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Qualifications

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.

Organizational Context:

1.      The work environment

The incumbent will work under the direct supervision of the Team Lead, HR Organizational Design, Workforce Planning & Client Relations and in close collaboration with other HRT team members.  He/she will perform the responsibilities and duties of the post using a high degree of initiative and sound judgement.  The incumbent will also work in close collaboration with other members of the BOS division, EURSA, Ombudspersons, GSC and HQ colleagues to fulfil the post’s requirements. 

2.      The role of the individual within the team – team member

The incumbent will provide HR support to the  workforce across all Departments and Operations based in Copenhagen on recruitment, onboarding and benefits and entitlement  related matters. The incumbent will advocate that in the improvement, development and evaluation of policy processes, the human rights and gender equality perspective is incorporated in all policies at all levels and at all stages, by the actors normally involved in policy-making.

3.      Available guidelines

The incumbent is guided by the World Health Assembly and Regional Committee resolutions, European Programme of Work (EPW), GPW 13, SDGs, WHO manuals, WHO staff rules and regulations, WHO Human Resources e-manual. Resolutions and decisions of WHA, EB and RC documents in the areas under his/her responsibility. Directives of DG and RD.  Organizational practices and precedents.

4.      Degree of independence in decision-making

The incumbent works with a considerable degree of independence and directs the work of HR Associate. The incumbent is expected to exercise sound judgement in the use and interpretation of the rules of procedure, decisions, WHO policy guidelines, in working with other members of the HRT team and the BOS division. Occasionally, specific assignments are given by the supervisor which would be accompanied by broad instructions. The incumbent would then be responsible for undertaking the assignment in order to achieve the stated objective.

5.      Nature and purpose of contacts within and outside the Organization

Within the Organization

Within WHO contacts are mainly within HRT, the BOS division and other technical divisions in the RO, GDOs, Country offices, regional offices and Headquarters.

Outside the Organization

H/she develops and maintains working relations with counterparts of other UN organizations, and other relevant partners to keep abreast of new policies and best practices and exchange information related to particular assignments.

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:

Solid knowledge of staffing practices and data management software.

Solid experience in recruitment and modern sourcing methods. Strong technical, analytical and organizational skills.  Track record of strong business judgment, connecting human resources with business goals and objectives. Knowledge of sound human resources principles.

Emotional intelligence: Ability to identify and manage one’s own emotions, as well as helping others to do the same.

Educational Qualifications:

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 offers staff in the General Services category an attractive remuneration package, which for the above position includes an annual net 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 [email protected] 

• 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. 

• 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.