Section Head, HR Development(P5)
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 Department of Management (MT) provides a ‘platform of services’ that serves as a foundation for the successful delivery of the IAEA’s scientific and technical programmes. Its mission statement is as follows: “MT is a partner and a business enabler that champions change and efficiency, leveraging a common purpose”. Thus, among other support activities, it assists a scientific manager in recruiting the right expert, helps a technical officer coordinate the purchase of radiation equipment, and ensures that all Board documents are translated and distributed on a timely basis to Member States.
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 2300 people from diverse scientific, technical, managerial and professional disciplines.
The HR Development Section (HDS) provides the Agency’s staff and personnel with HR services and advice in the areas of learning and development, performance management, diversity, equality and inclusion, HR policy and HR data analytics.
Main Purpose
Reporting to the Director of Human Resources (DIR-MTHR), and in close collaboration with the other Section Heads and subject matter experts in MTHR, the Section Head, HR Development Section (HDS) leads the team that implements efficiently and effectively the programmatic objectives of the HR Development Section through developing innovative policies and streamlining of existing processes. The Section Head, HDS creates and sustains an environment that enables MTHR to meet its strategic objectives and strengthen human resource management across the Agency. The Section Head, HSS leads and manages the Sections functions in the area of HR Development, in particular the learning and development, performance management, diversity, equality and inclusion, HR policy and HR data analytics.
Role
The Section Head is: (1) a dynamic leader and manager, providing guidance and managerial support to the team and deploying resources in the most efficient and effective manner; (2) a substantive human resources expert, leveraging knowledge and experience in the field of policy development, knowledge management, and process improvement; (3) an adviser in matters of strategy, policy and complex cases relating to benefits and entitlements, and; (4) a change agent, actively mobilizing staff and resources to implement required changes.
Functions / Key Results Expected
As part of the MTHR leadership team, the Section Head (HDS) will have the following key responsibilities:
Leadership: The Section Head is accountable for the management of human resource programmes and staff, and catalysing technical leadership in a broad range of HR specialty areas. The Section Head leads the HR Services Section with responsibility for work planning and organization, supervision of the work of the Section, and establishing and monitoring performance management indicators of success. The Section Head manages resources in the most efficient and effective manner in alignment with programmatic requirements. The Section Head is accountable for knowledge management by ensuring that HR knowledge content is continuously updated and available, and that best practices are identified, documented and distributed. The Section Head is responsible for providing excellent client service in line with best practice in HR Services.
Policy development and implementation: The Section Head conducts regular reviews of policies, procedures, and practices; develops and recommends improvements as necessary, and ensures timely communication of changes in personnel policies and procedures to staff and management. The Section Head proactively introduces innovative solutions to support achievement of the Agency needs and effectiveness, and advises in matters of strategy, policy and complex cases relating to the area of responsibility.
Learning and development, performance management, diversity, equality and inclusion: The Section Head develops strategies for achievement of competencies and maximum effectiveness of the Agency’s staff; provides direction to the development and implementation of training programmes to enhance staff effectiveness at all levels, and establishes and maintains productive collaboration throughout the Agency. The Section Head ensures the promotion of sound performance management practices, and works with key stakeholders on continuing the improvement of performance evaluation processes.
HR data analytics: Leads the HR data analysis services, advising on innovative automated solutions and People Analytics projects. Ensures continuous improvement of business processes and systems to meet organizational needs. Recommends effective use of technical solutions to meet the evolving needs of human resources management.
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 |
|---|---|---|
| Human Resources | International Human Resource Management | In-depth knowledge of international human resources management principles, planning concepts and staff planning systems |
| Human Resources | Strategic Human Resource Management | Advanced understanding of organizational development with the ability to provide advice on strategic management of human resources |
Qualifications, Experience and Language skills
Master’s Degree – Advanced university degree in human resources management, business or public administration, law or a related field.
Bachelor’s Degree – A first level university degree in human resources management, business or public administration, law or a related field with 4 additional years of relevant work experience, may be accepted in lieu of the advanced university degree.
Thorough knowledge of human resources principles, management and practices as well as procedures and operations in an international organization. Proven ability to be a collaborative leader and creative problem solver who has demonstrated success as a transformational leader in building a high performing team.
Minimum of 10 years progressively responsible experience in human resources or a related area, of which at least five years in a managerial position at the international level.
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.
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 $92731 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 42471*, 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.
