IMPORTANT NOTICE REGARDING APPLICATION DEADLINE:  please note that the deadline for applications is indicated in local time as per the time zone of the applicant’s location.

a.    Organizational Setting

A key initiative outlined in WIPO’s Medium Term Strategic Plan 2022-2026 is the development of a Human Resources Framework that meets the organization’s current and future needs. The Human Resources Management Department has undergone structural changes, including the establishment of a Talent Management Service. This service aims to ensure a skilled, agile, and innovative workforce aligned with WIPO’s goals, fostering engagement and delivering measurable results. The Talent Management Service encompasses the HR Talent Partners and Employee Experience Units.

b.    Purpose Statement

The primary objective of the Director of the Talent Management Service (TMS) is to establish and enhance WIPO’s talent management infrastructure. Collaborating with WIPO’s business programs, regional offices, leadership team, and external stakeholders, the Director will design and implement the organization’s talent management strategy, programs, and processes. This high-visibility role serves as an internal advisor on leadership development, workforce planning, and long-term talent strategy, while also supporting the day-to-day management of the Human Resources Management Department in the absence of the Director, HRMD.

c.    Reporting Lines

The Director of Talent Management Service reports directly to the Director of the Human Resources Management Department.

d.    Work Relations

The Director will liaise extensively with the Senior Leadership Team, Program Directors, and Managers, as well as key internal stakeholders, including the Office of the Legal Counsel, the Office of the Controller, the Program Performance and Budget Division, the WIPO Academy, Central Services Division, and WIPO Staff Council. Engagement with external stakeholders will include Member State representatives and counterparts across the UN common system.

The incumbent will perform the following principal duties:

a.   Provide leadership and management for the Talent Management Service, overseeing the Talent Business Partner and Employee Experience Units (approximately 23 colleagues). Lead talent interventions across recruitment, learning and development, performance and talent reviews, mobility, culture and engagement, diversity and inclusion, and succession planning. Ensure close integration with other HRMD services and the WIPO Academy.

b.   Proactively support initiatives that promote effective leadership, enhance employee experience, and drive culture-building processes. Collaborate with the Senior Leadership Team and Learning and Development Task Force to develop and continually refine WIPO’s learning and development framework.

c.   Design and implement an agile talent management strategy aligned with WIPO’s Medium Term Strategic Plan, encompassing programs for mobility, diversity, inclusion, career planning, and performance management. Provide oversight for organizational transformation initiatives.

d.   Participate in strategic planning and work closely with Program Managers and Directors to formulate and implement talent strategies that anticipate needs, assess risks, and identify mitigation strategies, ensuring alignment with WIPO’s human resources and business objectives.

e.   Ensure access to the necessary human capital to address business challenges, guiding an agile talent acquisition function that responds to evolving needs and fosters a diverse workforce.

f.    Develop and implement HR initiatives that foster positive relationships within the organization. Represent the organization in internal and external discussions as delegated by the Director.

g.   Manage staff, financial, and material resources within the Talent Management Service effectively. Prepare documents, reports, and briefings for the Director, Director General, and Governing Bodies.

h.   Perform other related duties to support the success of the Talent Management Service and the broader Human Resources Management Department.

Education (Essential)

Advanced university degree in human resources management, business, public administration, or a related field; or a first-level university degree with two additional years of relevant experience.

Experience (Essential)

A minimum of 15 years of progressively responsible professional experience, including at least five years at a senior management level in HR management, strategic planning, and organizational development. Experience as a Business Partner.

Substantial experience in Talent Management, specifically in managing a center of expertise / specialized service across two or more areas including recruitment, management of performance and rewards, learning and development, and employee engagement. This diverse background is essential for leading effective talent strategies that promote growth and a thriving workplace culture.

Proven track record of driving organizational change.

Experience (Desirable)

Experience in both private and public sectors in HR management.

Experience in managing talent acquisition initiatives including full cycle recruitment.

Language (Essential)

Excellent written and spoken proficiency in English.

Language (Desirable)

Knowledge of other UN official languages, particularly French, is preferred.

Job Related Competencies (Essential)

Strong understanding of the talent management cycle, including recruitment, competency modeling, performance management, and career development.

Leadership and management skills, with a history of successfully leading teams and managing resources.

Ability to drive organizational and cultural change within a results-oriented framework.

Strategic vision with strong problem-solving capabilities, particularly in a multicultural environment.

Effective interpersonal skills, with the ability to maintain partnerships and working relations with diverse stakeholders.

Job Related Competencies (Desirable)

Proficiency in digital tools and technologies that enhance talent services.

Familiarity with current HR trends and best practices in both public and private sectors.

1.    Communicating effectively.

2.    Showing team spirit.

3.    Demonstrating integrity.

4.    Valuing diversity.

5.    Producing results.

6.    Showing service orientation.

7.    Seeing the big picture.

8.    Seeking change and innovation.

9.    Developing yourself and others.

Mobility:  WIPO staff members are international civil servants subject to the authority of the Director General and may be assigned to any activities, office or duty station of the Organization.  Accordingly, the selected candidate may be required to move from time to time to new functions and/or to another duty station.

Annual salary:

Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment.  Please note that this estimate is for information only.  The post adjustment multiplier (cost of living allowance) is variable and subject to change (increase or decrease) without notice.  The figures quoted below are based on the October 2024 rate of 95.3%

Please refer to WIPO’s Staff Regulation and Rules for detailed information concerning salaries, benefits and allowances.

Additional Information

* Initial period of two years, renewable, subject to satisfactory performance.  No fixed-term appointment or any extension hereof shall carry with it any expectancy of, nor imply any right to, (further) extensions or conversion to a permanent appointment.

This vacancy announcement may be used to fill other posts at the same grade with similar functions in accordance with Staff Rule 4.9.5.

Applications from qualified women as well as from qualified nationals of unrepresented Member States of WIPO and underrepresented geographical regions are encouraged. Please click on the following links for the list of unrepresented Member States and the list of underrepresented regions and the WIPO Member States in these regions.

The Organization reserves the right to make an appointment at a grade lower than that advertised.

By completing an application, candidates understand that any willful misrepresentation made on this web site, or on any other documents submitted to WIPO during the application, may result in disqualification from the recruitment process, or termination of employment with WIPO at a later date, if that employment resulted from such willful misrepresentations.

In the event that your candidature is shortlisted, you will be required to provide, in advance, a scanned copy of an identification and of the degree(s)/diploma(s)/certificate(s) required for this position. WIPO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and these will be reviewed individually.

Additional testing/interviewing may be used as a form of screening.  Initial appointment is subject to satisfactory professional references.

Additional background checks may be required.