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Employee Engagement Officer (P-2)

Principal Functions

Reporting to the Head Talent Management and in accordance with the OPCW Core Values of Integrity, Professionalism and Respect for Diversity/Gender Equality, the Employee Engagement Officer performs the following duties;


The HRB Talent Management section is responsible for providing human resources support in workforce planning, talent acquisition, staff learning and development and employee engagement. The Employee Engagement Officer will play an integral role in overseeing delivery of HR project activity associated with major human resources programmes to further enhance overall customer services. The Employee Engagement Officer is responsible for coordinating the full employee life cycle of the Organisation. The Officer will coordinate activities related to onboarding, staff development, workforce planning and offboarding, to ensure staff all OPCW staff have a smooth onboarding experience, are engaged and productive. The position is part of HRB Talent Management section. Under the general supervision of the Head Talent Management the Employee Engagement Officer will be responsible for developing HR project plans ensuring key deliverables, milestones, stakeholders, resources and budget are identified and documented. The role also requires working with key stakeholders to ensure the delivery of key project-related deliverables/milestones on time and within budget, resource, and policy; as well as ensure that projects are effectively implemented within the Organisation. applying business expertise, subject matter domain knowledge, and competitive landscape insights to shape proactive People and Talent strategies.

Key responsibilities:

The Employee Engagement Officer is a coordinator ensuring all related HR project activities are completed within the expected timeline and quality, while seeking support and collaboration from HR project team members and relevant stakeholders.

  1. Coordination of activities related to the employee lifecycle including onboarding, staff development, workforce planning, and offboarding;
  2. Responsible for design and coordination of HR Projects;
  3. Responsible for activities ensuring positive onboarding experience of new staff which includes;
  4. Planning and implementation of orientation training days for new staff;
  5. Offer support for the orientation of new staff members as Welcome Coach;
  6. Coordination of offboarding activities which includes;
  7. Exit surveys;
  8. Management of HR tool in this field;
  9. Identify areas of improvement in processes throughout the staff lifecycle from onboarding to offboarding;
  10. Coordinate the implementation and action planning for all employee engagement activities;
  11. Organisation and execution of OPCW Recognition Programmes;
  12. Responsible for staff engagement survey through the relevant HR tool, including negotiations with the vendor and budget allocation.
  13. Keeping abreast of the latest trends driving HR practices and innovations;
  14. Perform any other duties as required.

Knowledge and Experience



A university degree or equivalent experience in human resources management, business administration, social sciences or related field; a first level university degree in combination with qualifying experience (minimum 4 years) may be accepted in lieu of the advanced university degree; project management certifications are welcomed.



A minimum of 2 years of progressively responsible professional experience in human resources management. Experience in the areas of project management, focused on employee life-cycle and engagement; planning, organizing, and delivering on time and on target. Knowledge of international HR management issues and practices, including UN Common System regulations and rules is desirable.

Skills and Abilities (key competencies):

  1. Strong influencing skills, with the proven ability to build trusted relationships with staff members and managers and the ability to stimulate others to positive action;
  2. Innovative and creative problem solving;
  3. Strong communication outgoing, poised and persuasive communication style;
  4. Strong presentation and facilitation skills, engaging the commitment of others;
  5. Good understanding of the latest HR trends and the intersections between HR and culture;
  6. Ability to drive ideas to execution and deliver results through and with people, including action plan implementation;
  7. Takes initiative in defining realistic outputs and clarifying roles, responsibilities and expected results in the context of the project;
  8. Ability to adapt and manage deliverables and resources in a changing environment;
  9. Demonstrated team player approach to work in a multi-cultural environment;
  10. Collaborative decision-maker with excellent project management skills.


  1. Enthusiastic
  2. Persuasive
  3. Goal oriented
  4. Takes initiative
  5. Driven to get things done
  6. Positive response to pressure

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.