Career management: Know-how in career management (e.g. mobility plans, career development programmes) - Compensation: Expertise in compensation methodologies and practices, benefits and entitlements - Diversity & inclusion dynamics: Expertise in diversity & inclusion dynamics applications in human resources - HR knowledge: Expertise in principles and concepts of human resources management, including HR business partnering and client outreach, job classification - HR systems: Know-how in the design and management of HR systems and tools (e.g. learning platforms, performance platforms, etc.) - Learning & Development: Expertise in learning & development methodologies and strategies - Performance management: Expertise in performance management methodologies and strategies - Workforce management: Know-how in organizational development and design and strategic workforce planning - Basic ICT & digital fluency: Expertise relevant to the specific role (e.g. in-depth, computer information systems, including micro-computer operating systems software, hardware and applications software and other office technology equipment), end-user computing configuration management - Business acumen, private sector knowledge: Outstanding ability to synthesize and simplify complex technical information for a variety of (non-technical) audiences - Confidentiality & Discretion: Establishes self and division as trusted advisor to internal stakeholders by maintaining high level of discretion and confidentiality in assignments; demonstrates sound judgement when dealing with sensitive and/or confidential matters; drives good governance and is a "Culture Carrier" demonstrating IFAD institutional conscience through his/her work. - Integrity and ethics: Strong emphasis on acting with honesty, not tolerating unethical behaviour, demonstrating equity, impartiality and sensitivity in exercising authority and interacting with staff, and other  stakeholders. Conduct must be guided by IFAD core values, the Code of conduct and a high sense of ethics. - Leadership: Group thought leader, sought out by others and providing mentorship and effective guidance to others; Ability to build trust, inside and outside the organization by acting as a role model for IFAD's core values and competencies, and to provide a clear sense of direction, mentorship and effective guidance to the team, strategizing the IFAD's goals, giving the vision, empowering the team and ensuring a positive environment for all. - Systemic thinking: Ability to understand interlinkages and their implications in specific area of expertise (e.g. thorough understanding of interlinkages between crops) - Verbal communication: Clear, succinct and convincing verbal communication; highly professional, balanced and diplomatic language - Written communication: Clear, succinct and convincing written communication in the language needed for specific role; highly professional, balanced and diplomatic language (e.g. for drafting of position papers, briefings, etc.)   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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13/03/2024 - 26/03/2024

Compensation & Benefits Specialist 60% - 80% (M/W/D)

Switzerland, Zürich, Zürich - Helvetas

Helvetas ist eine Schweizer Organisation für internationale Entwicklungszusammenarbeit und humanitäre Hilfe. Unser Ziel ist eine gerechte Welt, in der alle Menschen selbstbestimmt in Würde und Sicherheit leben, die natürlichen Ressourcen nachhaltig nutzen und zur Umwelt Sorge tragen. Für unser People & Culture Team suchen wir per sofort oder spätestens ab 1. Juni 2024 befristet für ein Jahr (mit Option auf Verlängerung) eine engagierte und dynamische Persönlichkeit als Ergänzung für den Bereich Compensation & Benefits.   Als erfahrene und kompetente HR-Fachperson arbeiten Sie eng mit Mitarbeitenden und Führungskräften zusammen und unterstützen diese bei diversen Fragestellungen rund um den Bereich Compensation & Benefits. Ihre Hauptaufgabe beinhaltet die Unterstützung des People & Culture Teams bei der anstehenden Umsetzung des revidierten Lohnsystems. Ihr breites HR-Wissen und Ihre Projekterfahrung setzen Sie gekonnt ein und tragen so zur Ausgestaltung des Compensation & Benefits Bereiches und zur Umsetzung der Ziele von Helvetas bei. Zukünftige HR-Entwicklungen verfolgen Sie mit Begeisterung und lassen diese bei der Weiterentwicklung unserer People & Culture Abteilung und Dienstleistungen durch proaktive Mitarbeit einfliessen. Ihr Interesse am Umgang mit Zahlen und analytischen Herausforderungen setzen Sie täglich ein und leisten damit einen wertvollen Beitrag zur Weiterentwicklung unserer Vergütungssysteme.   IHRE AUFGABEN  - Als Hauptaufgabe in den ersten Monaten übernehmen Sie in enger Zusammenarbeit mit der Co-Leiterin Aufgaben im Rahmen der Umsetzung und Überwachung der Revision des Lohnsystems und stellen sicher, dass die Aufgaben in der gewünschten Qualität und innerhalb des vorgegebenen Zeitrahmens umgesetzt werden können. - Sie beraten Führungskräfte und das People & Culture Team in allen Fragen rund um Compensation & Benefits. - Sie stellen ein regelmässiges Benchmarking im Compensation Bereich sicher. - Sie entwickeln Compensation Reportings und erstellen Statistiken und Auswertungen. - Sie unterstützen unsere Partnerländer bei der Entwicklung lokaler Vergütungssysteme. - Sie unterstützen unser Payroll Team bei komplexen Fragestellungen und Abklärungen rund um Anstellungsbedingungen, Sozialversicherungen etc. bei internationalen Arbeitsverträgen. - Gemeinsam mit den Co-Leiterinnen People & Culture erarbeiten Sie mittelfristig eine globale Compensation & Benefits Strategie und gestalten proaktiv die Entwicklung, Konzeption und Umsetzung unserer Vergütungssysteme und -prozesse für unsere Schweizer und internationalen Mitarbeitenden mit. IHRE QUALIFIKATIONEN - Vorzugsweise haben Sie einen Bachelor in Betriebswirtschaft, Human Resources oder einem anderen relevanten Bereich oder eine kaufmännische Ausbildung mit Weiterbildung im Bereich Human Resources und Compensation & Benefits. - Sie bringen mindestens vier Jahre Erfahrung im Compensation & Benefits Bereich mit (Privatwirtschaft und/oder Nonprofit-Organisation). - Sie konnten bereits Projekterfahrung sammeln und haben idealerweise Erfahrung in der Entwicklung und Optimierung von Vergütungssystemen und -strukturen. - Sie bringen eine hohe Zahlenaffinität mit und verfügen über ausgeprägte analytische Kompetenzen. - Sie sind strukturiert, lösungsorientiert und umsetzungsstark und verfügen über ein strategisches Mindset. - Sie sprechen fliessend Deutsch und Englisch. Diese Sprachen haben Sie idealerweise über längere Zeit als Arbeitssprachen verwendet. - Sie haben ein gutes Gespür für Menschen, interkulturelle Kompetenzen, Einfühlungsvermögen und Humor. - Sie interessieren sich für die Themen der internationalen Entwicklungszusammenarbeit. - Sie sind routiniert im Umgang mit Office 365 und haben sehr gute Kenntnisse in Excel. UNSER ANGEBOT Wir bieten Ihnen eine verantwortungsvolle Herausforderung in einem engagierten und kollegialen Umfeld. Unsere Zusammenarbeit ist geprägt von einer offenen Gesprächskultur und einem starken Teamgeist. Es erwartet Sie ein moderner Arbeitsplatz im Zentrum von Zürich oder Bern in einem internationalen Umfeld mit flexiblen Arbeitsbedingungen. Wir freuen uns auf Ihre komplette Bewerbung mit Motivationsschreiben, Lebenslauf, Diplome und Zeugniskopien via unser Online Recruiting Portal. Für zusätzliche Informationen kontaktieren Sie bitte Sandra Leite, Recruiting Manager, Tel. +41 44 368 65 67, oder besuchen Sie unsere Webseite [www.helvetas.org](http://www.helvetas.org/).   [-->Jetzt bewerben](https://helvetas.abacuscity.ch/de/jobform_1_5120110/Compensation-&-Benefits-Specialist)

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13/03/2024

Principal - HR Policy

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

Purpose of Job The Principal, HR Policy is responsible for the delivery of the policy workstream as part of the HR Transformation programme (known internally as Compass | HROD). The objectives of this workstream are the simplify and standardise the people-related policies, procedures and directives to:   - Bring EBRD in line with standard market practice (as far as possible) with regards to people policies - De-risk and simplify the build ask for the Systems integrator (SI) who will implement the new HCM platform  - Address the ambiguity and poor user experiences that some elements of the staff handbook have introduced   The Principal, HR Policy, will also have responsibility for a limited amount of ongoing 'BAU' engagement with HR CoEs, especially as it pertains to the role out and handover of new or changed policies to 'BAU' owners.   Pivotal to the role are close interactions with HROD CoE's, Business Partnering, Employee Relations, OGC and OCCO to ensure the policy-related elements of the programme objectives are met.   Accountabilities & Responsibilities The accountabilities for this role can be considered in two distinct groups: Transform and Run. For 2024-2026, most of the effort expended in this role will be on 'Transform' responsibilities. The on-going prioritisation will be undertaken in conjunction with the AD, HR Transformation, and the Programme Sponsor.   Transform Policy Review and Analysis - Conduct a thorough review of existing HR policies to identify gaps, redundancies, or areas for improvement - Refer to other IFI best practices to inform policy updates - Review the Staff Handbook against the proposed future process maps to identify 1) where the wording needs to change to align to the process 2) where wording can be reinforced 3) areas of ambiguity - Design and prepare workshops with relevant stakeholders to identify policy related goal posts for each functional area to feed into the SI RFP - Documenting workshop outputs and working with the appropriate people to address next steps - Complete cost/benefit analysis with OGC to quantify the financial and nonfinancial benefits of potential policy changes - Prepare relevant proposals for ExCom - Support CoEs to draft changes to policy wording and act as a co-ordinator between the programme team, the CoE and all other relevant parties   Stakeholder Consultation - Collaborate and consult with key stakeholders, including HRMT, SMEs and CoEs to gather input and insights - Lead Policy engagement with OGC & Staff Council   Documentation and Standardisation - Lead on the complete redesign of key people-information products to ensure that information is accessible and intuitive and at the appropriate level of detail for the audience - Simplify existing policy and guidance documentation - Standardise policy documentation formats, ensuring clarity and consistency across all policies - Develop a centralised repository for easy access and reference - Document recommended wording revisions to support future processes - Document solution options for policy opportunities   Project Planning - Develop a comprehensive plan for rolling out new or updated policies with HR PMO - Work with the HR Transformation Change Lead to establish communication strategies and required documentation including development and maintenance of a stakeholder engagement tracker for all policy-related engagement    Technology  - Explore opportunities to leverage the new HCM and other supporting technologies within the remit of this programme for policy management   Run - Provides advice, guidance, and close collaboration and consultation with HR centres of excellence as well as other support functions in the Bank to review existing and develop new HROD policies, guidance and procedures. - Establish and maintain a repository of all HROD policies, directives and procedures (inside and outside of the staff handbook), ensure timely reviews and consultation cycles. - Assess gaps between policies and Bank strategy and strategic objectives. - Draft policy change wording with input from relevant parties and manage the delivery of processes through established and approved process to deliver the agreed policy changes.   Knowledge, Skills, Experience & Qualifications - Bachelor's degree or equivalent professional experience.  - Intimate knowledge of the Bank, its history of past policy changes and the stakeholder landscap. - Excellent written English, especially as it pertains to successful development of guidance, policies and procedures. - Excellent stakeholder management skills, especially in a complex and political setting   - Ability to work collaboratively with a number of key stakeholders and to influence without always holding the "pen". - Excellent presentation and facilitation skills. Comfortable engaging effectively with colleagues at all levels of the organisation.  - Experience delivering change and transition through others. - Effective in dealing with complexity and managing conflicting priorities within tight deadlines. - Strategic / critical thinker with good business acumen.     What is it like to work at the EBRD? Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.    The EBRD environment provides you with: - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; - A working culture that embraces inclusion and celebrates diversity; - An environment that places sustainability, equality and digital  transformation at the heart of what we do.   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 and expecting our employee to attend the office 50% of their working time.   Please note, all our adverts close at 10.59pm GMT time. Job Segment: HR, Bank, Banking, Sustainability, Employee Relations, Human Resources, Finance, Energy [Apply now »](https://jobs.ebrd.com/talentcommunity/apply/1048062001/?locale=en_GB) Right to Work in the UK: Swiss nationals (and all other non-UK employees) can work in the UK without a Visa - working at the EBRD gives all employees "exempt status". The Bank however encourages all non-UK employees to obtain an Exempt Vignette (EV) prior to relocating to the UK, as without an EV you may face more questions at Border Control and when required to show evidence of their exempt status when renting accommodation under the Right to Rent legislation. The application process may take 3 – 4 weeks approx. outside of the UK.    This is how cinfo can support you in the application process for this specific position:  - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost).  - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).  - Additional services for  Swiss nationals who get invited to  the selection process (written test, interview, assessment centre, etc.):  - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility.  - Benefit from free interview/assessment preparation by registering here: [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.​       

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12/03/2024 - 25/03/2024

Senior HR Specialist, Talent Management - GG

United States of America, Washington, Washington DC - World Bank Group

Description Do you want to build a career that is truly worthwhile? Working at the World Bank Group provides a unique opportunity for you to help our clients solve their greatest development challenges. The World Bank Group is one of the largest sources of funding and knowledge for developing countries; a unique global partnership of five institutions dedicated to ending extreme poverty, increasing shared prosperity and promoting sustainable development. With 189 member countries and more than 120 offices worldwide, we work with public and private sector partners, investing in groundbreaking projects and using data, research, and technology to develop solutions to the most urgent global challenges. For more information, visit www.worldbank.org   BACKGROUND AND UNIT SUMMARY The Talent and Career Development Center of Expertise is responsible for providing integrated frameworks for performance management, conducting talent reviews, creating listening mechanisms to capture employee experience, mobilizing staff to required roles, enabling succession management to identify, develop and deploy leaders and providing career resources and advice to clarify roles and expectations at each level.  The work program requires in-depth expertise in the areas of employee listening and engagement, engagement surveys design and delivery, talent management, as well as strong client relationship management and teamwork. The position is based in Washington, DC and reports to the Manager, Talent and Career Development in the Human Resources Vice Presidency.   DUTIES AND RESPONSIBILITIES: • Contribute to the enhancement of the employee listening and engagement survey and long-term strategy that meets the business needs and supports business priorities with high engagement of our workforce. Bring together pulse surveys, life-cycle surveys, 360 feedback assessments and other experience data. • Lead the development, implementation, facilitation, analysis and reporting of employee engagement practices; partners with HRBPs and other stakeholders to identify manage action plans. • Manage and deliver annual, bi-annual, and life-cycle employee listening strategies to include survey deployment and results analysis and socialization. • Develop and implement impactful manager and employee enablement initiatives post-survey to facilitate enterprise-wide action management and continued visibility to impact employee voice has on business planning and strategy development. • Contribute to the development and facilitation of training related to employee listening and engagement. • Provide direction and oversight to external consultants and vendors as necessary. • Monitor and assess the effectiveness of programs implemented through trend analysis of program outcomes, interviews with management and staff, etc.   • Build relationships and engage with key internal and external stakeholders to better understand client needs; understand the linkages with other functional areas and collaborate with colleagues across the People and Culture; liaise with other International Finance Institutions; prepare and deliver high quality communication materials for a variety of audiences. • Prepare and deliver high quality communication materials for staff and managers across all levels of the World Bank (Headquarters and country offices). • Conduct focus groups, engagements, and interviews with various levels of stakeholders to gather input for program design and enhancements. • Participate in special projects and performs other duties as assigned.   Selection Criteria • Master's degree in human resources, Business Administration, Behavioral Sciences, Organizational Development/Behavior, or related field with a minimum of 8 years relevant experience. • Proven expertise in leading HR/talent management practices, especially employee engagement practices and approaches including measuring employee engagement via surveys and driving engagement via action management. • Experience utilizing AI/ML solutions, designing, and delivering employee listening mechanisms (surveys, focus groups, 1~1 interviews, 360 assessments, etc.) to produce actionable insights and monitoring for action management. • Excellent change management experience and ability to build relationships, conduct focus groups and collaborate effectively across diverse client groups and the People and Culture colleagues.  • Excellent analytical skills: ability to provide reports, analyze data, draw conclusions, and provide data-driven recommendations. • High-level of proficiency in problem solving, critical thinking, analyzing complex situations, and absorbing considerable amounts of data to identify key themes and identify actionable insights that lead to effective solutions and recommendations. • Superb project management, planning, coordination, and organizational skills. • Excellent and concise communicator, written, verbal and presentation skills. • Positive attitude, strong results orientation and high degree of initiative and responsiveness. • Proven ability to work independently in a fast-paced environment, apply continuous improvement and innovative mindset. • Ability to multitask, meet tight deadlines, and attend to details while staying focused on key priorities. • Ability to confidently interact with senior management as well as create trusting working relationships and partnerships at all levels of the organization. [World Bank Group Core Competencies](https://bit.ly/2kbIA7O) The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities. We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability. Learn more about working at the [World Bank](https://www.worldbank.org/en/about/careers) and [IFC](https://www.ifc.org/wps/wcm/connect/Careers_Ext_Content/IFC_External_Corporate_Site/IFC+Careers/Working+at+the+IFC/), including our values and inspiring stories.   This is how cinfo can support you in the application process for this specific position:  - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost).  - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](http://www.cinfo.ch/en/job-application-support).  - Additional services for  Swiss nationals who get invited to  the selection process (written test, interview, assessment centre, etc.):  - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility.  - Benefit from free interview/assessment preparation by registering here: [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.​ 

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08/03/2024 - 20/03/2024

Human Resources Officer, Talent and Incentives - GF

United States of America, District of Columbia, Washington - international finance corporation

IFC a member of the World Bank Group is the largest global development institution focused on the private sector in emerging markets. We work in more than 100 countries, using our capital, expertise, and influence to create markets and opportunities in developing countries. In fiscal year 2023, IFC committed a record US$43.7 billion to private companies and financial institutions in developing countries, leveraging the power of the private sector to end extreme poverty and boost shared prosperity as economies grapple with the impacts of global compounding crises. For more information, visit [www.ifc.org](http://www.ifc.org/). IFC's Human Resources (HR) Department is a strategic partner to the business in developing and implementing workforce strategies and meeting organizational goals, including attracting, developing, and deploying diverse and skilled talent. IFC HR is comprised of the following five functions: •  Client Services - offers strategic HR partnership, program implementation, support, and global solutions to staff and management through our HR Business Partner network.   •  Diversity, Equity, and Inclusion - supports the organization in building a diverse workforce, embracing equity, and fostering an inclusive workplace.   •  Strategy and Organizational Effectiveness - elevates employee experience and effectiveness through digital HR solutions, policy enhancements, organizational design, and workforce planning.    •  Global Talent Acquisition and Mobility Services - facilitates the end-to-end recruitment process in partnership with hiring managers and attracts candidates with desired skills to join IFC. Supports candidates and staff who are relocating internationally (coming in FY25).   •  Talent Development and Incentives - designs a skills-based talent management approach encompassing best practice HR solutions in onboarding, mentoring, career management, mobility, performance IFC's Human Resources Department seeks a Human Resources Officer in the Talent and Incentives team to be based in Washington, D.C. The Human Resources Officer will join an energetic and results-driven team to support the design and implementation of key initiatives to strengthen talent and career management in IFC.   The desired candidate should possess strong project management skills and a proven track record of managing talent development programs and processes.  The primary responsibility is the management of specific talent programs (Onboarding, Mentoring, and others), with expected active contributions to other talent programs. The HR Officer will report to the Manager, HR Talent Development and Incentives.   Duties and Accountabilities: •  Utilize strong project management skills to contribute to the development and implementation of talent and career management strategies, programs, resources, and tools. •  Take ownership of specific talent programs, overseeing all aspects from program design to implementation, monitoring, and continuous improvement. This includes managing employee integration programs like the IFC Corporate Onboarding and Mentoring programs. •  Support the change management process for new talent development initiatives by collaborating with key stakeholders, producing communications, and providing support materials to facilitate a smooth transition. •  Deliver high-quality capacity building sessions, both online and in-person, to diverse audiences, ensuring interactive and engaging learning and knowledge-sharing experiences. •  Foster effective working relationships with members of IFC HR teams and the HR community across the World Bank Group. Represent IFC HR appropriately in various projects, working groups, and interactions. •  Cultivate relationships and collaborate with relevant thematic and industry experts, as well as vendors, to stay informed about industry trends and best practices and to use external resources effectively, as needed. •  Monitor and assess the effectiveness of implemented programs through trend analysis, interviews with management and staff, and other evaluation methods. •  Prepare and deliver presentations to HR Management, HR Client Services teams, staff, and managers at all levels within IFC. •  Conduct benchmarking studies, research the latest academic studies, and stay updated on industry trends to generate innovative ideas and identify solutions that align with the needs, business environment, and culture of IFC. •  Continuously explore new initiatives and ideas that are relevant to talent development. Provide support to other activities within the Talent Development & Incentives team or the broader IFC HR as required.   Selection Criteria •  Master's degree in Human Resources, Behavioral Science, Organizational Management, Communications, or a related field, with a minimum of 5 years of relevant professional experience. Previous experience working in international organizations or multinational corporations is a plus. •  Strong analytical skills, including the ability to generate reports, analyze data, draw meaningful conclusions, and present findings in a high-quality manner. Capable of providing data-driven recommendations. •  In-depth understanding of core HR areas, enabling the development of an integrated framework of employee value propositions that align with the organization's culture and business environment. •  Proven track record in designing and managing HR programs, overseeing the entire process from inception to implementation. •  Exceptional project management, planning, coordination, and organizational skills. •  Excellent verbal and written communication skills, with the ability to deliver engaging presentations. •  Effective collaboration skills, fostering teamwork and cooperation across teams and organizations. •  Positive attitude, results-oriented mindset, and a high degree of initiative and responsiveness. •  Demonstrated ability to work independently in a fast-paced environment with multiple competing priorities. •  Strong multitasking abilities, capable of meeting tight deadlines while maintaining attention to detail and quality, while prioritizing key tasks. •  Confidence in interacting with senior management, establishing trust-based working relationships and partnerships at all levels of the organization. •  Proficiency in using digital platforms to create, publish, and deliver digital solutions for talent and career development and learning is a desirable skill.   [World Bank Group Core Competencies](https://bit.ly/2kbIA7O) The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities. We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability. Learn more about working at the [World Bank](https://www.worldbank.org/en/about/careers) and [IFC](https://www.ifc.org/wps/wcm/connect/Careers_Ext_Content/IFC_External_Corporate_Site/IFC+Careers/Working+at+the+IFC/), including our values and inspiring stories.   This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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07/03/2024 - 20/03/2024

Principal, Procurement Operations and Delivery (HR)

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

About EBRD The European Bank for Reconstruction and Development (EBRD) is an international financial institution supporting the development of open and sustainable market economies in countries from Central Europe to Central Asia and the Southern and Eastern Mediterranean. Our mission is to foster the transition towards open market economies and democratic societies.   Purpose of Job The Principal, Procurement Operations and Delivery provides high-quality professional advice on all aspects of procurement associated with Human Resources to non-Banking departments of the Bank. The role involves developing and maintaining effective relationships with key stakeholders, leading negotiations, and ensuring the timely completion of procurement processes to support the Bank's objectives. The role may include procurement transformation activities, including ERP implementation.   Background The Procurement Operations and Development Department (PODD) at EBRD is responsible for ensuring optimal efficiency, cost-effectiveness, and transparency in procurement processes. PODD adds value through strategic procurement management and active supplier engagement.   Accountabilities & Responsibilities: - Manage end-to-end procurement activities across multiple HR divisions including Talent and Performance Management, People Solutions and Advisory, Rewards and Benefits, and HR Operations. - Lead negotiations and draft contracts related to HR procurement activities. - Develop and maintain relationships with key stakeholders across the Bank. - Drive change and continuous improvement in procurement processes. - Represent the Bank in key external professional forums.   Knowledge, Skills, Experience & Qualifications: - Chartered Institute of Purchasing and Supply qualification or equivalent. - Proven experience in high-value procurement, particularly in HR services. - Experience in contract negotiation and award in an international environment. - Strong stakeholder engagement and communication skills. - Ability to manage complex procurement projects and develop procurement strategies. - Sound knowledge of contract law and procurement processes. - Strong organizational and time management skills. - Ability to work autonomously and display initiative. - Procurement Transformation, including ERP implementation, experience will be a distinct advantage.   What is it like to work at the EBRD? Our agile and innovative approach is what makes life at the EBRD a unique experience! You will be part of a pioneering and diverse international organisation, and use your talents to make a real difference to people's lives and help shape the future of the regions we invest in.  The EBRD environment provides you with: - Varied, stimulating and engaging work that gives you an opportunity to interact with a wide range of experts in the financial, political, public and private sectors across the regions we invest in; - A working culture that embraces inclusion and celebrates diversity; - An environment that places sustainability, equality and digital  transformation at the heart of what we do.   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 and expecting our employee to attend the office 50% of their working time.   Right to Work in the UK: Swiss nationals (and all other non-UK employees) can work in the UK without a Visa - working at the EBRD gives all employees "exempt status". The Bank however encourages all non-UK employees to obtain an Exempt Vignette (EV) prior to relocating to the UK, as without an EV you may face more questions at Border Control and when required to show evidence of their exempt status when renting accommodation under the Right to Rent legislation. The application process may take 3 – 4 weeks approx. outside of the UK.    This is how cinfo can support you in the application process for this specific position: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.  

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07/03/2024 - 05/04/2024

HR Officer (Data Preparation & Dashboard Creation) - P2

Turkey, Istanbul, Istanbul - 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, Vision!    How can you make a difference? Background Within the Human Capital Intelligence & Technology team at UNICEF HQ, the People Analytics team supports the Division of Human Resource (DHR) in unpacking people data and providing insights. It also provides leadership in the analysis and interpretation of people data to drive business impact and data-driven decision-making processes, to enhance UNICEF people experience. The People Analytics team performs quality assurance activities to ensure accurate, timely, and consistent information across systems. As the focal point, the team supports requests for people data across the organization, UN agencies, and other entities. The team produces a series of people analytics reports for targeted audience at the global level, such as targeted descriptive and predictive studies, quarterly workforce and recruitment reports, HR Dashboards with data updated monthly, video tutorials to navigate the dashboards, guides, and tools to support HR practitioners in reporting on people data, and more. The audience of these reports is multiple: all UNICEF personnel globally, the OneHR Community, HR data focal points at regional office level, senior management, etc. It is important to understand to which extent these products respond to the needs of the audience within the organization. Accordingly, the team will map all UNICEF's people analytics products and launch early 2024 a quantitative and qualitative study on the audience's perception, usage, and needs of revised and/or new UNICEF's people analytics products. It will, in particular: - Map all the UNICEF People analytics products that are produced and published (e.g. HR inSight Dashboards, People analytics Microsoft PowerBI Dashboards, Quarterly reports on HR Workforce, Recruitment, and Staff Movements, Deep-dives and ad-hoc analytics reports, updated workforce and recruitment datasets, capacity building tools and tutorials for UNICEF personnel and HR community, etc.) - Design and conduct a quantitative and qualitative study on the audience's perception, usage, and needs of UNICEF's people analytics products. - Engage and collect feedback from UNICEF personnel about analytics products that are currently used, developed/customized, and/or needed by all personnel, OneHR Community, HR data focal points, and the Senior Management within the OneHR leadership. - Based on the results of the study, produce actionable recommendations to optimize existing products and exploring the possibility of creating new ones (e.g. a new UNICEF Managers Dashboard based on Supply Division product).   Purpose for the Job Under the general guidance of the HR Planning Specialist (People analytics & Strategic Planning, Monitoring, and Reporting), and in close day-to-day collaboration with the HR Officer (People analytics & Data science), the HR Officer (Data preparation & Dashboard creation) will have three main tasks: 1) design and develop two new Dashboards (Managers and Talent Development dashboards) after collecting business requirements from all stakeholders; 2) implement the recommendations on all People analytics products that will be generated from the above mentioned quantitative and qualitative study; and 3) create a one-stop-shop for a single source of reporting inspired by OneHR dashboards and insight reports.   Key Functions and Accountabilities  Business Analysis - Meet with different stakeholders to understand the status-quo of the existing Managers' dashboard created and maintained by the Supply Division. Collect business requirements to scale up the dashboards in a dynamic and sustainable manner to be used by interested Regions and HQ Division/Office throughout UNICEF with a possibility for custom needs per region/office; - Similarly, collect the business requirement in order to develop a Talent Development dashboard; - Document business requirements and generate technical documentation, including custom needs by user/business owner before starting the development phase of the dashboards; - Ensure continuous communication with all stakeholders, and internally within the People analytics team on every milestone of the development phase of both dashboards. Data preparation & Dashboards creation - Develop the Managers' dashboard and the Talent Development dashboard with a sustainable mind-set using latest techniques for data automation, real-time reporting, easy front-end customization possibilities, appealing visuals and navigation, etc. - Coordinate with ICTD to design a sustainable ETL solution to be used as a data source for the newly created dashboards after understanding UNICEF data warehouse and different data sources needed for the dashboard;  - Work with business intelligence tools (preferably Power BI), in addition to code and develop parts of a tool, feature or software product when necessary; - Implement the recommendations from the quantitive and qualitative study, including the creation of a ?one-stop-shop? for all the UNICEF People analytics products that are currently produced and published in two platforms (HR inSight Dashboards and People analytics Microsoft PowerBI Dashboards). - Use design skills to generate appealing dashboards using smooth and user-friendly navigation, in line with UNICEF branding.   To qualify as an advocate for every child you will have? - A university degree (bachelor's) in computer science, MIS, computer engineering, data science, data analytics, or related field is required. - A minimum of two years of relevant professional experience in business intelligence (BI) analysis, software development and/or data analytics. - Demonstrated experience in developing dashboards is required. - Experience in BI tools like Microsoft PowerBI or similar is required. - Coding skills are required. - Experience working on HR/People analytics is an asset. - Design and data visualization skills are an asset. - Experience working with UN agencies, including UNICEF is an asset. - Developing country work experience and/or familiarity with emergency is considered an asset. - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.   For every Child, you demonstrate... UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values UNICEF competencies required for this post are? - Demonstrates Self Awareness and Ethical Awareness (1) - Works Collaboratively with others (1) - Builds and Maintains Partnerships (1) - Innovates and Embraces Change (1) - Thinks and Acts Strategically (1) - Drives to achieve impactful results (1) - Manages ambiguity and complexity (1) During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. 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 is committed to promote the protection and safeguarding of all children.    Remarks: UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be cancelled. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 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: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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07/03/2024 - 19/03/2024

Human Resources Manager - P4

Spain, Valenciana, Community of, Valencia - 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 connected world The overarching strategic goal of UNICEF's Information and Communication Technology Division (ICTD) is to transform and build partnerships with our stakeholders to successfully implement UNICEF programmes globally through innovative technology-enabled solutions.  UNICEF is going through an exciting digital transformation that will influence the work across the organization. We are looking for dynamic, innovative professionals to drive the transformation and play a key role in shaping the way forward.  The Human Resources function reports to the Chief Information Officer (CIO) in delivering HR strategies and HR administration services as needed, while providing advice on best Talent management practices to enhance performance in the ICT function globally. The function is a strategic Business Partner role within the Senior Management team assuring alignment with strategic objectives to deliver results for children.   How can you make a difference? Under the overall guidance and direction of the Chief Information Officer (CIO) the Human Resources Manager is accountable for the implementation and execution of the talent management strategies for the ICT function. The incumbent will provide authoritative technical guidance to business partners; ensure operational support to clients on all matters pertaining to human resource planning, outreach, recruitment and selection, performance management, career development and succession planning ensuring compliance with UNICEF Human Resources regulations and policies, whilst promoting a strong client-based culture. As accountable for staff administration and wellbeing, the post holder leads on efficient business processes and innovative approaches to timely and accurate staff administration and support. The HR Manager within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.   Summary of key functions/accountabilities: Management of Unit - Support the Director in establishing the annual work plan, setting priorities/targets and performance measurements for the HR Team. - Monitor work progress and ensure results are achieved according to schedule and performance standards. - Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently. Performance Management - Working closely with the center of expertise and case management unit in DHR, provide support and capacity build staff and supervisors in managing performance in line with UNICEF best practices Strategic Talent Management - Proactively collaborate with business units to discuss strategies and approaches to attract, onboard, retain, transition and develop talent within ICTD. - Proactively identify staffing gaps within ICTD and develop workforce plans and outreach strategies in advance to minimize vacancy gaps and to ensure diverse talent in place on time. - Actively engage in global talent management of ICT function; review and advocate for internal mobility within ICTD and the global ICT community to support career development and succession planning. - Provide authoritative technical support in guiding clients through the recruitment process, ensuring compliance with the UNICEF staff selection policy. Technical HR Leadership - Provide technical leadership in one or more HR specialty areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions. - Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole. Business Partnering - Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle. - Work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber. - 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. Strategic Human Resources - Liaise with the HQ Divisions, regional and country offices to 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. - Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging trends in profile requirements. - Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms. 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. Learning and Capacity Development - In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas. - Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline. - Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals. - Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. - Provide orientation briefings to new staff. - Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions) HR Data Analytics - Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies. - Develop data collection systems to optimize data quality. - Coordinate with country offices and partners to provide assistance in their HR information management. Foster sense of belonging in ICTD and the equivalent within the ICT function - Facilitate HR dialogue series on topics of interest to staff in general. - Organize initiatives that facilitate the integration of all staff including staff in out-posted teams in New York and Nairobi. - Facilitate the integration of out-posted staff from other Divisions based in Valencia - Work collaboratively with the Spain Staff Association. Staff Well-being/ Mental Health  - Strengthen the capacity of managers to be important partners in supporting the mental health of employees, to prevent burnout as well as protect and support employees experiencing it. - Oversee the scope of work of the assigned Staff Counsellor to ICTD and collaborate with Peer Support Volunteers.   To qualify as an advocate for every child you will have? - An advanced university degree (Master's or higher) in human resource management, business management, international relations, psychology or another related field. - A minimum of 8 years of relevant professional experience in human resource management in an international organization and/or large corporation - Experience in Talent Management of ICT and Engineering professionals is an asset. - Developing country work experience and/or familiarity with emergency is considered an asset. - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) is an asset.   For every Child, you demonstrate... UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values UNICEF competencies required for this post are? (1) Builds and maintains partnerships (2) Demonstrates self-awareness and ethical awareness (3) Drive to achieve results for impact (4) Innovates and embraces change (5) Manages ambiguity and complexity (6) Thinks and acts strategically (7) Works collaboratively with others (8) Nurtures, leads and manages people. During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.  UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. 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 is committed to promote the protection and safeguarding of all children.    Remarks: UNICEF's active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable women are encouraged to apply. Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service. UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be cancelled. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 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: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.

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06/03/2024 - 17/03/2024

Human Resources (Project) Officer - P2

United States of America, New York, New York - 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, Commitment!    How can you make a difference? Organizational Context UNICEF is the leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers, and policy makers to help all children realize their rights?especially the most disadvantaged. As part of the HQ Efficiency Initiative (HQEI) and related staff support strategy, a Staff Support Unit (SSU) is established by the Division of Human Resources (DHR) to serve as a central resource for staff during the HQ transition. The SSU will act as a referral service and advisory unit to staff affected by the HQEI in NYHQ, Geneva and other HQ out-posted locations. The SSU will ensure that support and information is people-centered and consistent across divisions, working closely with different stakeholders, DHR section chiefs, divisions, and other networks. The unit will deliver a range of services and events in line with the Staff Support Strategy, including policy and career guidance and advice on mitigation procedures. Services will be delivered through internal resources and external providers as needed.   Purpose for the Job The HR (Project) Officer will work closely with the HR Manager, SSU and Chief, Business Partner to ensure a seamless flow of information within the SSU Unit through effective coordination and communication. The HR (Project) Officer will be supported by a project team to carry out the functions as a centralized resource for staff and will liaise with the Specialized Support Network (SSN) to provide timely and consistent information to staff.   The incumbent will organize regular meetings with different focal points to discuss concerns, identify specific requests, and collect lessons learned, and will escalate quickly to the HR Manager and Senior Management any concerns that may arise.   Key Functions and Accountabilities  - Monitor daily performance of the Unit and update the case management system regularly ensuring effective coordination with clients. - Establish workflows, communication, and coordination mechanisms for seamless service to clients. - Through data analytics, produce regular reports identifying surge and trends as part of the service delivery of the Unit to inform the briefing to Chief HRBP and senior management.   - Through research of policies and analysis of data, and in close coordination with the SSN, gather information for knowledge sharing and provide support to staff promptly. - Troubleshoot issues and promptly escalate concerns to the HR Manager/Chief HRBP, as necessary. - Organize regular meetings with respective focal points of the unit, the Specialized Service Network (SSN) and the clients to discuss concerns, identify specific requests, and collect lessons learned. - Compile FAQs based on staff questions to share within the Unit and work closely with the HR Manager and Chief HRBP on advising subsequent plans of action. - Issue timely reports on the performance of the Unit to the HR Manager and Senior Management. - In collaboration with COEs, coordinate the organization of learning programs, wellbeing sessions and capacity building initiatives and briefing sessions as needed. - Establish and update the dedicated Staff Support page to inform audience on the latest advisories. - Support transition of HR roles and contributes towards the establishment and scaling of the capacity of HR post recruitment hub. - Represent change management in various forums related to Recruitment hub.   To qualify as an advocate for every child you will have? - A university degree (bachelor's) in human resource management, business management, international relations, psychology or other related social science field is required. - A minimum of two years of relevant professional experience in human resource management in an international organization and/or large corporation is required. - Familiarity with UN HR systems, policies and procedures are highly desirable.    - Developing country work experience and/or familiarity with emergency is considered an asset. - Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.   For every Child, you demonstrate... UNICEF's Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values UNICEF competencies required for this post are? - Demonstrates Self Awareness and Ethical Awareness (1) - Works Collaboratively with others (1)   - Builds and Maintains Partnerships (1) - Innovates and Embraces Change (1) - Thinks and Acts Strategically (1) - Drive to achieve impactful results (1) - Manages ambiguity and complexity (1) During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here. UNICEF is here to serve the world's most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic. We offer a wide range of benefits to our staff, including paid parental leave, breastfeeding breaks and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements. 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 is committed to promote the protection and safeguarding of all children.    Remarks: UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be cancelled. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. 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. Government employees that are considered for employment with UNICEF are normally required to resign from their government before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason. 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: - Application preparation: Before you apply for this position: Improve your application documents by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). Our coaches are here to help tailor your application to the requirements of the job (service provided at your own cost). - Interview preparation: When invited to the interview: Prepare for the interview by registering for a [Job Application Support](https://www.cinfo.ch/en/individuals/get-support/career-support-in-international-cooperation/job-application-support-in-international-cooperation). - Additional services for  Swiss nationals who get invited to the selection process (written test, interview, assessment centre, etc.): - Let us know by writing to recruitment@cinfo.ch. We flag matching applications to HR partners and SDC/SECO for visibility. - Benefit from free interview/assessment preparation by registering here : [Interview and Assessment Centre Preparation for Jobs in Multilateral Organisations](https://www.cinfo.ch/en/individuals/find-a-job/positioning-swiss-nationals-in-multilateral-organisations/interview-and-assessment-centre-preparation-for-jobs-in-multilateral-organisations). Our coaches stand ready to help prepare for upcoming interview/assessment centre.  

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06/03/2024 - 19/03/2024
TOTAL 18

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