International Human Resources Consultant (CST 2)

Job Description

ORGANIZATIONAL CONTEXTThese jobs are found in Country Offices (COs), Regional Bureaux (RBs), and Headquarters (HQ), and typically report to a more senior HR Officer, Regional/Country Director or the designate.Job holders operate with minimal supervision, and provide guidance to junior staff to ensure that operational and project objectives are achieved. They are heavily involved in day?to-day activities and analytical work. Job holders provide advice on low complex issues, applying HR rules, regulations and expertise in making determinations and recommendations across a range of activities.JOB PURPOSEUnder the overall supervision and guidance of the Country Director (CD), the incumbent will be responsible for leading HR operations, building capacity and introducing latest HR practices suitable for the context and scope of operation, rolling out HR initiatives as required. The Incumbent will lead the planning and delivery of professional, client-focused HR services and will provide technical advice and support to the CD, partnering with the Regional Bureau and HQ stakeholders to implement HR solutions in line with the HR corporate prioritiesKEY ACCOUNTABILITIES (not all-inclusive)The HR Officer will be supporting the CO with the implementation plan of an organizational alignment review exercise as well as temporarily lead the HR unit of the CO. Some of the key accountabilities are:

1. Act as Head of HR and oversee the ongoing HR activities with the close support of the national HR team member.
2. Participate in the development of country specific plans and processes and lead the delivery of HR operational activities or projects to meet local objectives and support WFP strategic goals, ensuring alignment with wider WFP policies.
3. Lead the planning and implementation of HR initiatives to meet local objectives, and as aligned with the HR Strategy.
4. Support the CO management and the HOU in the review of the action plan in response to the Global Staff Survey (GSS) and coordinate the implementation of the plan.
5. Support the organizational alignment exercise and initiate the implementation recommendations ensuring timely delivery of the project (within the established deadline) in full compliance with the relevant WFP HR policies and other issuance, implementing best practices.
6. Provide guidance/advice on HR related matters to the management, especially for the implementation of the organizational alignment exercise.

KEY ACCOUNTABILITIES7.Partner effectively with senior managers to understand their priorities and provide advice and solutions on all aspects, especially relating to the organizational alignment exercise and organizational structure including the review of the terms of reference (TORs) of all positions.8.Drive the Talent Acquisition actions within the strategic workforce planning framework and in alignment with the organizational alignment review, following standard processes and wider WFP policies from posting an attractive vacancy announcement until the final candidate is onboarded (drive a high-quality end-to-end selection process; participate in interviews; update e-recruitment system; etc.).9.Provide support in sourcing talent, working with managers to understand their needs, leveraging insights from the strategic workforce planning framework and organizing solutions to recruit a high caliber workforce to deliver the country strategic plan;10.Assist the effective management of the employment relationship between WFP and its staff, determining conditions of service, contracts and appropriate entitlements within the Staffing Framework principles and resolving employee relations issues.KEY ACCOUNTABILITIES11.Update the existing talent management practices and processes such as delivering a stellar onboarding experience, the effective definition and usage of employer branding activities, the launch of an internship programme, innovative activities to further build a high-performance culture.12.Revisit existing HR processes and practices aiming at process optimization, simplification, streamlining, digitization, while remaining fully compliant with the relevant WFP HR Policies and other issuances. Document (SOPs, workflow charts) and communicate the processes as required.13.Implement the recommendations of the RBC HR oversight mission and report back to the RBC HR on full implementation of all recommendations within the established deadlines14.Lead and motivate a small of HR staff, monitoring performance, providing coaching, training and guidance to ensure appropriate development and enable high performance. Establish mechanisms and cultivate the culture of accountability for timely/correct HR actions.15.Maintain and share knowledge with as well as build capacity of the HR team member relating to external industry developments, procedures, and approaches to drive a culture of improvement.16.Take responsibility for incorporating gender perspectives in all areas of work, to ensure equal participation of women and men as well as to achieve the CO?s gender target.17.Monitor the accurate and compliant recording of data; coordinate and prepare timely corporate statistics and conduct analysis, identifying trends and potential issues, and proposing solutions to stakeholders.18.Other as requiredDELIVERABLES AT THE END OF THE CONTRACT:

• Assistthe organizational alignment implementation within the timeline including recruitment, separations, communication, and employee/management engagement.
• Introduce/adjust/revamp innovative HR practices, programmes and approaches in certain HR areas upon definition and prioritization with the Country Director.
• Support the recruitment of the HR Officer, onboard the selected candidate, including capacity building in all key HR processes and practices.
• Build the capacity of the HR team in the HR policies, processes, and best practices. Establish mechanisms and cultivate the culture of accountability for timely/correct HR actions.
• Document effective knowledge transfer as well as capacity building to HR team member.
• Complete implementation of the RBC HR oversight mission.

4Ps CORE ORGANISATIONAL CAPABILITIESPurpose

• Understand and communicate the Strategic Objectives: Understands WFP?s Strategic Objectives and the link to own work objectives.
• Be a force for positive change: Flexibly adapts individual contributions to accommodate changes in direction from supervisors and internal/external changes (such as evolving needs of beneficiaries, new requirements of partners).
• Make the mission inspiring to our team: Recognizes and shares with team members the ways in which individual contributions relate to WFP?s mission.
• Make our mission visible in everyday actions: Sets own goals in alignment with WFP?s overall operations, and is able to communicate this link to others.

People

• Look for ways to strengthen peoples skills: Assesses own strengths and weaknesses to increase self-awareness, and includes these in conversations on own developmental needs.
• Create an inclusive culture: Participates in open dialogue, and values the diverse opinion of others, regardless of background, culture, experience, or country assignment.
• Be a coach & provide constructive feedback: Proactively seeks feedback and coaching to build confidence, and develop and improve individual skills.
• Create an ?I will?/?We will? spirit: Participates in accomplishing team activities and goals in the face of challenging circumstances.

Performance

• Encourage innovation & creative solutions: Shows willingness to explore and experiment with new ideas and approaches in own work.
• Focus on getting results: Consistently delivers results within individual scope of work on time, on budget and without errors.
• Make commitments and make good on commitments: Commits to upholding individual accountabilities and responsibilities in the face of ever-changing country or functional priorities.
• Be Decisive: Makes rational decisions about individual activities when faced with uncertain circumstances, including in times of ambiguity regarding information or manager direction.

Partnership

• Connect and share across WFP units: Seeks to understand and adapt to internal or cross-unit teams? priorities and preferred working styles.
• Build strong external partnerships: Demonstrates ability to understand and appropriately respond to and/or escalate needs of external partners.
• Be politically agile & adaptable: Portrays an informed and professional demeanor toward internal and external partners and stakeholders.
• Be clear about the value WFP brings to partnerships: Provides operational support on analyses and assessments that quantifies and demonstrates WFP?s unique value as a partner.

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