ABOUT THE COMPANY:

Our goal is to build a better, healthier future for people all over the world. Working through offices in more than 150 countries, WHO staff work side by side with governments and other partners to ensure the highest attainable level of health for all people.

JOB SUMMARY

OBJECTIVES OF THE PROGRAMME

Country Management Support Units (CSU) have been established in the organisational structure to provide support for Managers and staff to fully assume their responsibilities in the GSM environment and to ensure compliance with organizational policies, procedures, rules and regulations on all administrative and financial matters and transactions in the context of an enterprise resource Planning (ERP)system.

DESCRIPTION OF DUTIES

Actively participate in the establishment, and manage the implementation of, the HR strategic plan that supports the emergency preparedness, response and recovery activities within timeframes and allocated budgets; identify with managers the emergency staffing needs and contractual modalities, advice on overall HR policies and procedures and ensure the provision of all related services. Coordinate with the Regional Office and HQ the sourcing and outreach efforts, roster management, targeted sourcing, use of stand-by partners, technical networks, NGOs, UNVs and FMTs; ensuring speedy deployment of the right staff and international responders, in the right place, at the right time. Monitor and oversee all staffing and position management actions including facilitating the establishment of new positions, extension of appointments, renewal of non-staff contracts, separation, etc. advocate the use of generic post descriptions. Conduct and manage recruitment and outreach for international and locally recruited staff and non-staff. Establish and maintain related rosters, at the country level. Track and report on HR requirements against plans, status of filled positions/vacancies. Advise on interpretation and application of HR policies, regulations and rules, code of conduct; as well as benefits and entitlements. Provide induction and orientation sessions and briefing to newcomers. Act as attendance and leave administrator for the incident management team. Provide guidance and ensure compliance across the incident management team in the implementation of the performance appraisal system. Manage and supervise the HR team, ensuring that the team functions transparently, efficiently and effectively. Supervise updating and maintaining the relevant HR databases and reporting systems. Provide regular and ad hoc HR reports to support strategic decision making. Draft audit responses, review and follow- up on any outstanding audit recommendations related to the HR issues.Report to the Regional Office on overall status of HR issues including Danger pay, Location verification, Dependency verification and other HR issues as requiredProvides information and analysis of CO’s training and learning needs, facilitates local training and participation of CO staff in the Regional training activities.Perform any other related incident-specific duties, as required by the functional supervisor.

REQUIRED QUALIFICATIONS

Education

Essential: University degree in human resources management, business or public administration, Law, social science, or related field from a recognized institution.
Desirable: Advanced university degree in human resources, public health, business or public administration.

Experience

Essential: At least five years of progressively responsible professional experience in human resources management and administration.
Desirable: Demonstrated experience in the operational application of human resources management policies and practices, selection and recruitment, and the administration of benefits and entitlements.

Skills

–>Knowledgeof human resources management policies, practices and procedures and ability toapply them in outbreak and emergency setting. –>Abilityto identify issues, formulate options for management consideration, make conclusions and recommendations.–>Commitment to implementing the goal of gender equality by ensuring the equal participation and full involvement of women and men in all aspects of work–>Tact, discrete and able to preserve confidential information. Team spirit and time management skills

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Creating an empowering and motivating environment
Moving forward in a changing environment

Use of Language Skills

Essential: Expert knowledge of English.
Desirable: Beginners knowledge of French. Beginners knowledge of Portuguese.

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 64,121 (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 3211 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.

• Staff members in other duty stations are encouraged to apply.

• 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 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.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• 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.

• 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.

• *For WHO General Service staff who do not meet the minimum educational qualifications, please see e-Manual III.4.1, para 220.

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