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Human Resources Policy Officer (P-3)

Principal Functions

Reporting to the Head, Human Resources Branch and in accordance with the OPCW Core Values of Integrity, Professionalism and Respect for Diversity/Gender Equality, the Human Resources Policy Officer performs the following duties:

Policy development and implementation

  1. Review HR policies and formulate new/revised HR policies in close collaboration with the HRB teams and the Office of the Legal Advisor. Continually assess the adequacy of existing HR policies to meet the emerging workforce and programme needs as well as UN common system initiatives;
  2. Identifies the need for new and revised Staff Regulations and Rules, Administrative Directives, Information Circulars, etc. human resource policies and HR procedures tailored to the specific requirements of the OPCW environment;
  3. Ensures research, and evaluation is conducted on the regulations, rules, policies and procedures available in comparable organisations, and develops procedures and guidelines in consultation with relevant stakeholders, ensuring consistency with the Organisation’s priorities, legislative framework, management objectives, in order to support programme delivery and promote efficiency and effectiveness in HR practices;
  4. Oversees the successful roll-out of policies and procedures, promoting the use of new processes, developing appropriate communication strategies to promote awareness, understanding and support for HR policies across OPCW management and staff;
  5. Promotes consistent application of HR policies throughout the organisation and act as a policy adviser within HRB and provide interpretation and guidance on HR policies, staff regulations and rules, as well as exceptions and precedents to managers and staff. Develops systematic feedback mechanisms/approaches to assess policy impact and effectiveness.

Reporting, planning and strategy development

  1. Ensures alignment of initiatives with overall HR & People strategy. Drives assessment and development of comprehensive human resources strategies, practices, annual plans and programs, which result in the achievement of organisational goals. Tracks the progress of HR strategies and annual planning, supports HRB teams to implement and execute annual plans and HR strategy;
  2. Supports Head HRB during consultations on HR issues and ensures provision of reports and other information on HR issues required to support Senior Management during formal sessions of the Executive Council or Conference of States Parties;
  3. Coordinates and leads on HR reporting to senior management, internal and external auditors as well as policy-making organs and draft HR communications to ensure message consistency across multiple channels;
  4. Maintains liaison with other organisations/agencies (including the UN) to ensure that OPCW is at the forefront of efficiency and effectiveness in the provision of HR policy and strategy development in comparable systems;
  5. Acts as an advocate during consultations and negotiations with line managers, staff representatives and Management, preparing position papers, attending meetings, and delivering presentations to clarify issues. Suggests approaches and modifications to accommodate areas of concern identified by stakeholders in order to achieve acceptance, buy-in and approval of HR proposals.

Staff appeal, disciplinary cases and staff relations

  1. Ensures advice is provided on the application of rules in respect to standards of conduct and disciplinary cases. Advises staff and management on their roles and responsibilities in respect to conduct and discipline, and ensures provision of coaching on the management and documentation requirements for complex individual cases, and on the potential for appeals;
  2. Formulates the Organisation's position on determining the appropriate interpretation and application of regulations and rules to the most problematic and contentious cases as well as on cases of staff complaints, grievances and appeals;
  3. Provides advice to senior managers and staff members on the most viable option available which adheres to existing policies and procedures and/or by undertaking an analysis and evaluation of the merits of the justifications for complicated or unprecedented cases;
  4. Manages the formal internal appeal and disciplinary processes, ensuring compliance by the Organisation with the due process and procedural requirements of cases before the Appeals Council and Disciplinary Committee, and preparation of the Organisation’s case submissions and responses based on research of international civil service employment law, for consultation and clearance by the Director-General through the legal office;
  5. Liaises with staff representatives to resolve HR matters of mutual concern and researches and proposes improvements to staff/management consultative mechanisms.

Overall responsibility for the functioning of the Staff Administration team

  1. Directly supervises the Staff Administration Team Lead and has overall responsibility for the function and strengthening of the Staff Administration team ensuring the efficient and timely implementation of entitlements and benefits (payment of salaries, dependency benefits, education grant, rental subsidy, home leave, onboarding and separation entitlements) in accordance with the Staff Regulations and Interim Staff Rules of the OPCW and applicable Administrative Directives and Information Circulars;
  2. Thinks Big about the development of people; coach and mentor staff to build a strong team. Designs and implements training for operations/ programme staff on HR issues;
  3. Manages the OPCW social security insurance policies for staff (GMIP, SIDDI, NSIDDI) including the technical procurement of such insurance policies as required.

Knowledge and Experience



An Advanced University degree in human resources management, law, public or business administration, industrial relations, psychology or other social sciences; a first level university degree in combination with qualifying experience (minimum 7 years) may be accepted in lieu of the advanced university degree.

Desirable knowlegde

International Civil Law and its application.



A minimum of 5 years of progressively responsible experience in human resources management, several of which must be in HR policy with advanced degree or 7 years with first level degree. Work experience in a multilateral/international organisation, preferably a UN common system organisation.


Experience in handling staff appeal and disciplinary cases preferably in an international and/or multilateral context.


Skills and Abilities (key 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 analyse and research HR policy, effectively apply procedural guidelines and develop realistic implementation plans for new policies, standards, procedures and guidelines;
  3. Shows strong corporate commitment; works to achieve the goals of TS as a whole, making significant contributions to TS priorities or initiatives;
  4. Demonstrated ability to lead the development of clear people strategy; anticipates and understands client needs, formulates clear strategic plans, prioritizes interventions, and allocates resources according to priorities;
  5. 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;
  6. Focuses on impact and results for the client; promotes and lives by an ethic of client service, seeking to produce significant and positive impact;
  7. Excellent organisational, planning and coordination skills and an ability to develop clear goals that are consistent with agreed strategies, foresee risks and adjust plans as necessary;
  8. Actively seek to improve programmes or services and take an interest in new ideas and new ways of doing things; willingness to keep abreast of new developments in the field of human resources and International Civil Law;
  9. 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;
  10. Demonstrated team player approach to work in a multi-cultural environment, with a focus on promoting diversity and inclusivity;
  11. Skilled at displaying empathy and at building and maintaining genuine relationships that are built on trust;
  12. Consistently approaches work with energy and a positive, constructive attitude;
  13. Is able to remain calm, in control and good humoured even under pressure;
  14. Demonstrable partnership, negotiating and influencing skills;
  15. Ability to handle requests from multiple sources and to work effectively across teams;
  16. Strong supervisory and leadership skills with knowledge and practical experience of effective coaching and mentoring;
  17. 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.