HR Business Partner(P4)
JOB DETAIL
IMPORTANT NOTICE REGARDING APPLICATION DEADLINE: Please note that the closing date for submission of applications is indicated in local time as per the time zone of the applicant’s location.
Organizational Setting
The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2500 people from diverse scientific, technical, managerial and professional disciplines. The HR Management Section (HMS) provides HR services to the Agency and advice to managers in the areas of workforce planning, talent acquisition, staff relations and the business partner approach.
Main Purpose
Reporting to the Section Head, HMS, HR Business Partner serves as an advisorto management on human resources related matters to ensure alignment of organizational entities with their respective programmatic needs while continuously promoting respectful working environment.
He/she provides guidance and support to managers on workforce planning, talent acquisition, performance management, HR rules and regulations, and learning and development matters in collaboration with other subject matter experts in MTHR. He/she oversees the related HR process and supervises the work of the assigned staff.
Role
The HR Business Partner is: (1) a substantive HR expert and adviser, who provides managers proactive and strategic advice and guidance on HR-related matters including but not limited to workforce planning, talent acquisition, working environment, and performance management; (2) an analyst, developing human resources strategies to support programmatic deliverables based on assessment of current and projected human resources needs and (3) a manager, managing the assigned staff, establishing work plans, monitoring performance, and providing guidance, coaching and staff development support.
Functions / Key Results Expected
– Support managers in developing coherent strategic plans to meet current and projected human resources requirements based on in-depth analysis of the Department or Offices programmatic needs and budget.
– Support managers throughout the recruitment and talent acquisition process and advise staff in recruitment matters.
– Provide guidance and assistance to managers on performance management, HR policy, learning and development including coaching, counselling, disciplinary actions, etc. in close collaboration with other subject matter experts in MTHR.
– In close collaboration with MTHR staff relations team, work closely with management and staff to continuously strengthen work relationships, build morale, and increase productivity.
– Manage assigned HR processes in the area of responsibility, as required.
– Monitor effectiveness of existing HR regulations, procedures and guidelines and pro-actively contribute to their modification or establishment of the new ones, as needed. Participates in policy making and other HR working groups; performs other procedural/policy related tasks as required.
– Build awareness and understanding of HR policies, procedures and guidelines through engagement with managers.
– Maintain an effective level of business literacy about the designated entities budget, strategic plans, programs, and culture.
– Assess and anticipates HR-related needs for assigned group of clients.
– Analyse trends and develop solutions, programs, and best practices.
Competencies and Expertise
Core Competencies(Competency Framework)
| Name | Definition |
|---|---|
| Communication | Encourages open communication and builds consensus. Uses tact and discretion in dealing with sensitive information, and keeps staff informed of decisions and directives as appropriate. |
| Achieving Results | Sets realistic targets for himself/herself and for the team; ensures availability of resources and supports staff members in achieving results. Monitors progress and performance; evaluates achievements and integrates lessons learned. |
| Teamwork | Encourages teamwork, builds effective teams and resolves problems by creating a supportive and collaborative team spirit, remaining mindful of the need to collaborate with people outside the immediate area of responsibility. |
| Planning and Organizing | Sets clearly defined objectives for himself/herself and the team or Section. Identifies and organizes deployment of resources based on assessed needs, taking into account possible changing circumstances. Monitors team’s performance in meeting the assigned deadlines and milestones. |
Functional Competencies
| Name | Definition |
|---|---|
| Client orientation | Examines client plans and develops services and options to support ongoing relationships. Develops solutions that add value to the Agency’s programmes and operations. |
| Knowledge sharing and learning | Identifies and establishes systems and mechanisms to facilitate development of best practice and knowledge management. Encourages staff members to learn continuously and to share knowledge through mentoring, networking and development, and training opportunities. |
| Technical/scientific credibility | Provides guidance and advice in his/her area of expertise on the application of scientific/professional methods, procedures and approaches. |
Required Expertise
| Function | Name | Expertise Description |
|---|---|---|
| Administrative Support | Discretion and Respect for Confidentiality | Application of a high degree of tact, diplomacy and discretion, and proven ability to maintain confidentiality. |
| Human Resources | International Human Resource Management | Knowledge of international HR management principles, concepts and practices. |
| Human Resources | Recruitment | Knowledge of HR principles and concepts with special emphasis on recruitment. |
| Human Resources | Strategic Human Resource Management | Ability to link human resources with strategic organizational goals. |
Qualifications, Experience and Language skills
- Advanced university degree or equivalent in human resources management, public or business administration or any other related field.
- University degree in human resources management, public or business administration or any other related field combined with three additional years of relevant work experience may be considered in lieu of advanced university degree.
- Minimum of seven years of progressively responsible experience in human resources management with emphasis on workforce planning and recruitment, including experience at an international level.
- Thorough knowledge of human resources principles, management practices as well as HR procedures and operations in an international organization.
- Knowledge of best practices in international human resources management in the private sector and/or UN Common System an advantage.
- At least 3 years in a strategic partnership role, supporting and influencing senior executive leadership. Knowledge of Enterprise Resource Planning software and recruitment software such as TALEO would be an asset.
- Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.
Remuneration
The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $77326 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 35415*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; Other benefits include 6 weeks’ annual leave, home leave travel, pension plan and health insurance. More information on the conditions of employment can be found at: https://www.iaea.org/about/employment/professional-staff/conditions
General Information
- The IAEA’s paramount consideration in the recruitment of staff member is to secure employees of the highest standards of efficiency, technical competence and integrity.
- Staff Members shall be selected without any unfair treatment or arbitrary distinction based on a person’s race, sex, gender, sexual orientation, gender identity, gender expression, religion, nationality, ethnic origin, disability, age, language, social origin or other similar shared characteristic or trait.
- The IAEA is committed to gender equality and to promoting a diverse workforce. Applications from qualified women and candidates from developing countries are strongly encouraged.
- Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity.
- The IAEA has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and the IAEA, including sexual harassment, abuse of authority and discrimination.
Evaluation process
- The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the selection criteria stated in the vacancy announcement. Applicants must provide complete and accurate information. Evaluation of qualified candidates may include an assessment exercise, which may be followed by a competency-based interview.
- Candidates under serious consideration for selection may be subject to reference and background checks as part of the recruitment process.
Appointment information
- Appointment is subject to a satisfactory medical report.
- Staff members may be assigned to any location.
- Candidates appointed to posts in the Professional and higher categories are subject to IAEA rotation policy and their maximum tour of service shall normally be seven years.
- The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above.
