HR Specialist (Administrative Law) 

  • Location:
  • Salary:
  • Job type:
  • Posted:
    3 weeks ago
  • Category:
    Human Resources
  • Deadline:
    December 13, 2022



Within the Human Resources Management Department, the Human Resources Policy and Administration of Justice unit (HPJ) is responsible for the development of WHO’s human resource management policies reflecting organizational needs and best practice. HPJ also provides advisory services to the Organization, with a view to ensuring consistent and equitable policy application. In the immediate area of work, the sub-unit provides advisory services and legal input in order to ensure the consistent and equitable application of the Organization’s human resources policies, procedures and activities.


Specifically the incumbent:

1. Supervises members of the team that prepare the Organization’s position and response to: i. requests for Administrative Review; and ii. Appeals to the Global Board of Appeal (GBA). In this area of responsibility, the incumbent:i. Considers and advises on the applicability of legal precedents from the ILOAT jurisprudence, and related case law from the GBA (and former Headquarters Board of Appeal), on the development, applicability and implementation of the Organization’s policies and procedures; represents the Organization before the GBA including overseeing the analysis of the Appellant’s legal arguments, consulting with staff and management to gather facts, oversees independent comprehensive legal research, deciding on the strategy and complex legal arguments necessary to best represent the Organization’s interests particularly in cases which have complex and varied fact patterns.ii. Reviews complex issues to determine compliance by the Organization to its rules and procedures, mitigating the risks and benefits to the Organization in pursuing alternative mechanisms for the settlement of issues, providing guidance for the resolution of claims, representing the Organization in negotiations with staff members or their representatives with a view to resolving issues under review.

2. Provides guidance on legally sound courses of action with regard to the implementation and application of the Organization’s Staff Regulations and Staff Rules and related human resources policies and procedures, particularly in cases which are of a complex or sensitive nature, or where often there are no precedents across the three levels of the Organization

3. Supervises staff within the sub-unit to ensure the appropriate prioritization and delegation of activities to team members, in order to meet the team objectives, and may act as Manager (Administrative Law) in his/her absence.

4. Attends conferences and meetings related to human resources and legal issues; attends sittings of the ILO Administrative Tribunal.

5. Contributes to the development and revision of Staff Regulations and Staff Rules, eManual provisions and other information or regulatory tools, in order to reflect changes in the Organization’s statutory and policy framework.

6. Works in other areas of human resources and performs all other related duties as required.



Essential: An advanced level university degree in Law.


  • University degree in human resources management.
  • Admittance to Bar of a Member State or an equivalent qualification to practice law in a Member State.




  • At least seven years’ experience in the application of legal principles and concepts, and in the analysis and application of rules and regulations.
  • Experience in grievance and appeals systems, and in an international setting and multicultural environment.

Desirable: Some experience in the management of human and financial resources and assets.



  • Knowledge of the general principles of law, and their unique application in international organizations.
  • Ability to instil confidence, negotiate, and persuade both senior management and staff; analytical skills, effective communication skills to present information clearly and logically (including legal issues and impacts of policies to non-lawyers) orally and in writing.
  • Ability to develop innovative solutions which are fair to staff and support managerial responsibilities, interpersonal skills to work with people across the Organization, including in the regions.
  • Tact and high degree of discretion and confidentiality.
  • Ability to provide leadership and also work in team settings.
  • Knowledge of personnel management theories and principles of staff management an advantage.
  • Knowledge of WHO’s internal justice system is an asset.



WHO Competencies

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



Use of Language Skills

Essential: Expert knowledge of English.


Intermediate knowledge of French.

Intermediate knowledge of UN Language.



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 75,602 (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 1115 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.




  • This vacancy notice may be used to fill other similar positions at the same grade level
  • Only candidates under serious consideration will be contacted.
  • A written test may be used as a form of screening.
  • In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: Some professional certificates may not appear in the WHED and will require individual review.
  • Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and Manual.
  • Staff members in other duty stations are encouraged to apply.
  • WHO is committed to workforce diversity.
  • 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.
  • WHO has a mobility policy which can be found at the following link: Candidates appointed to an international post with WHO are subject to mobility and may be assigned to any activity or duty station of the Organization throughout the world.
  • Applications from women and from nationals of non and underrepresented Member States are particularly encouraged