Head, Talent Management (P-4)

Principal Functions

Underthe direct supervision of the Head of Human Resources Branch, and working with the other sections heads within the branch and through the staff within the section, the post holder will undertake the following activities:

Talent Management Strategy

1. Develop a Talent Management vision, mission and strategy tied to the OPCW People Strategy to drive the achievement of results within the relevant HR field and leverage insights and data to inform the Talent Management strategy and roll-out people programmes;
2. Lead the efforts for translation of organisational strategies for performance management and employee growth, leadership development, and succession planning into talent management strategies and support the learning needs associated with it;
3. Coordinate the completion of all Talent Management projects ensuring that they deliver against targets and results and that any benefits are fully realised;
4. Build awareness and understanding of Talent Management policies and programmes through knowledge sharing across the Organisation;
5. In collaboration with the Head, Talent Development, lead and coordinate efforts to ensure implementation of the OPCW performance management approach and achievement of critical milestones, including probation, continuous assessment and year-end reporting;
6. In collaboration with the Head, Talent Acquisition, support the Talent Acquisition team in creating and developing a highly efficient recruitment and onboarding process that seeks to identify, recruit, and retain exceptional candidates aligned with the Organisation’s mission and principles;
7. Improve manager capabilities through coaching and implementation of management enablement, best practices and programmes;
8. Design and develop leadership training programmes that include Diversity & Inclusion (D&I) elements to improve leadership capabilities, and ensure implementation of these training programmes in collaboration with the Head, Talent Development;
9. Keep abreast of talent management developments, trends and metrics within and outside the UN-system organisations, and provide substantive input and/or prepare working papers and progress reports for presentation to senior management, State Parties and the OPCW policy-making organs.

Team management

1. Provide leadership for the Talent Management Section (TMS) ensuring that staff are aware of the vision and mission of the section and that the work is geared toward achieving these;
2. Lead the performance management of the section, either directly or indirectly, through the relevant line supervisors, ensuring that all staff have set objectives and that work is assessed through the year to attain these;
3. Through the oversight of the work of the Talent Acquisition and Talent Development team ensure that KPI’s developed to assess the work of the section are fully aligned with section objectives. Maintain regular reporting of performance;
4. Provide mentorship and development support for staff within the TMS, and through direct line supervisors ensure that staff within the section are functioning effectively and develop over time to achieve their potential.

Employee Development and Engagement

1. Provide thoughtful leadership and oversee Talent Development governance for a blended approach to learning, leveraging both digital and live learning as appropriate;
2. >Provide strategic advice on career development and oversee the career transition programme;
3. Lead the development, roll-out and analysis of the Employee Engagement Survey and of Pulse Surveys;
4. Lead the strategy and programmes that support employee engagement, driven by data from Employee Engagement Survey and Pulse Surveys;
5. Conceptualize and drive employee engagement and feedback programmes, empowering leaders to have ownership around action plans;
6. Build an outstanding employee experience through people events, learning & development opportunities, and more.

Workforce planning

1. Develop workforce planning methodology specifically adapted to support OPCW’s organisational needs, including forecasts capturing both critical and routine human resources requirements in order to support workforce planning at all levels;
2. Working closely within the approved budget, develop and maintain the Organisation’s workforce plan to identify all staff resourcing/promotions/reassignment needs, whether through tenure of normal turnover, to ensure that proactive recruitment is undertaken to minimize the delay in recruiting to these posts;
3. Lead the revision of the OPCW’s current competency framework, with a view to making it a modern, practical and useful tool for competency assessment, competency development and performance enhancing learning interventions.

General HR

1. Contribute to the development of the people strategy, HRB Workplan and ensure that TM activities are embedded within the work of the branch;
2. Contribute to the development and finalization of relevant Administrative Directives within the HR field;
3. Provide general advice to the Head HRB on matters related to Talent Management;
4. Any other duties as deemed appropriate for the post.

Knowledge and Experience

Education

Essential

An advanced university degree in human resources management, social science, public or business administration, industrial relations, psychology, or a related field.

Experience

Essential

A minimum of 7 years of progressively responsible experience in human resources management, several of which must be in talent development and/or talent acquisition. Experience in a supervisory/managerial role is essential. A first level university degree in combination with qualifying experience (minimum 9 years) may be accepted in lieu of the advanced university degree.

Desirable

Work experience in a multilateral/international organisation, preferably a UN common system organisation is desirable.

Skills and Abilities (key competencies)

Key competencies:

1. Demonstrates integrity by modelling the OPCW values and ethical standards;
2. Promotes the vision, mission, and strategic goals of the TS;
3. Demonstrated ability and commitment to display cultural, gender, religion, race, nationality and age sensitivity and adaptability;
4. Fair treatment to all.

Functional Competencies:

1. Displays knowledge of underlying theory of HR, including a broad range of HR disciplines as well as HR best practices in public and private sector applied to clear strategic plans and interventions, and advice to clients;
2. Demonstrates the ability to develop realistic implementation plans for new policies, standards, procedures and guidelines;Shows strong corporate commitment; works to achieve the goals of TS as a whole, making significant contributions to TS priorities or initiatives;
3. Focuses on impact and results for the client; promotes and lives by an ethic of client service, seeking to produce significant and positive impact;
4. Communicates clearly and convincingly; demonstrates strong oral and written communications skills. Is particularly able to draft and submit legal opinions and responses within the administrative guidelines and staff rules and regulations;
5. Demonstrated ability to lead the development of clear office strategy; anticipates and understands client needs, formulates clear strategic plans, prioritizes interventions, and allocates resources according to priorities;
6. Promotes a learning environment in the Talent Management Section; empowers staff to address their development needs and promotes an open atmosphere of mutual feedback and support;
7. Displays strong analytical organisational and time management skills; displays flexibility, adaptability and the capacity to work under stress;
8. Displays excellent interpersonal skills, which includes critical thinking skills, the ability to identify assumption, judging the persuasiveness of arguments, assessing risks and proposing logical well-reasoned arguments;
9. Demonstrated team player approach to work in a multi-cultural environment, with a focus on promoting diversity and inclusivity;
10. Demonstrates the ability to carry out research to contribute to formulation of policies, standards, procedures and guidelines;
11. Show an ability to challenge conventional approaches and a willingness to build a unique approach;
12. Ability to position HR as a strategic partner in the change management processes.
    Skilled at displaying empathy and at building and maintaining genuine relationships that are built on trust;
13. Show an ability to challenge conventional approaches and a willingness to build a unique approach;
14. Consistently approaches work with energy and a positive, constructive attitude;
15. Is able to remain calm, in control and good humoured even under 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.