COMPLETE OUTLINE
PRINCIPAL FUNCTIONS
Under the direct supervision of the Head, Human Resources Branch (H/HRB), the Planning and Co-ordination Officer will perform the following duties:
- Planning, co-ordinating and managing branch tasks, including the HRB strategies and related workplans, priorities and follow-up activities; Facilitating the implementation of HRB's overall work plan by liaising with other Divisions/Branches in the OPCW Technical Secretariat;
- Reviewing HRB Key Performance Indicators (KPI); making recommendations to the H/HRB on administrative and management issues; co-ordinating and preparing the Branch's contribution to the Programme and Budget documents based on performance-based programme budgeting; following up on HRB related issues raised in the different committees and panels; managing the HRB budget and overseeing expenditures/obligations against allotments advising HRB management on issues related to availability of resources;
- Undertaking research of international HR management best practices and issues of strategic importance, and drafting and co-ordinating statements, talking points, briefing documents, background papers, presentations, project documentation and other types of documents, as well as substantive analyses and summaries of reports requiring action by the H/HRB; Assessing approaches for monitoring HRB activities and the development/evolution of reporting mechanisms and identifying areas where reporting can be improved to highlight HRB achievements against work plans;
- Preparing co-ordination meetings on behalf of H/HRB, including ensuring participation and active follow up; participating in meetings and drafting minutes for internal circulation, as required; Accompanying the H/HBR and/or participating in internal and external meetings; writing minutes and following up on actions to be taken with regard to decisions adopted; Serving as contact point for the Branch’s own human resources, including internships, office space, as well as the co-ordination of training and briefings for the Department staff;
- Overseeing the procurement process including RFP/Q submissions with the aim to ensure compliance, transparency and consistency of the process;
- Draft documents for, and provide coordination and administrative support to Boards, Panels and Committees related to the administration of human resources within the Organisation, for example drafting presentations on relevant issues, responses to requests for information and preparing supporting files and ensuring that they are fully operational by initiating replacements for any member who separates or steps down from their role.
- Is the HRB focal-point for the intake of all staff requests for activity outside the organization. Conducts initial review and maintains a repository. Provides ad-hoc reporting to the H/HRB and other stakeholders upon request.
- Organizing information required from HRB to support audit and oversight activities e.g. Office of Internal Oversight/ External Auditors, including participating in and responding to oversight and audit reports (internal and external) and ensuring appropriate corrective actions are taken on audit findings;
- Support the HR management team to identify business challenges and use data analysis to help influence changes to the operations, processes or programmes and make a significant contribution to the integration of HR data into business planning processes; Production of periodic staffing reports, staffing updates for the Executive Council, develop specific recommendations in response to internal and external audits and provide customized reports for various client segments;
- Maintain an HR business intelligence function at OPCW and collaborate with subject matter experts across the HR service areas (Talent management, Policy and Staff Administration); Provide up-to-date HR metrics, research and advocate internally for the constant improvement of HR metrics.
- Performs other duties as required.
Education (Qualifications):
Essential:
An advanced university degree in human resources management, public or business administration, law, industrial relations, psychology, statistics, Business or HR analytics or a related field such as social sciences. A first level university degree in a related field in combination with qualifying experience (minimum 7 years) may be accepted in lieu of the advanced university degree. A relevant combination of technical qualifications and extensive professional experience (minimum 11 years) in human resource management and applicable analysis and/or reporting may be accepted in lieu of the advanced or first university degree.
Experience:
Essential: Minimum 5 years of relevant progressively responsible working experience in human resources, learning, organisational development, recruiting or statistics with advanced degree or 7 years with first level degree or 11 years with relevant other technical qualifications and professional experience.
Desirable: Experience in HR metrics, HR analytics and in HR systems and databases including ERP systems. Proven skills in facilitation and presentation; Experience in working for international organisations.
Skills and Abilities (key competencies):
- Proficiency in using MS software and ERP systems
- Strong analytical skills including experience in using information and statistics to inform solid analyses
- Excellent organisational and coordination skills
- Demonstrable partnership and influencing skills
- Excellent communication skills, both oral and written. Ability to listen to others and take the ideas of others into consideration
- Ability to handle requests from multiple sources and to work effectively across teams
- Knowledge and practical experience of effective coaching and mentoring
- Strong attention to detail, analytical acumen, intellectual curiosity, creativity, a proven work ethic
Language Requirements:
Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.
