Organizational Setting
FAO’s commitment to environmental sustainability is integral to our strategic objectives and operations.

FAO’s Human Resources Division (CSH) provides HR strategies, policies, tools, guidance and oversight to FAO clients worldwide to ensure that the Organization attracts, develops and retains a diverse, skilled and highly motivated workforce, delivering on the mandate of the Organization. Over the next years, CSH will focus on developing and implementing a people centered strategy, and positioning HR as a strategic partner contributing to the achievement of the mandate of FAO.

The Human Resources Division is composed of two main clusters: (i) the Integrated Talent Management providing advice and managing position management, recruitment, mobility, staff development and training, performance management and social security; and (ii) the HR Strategy and Policy, providing HR strategic guidance, policy and oversight.

The position is located in the Workforce Planning and Position Management Unit (CSHDW) within the Human Resources Division at FAO headquarters in Rome, Italy.

Reporting Lines
Under the overall guidance of the Director, HR Division, the Human Resources Officer (Organizational Design) reports to the Human Resources Officer, leading the Unit.

Technical Focus
Support and conduct organizational design-related activities including strategic workforce planning, structure reviews, forecasting staffing needs and addressing skills gaps.

Key Results
Comprehensive HR expertise for the planning and delivery of multidisciplinary HR programmes, products and services and development of related policies and specialized tools and systems.

Key Functions
• Plans and delivers services in designated human resource field(s).
• Provides advice, policy interpretations and options on how to proceed with the programmes and processes under responsibility.
• Researches and analyses requirements, information, data, statistics and/or trends for the preparation of plans, strategies, reports, policies and/or other products.
• Reviews ongoing service delivery, related policies, procedures and systems to recommend changes, develop proposals and coordinate updates/revisions.
• Collaborates in the development of information and training materials and products to increase understanding of HR services and policies, promote capacity development and facilitate change across the Organization.
• Researches and provides information to management and staff to resolve problems and/or reach agreements on various issues.
• Leads short-term work groups and participates in Organization-wide committees and working groups.

Specific Functions
• Reviews organizational structures to support Divisions, Offices and Centers in achieving their objectives, ensuring consistency in organizational charts and alignment with evolving workforce needs.
• Provides guidance on organizational structures, job design, workforce planning and staffing reviews to support the Organization’s mandate.
• Contributes to designing jobs and structures that optimize workforce capabilities, ensuring the right skills mix, technical capacity and alignment with HR policies and budgetary guidelines.
• Collaborates closely with the Office of Strategy, Programme and Budget (OSP) on issues related to position management, post count, budgetary considerations and programmatic matters.
• Liaises with key stakeholders to ensure enterprise resource planning (ERP) systems and other software tools meet organizational needs related to workforce planning and position management.
• Supports the design and implementation of a strategic workforce planning framework by analysing trends, aligning jobs with organizational needs and maintaining the skills catalog and HR dashboards.
• Conducts position reviews (i.e. establishment, modification and abolition) through job description analysis and organizational chart assessments, ensuring accurate job evaluations and maintaining data for future analysis.
• Participates in and contributes to internal working groups and/or international forums (i.e. Communities of Practice or Interorganizational Working Groups) on topics relevant to the work of the Unit.

CANDIDATES WILL BE ASSESSED AGAINST THE FOLLOWING

Minimum Requirements
• Advanced university degree in human resources management, social sciences, economics, business, public administration, computer science, organizational development, industrial psychology, law or a related field.
• Five years of relevant experience in human resources-related tasks, including organizational design, workforce planning, position management, monitoring and reporting, as well as post planning and cost-related matters.
• Working knowledge (proficiency – level C) of English and intermediate knowledge (intermediate proficiency – level B) of another FAO official language (Arabic, Chinese, French, Russian or Spanish).

Competencies
• Results Focus
• Teamwork
• Communication
• Building Effective Relationships
• Knowledge Sharing and Continuous Improvement

Technical/Functional Skills
• Work experience in more than one location or area of work.
• Extent and relevance of experience in workforce planning, position management, post planning, monitoring and reporting, as well as post- and staff cost-related issues.
• Relevant experience within the UN system would be highly desirable.
• Good knowledge of the conditions of service for International civil servants as regulated by the International Civil Service Commission (ICSC) is highly desirable.
• Familiarity with automated human resources management systems and platforms.
• Demonstrated ability to draft detailed documents and clear concise reports tailored to different audiences.
• An HR professional certification is considered an asset.