Talent Management Specialist (HR Strategy & Project Management)

Job Description

ORGANIZATIONAL CONTEXTRBC region counts 14 Country Offices across the Middle East, Central Asia and North Africa and serves over 27 million people which constitutes almost one third of WFPs global beneficiaries. From 2011 onwards, WFP operations managed in this region have seen a sharp increase in terms of operational scope and requirements. This is mainly attributable to emergency response serving those impacted by conflict, violence, and displacement. Most beneficiaries in the region are assisted through unconditional resource transfer activities such as general food distribution through in-kind and cash-based transfers, followed by school meals and nutrition activities.The purpose of this assignment is to deliver country specific HR roadmaps, delivery of professional, client-focused HR capacity development interventions, partnering with Senior managers to contribute to the implementation of HR initiatives, provide regional support to Country offices in implementing HR Strategy.The role will be under the overall guidance of the Senior Regional HR Officer and would involve co-ordination and close partnership with the CO management team.KEY ACCOUNTABILITIES (not all-inclusive)Partner and contribute to the development of HR Road map for Country office in the region, monitor and report progressÿ

• In partnership with CO HR and Regional HR, engage in the development of HR road map that is aligned and integrates CO Strategic and operations priorities along with implementation of the CO & Corporate HR priorities.ÿ
• Coordinate a phased implementation approach of the HR roadmap for the various offices within the region. Undertake review of the implementation progress and analysis to leverage efficiency gains in common projects and communities of practice to support CO.
• This role will oversee and escalate challenges which could hinder the implementation and will be guided by UN/WFP corporate HR Policy and frameworks.
• Provide analysis and insights of CO HR Roadmap to RBC HR team leads for them to plan . Work with Team leads in leverage efficiency gains in common projects and communities of practice to support CO.
• Partner with Regional Sr. HRO & Regional HRO to organize engagement with the HR workforce in the region, via yearly Regional HR Workshop and bi-monthly Regional HR calls, organizing on boarding of new commers etc. focused on building capacity on commonly identified gaps in competencies.
• Lead and coordinate for RB -HR Team on key HR interventions i.e., APP activities and KPI definition for RBC HR team, Act as focal point for the HR budget and partners with subject matters experts in managing CCI Projects with the HR team.

• Lead development of gap analysis of Supervisors? participation to Leadership trainings and develop targeted solutions with CO to address this gap (360 assessments, unconscious bias trainings, corporate leadership programmers, etc.)
• Contribute to the development of culture of feedback for leaders and Supervisors .by utilizing appropriate WFP Corporate interventions.
• Lead the development of Talent Management solutions, conduct pilots and capture learning insights and from the intervention for management review.
• Partner and Lead employee engagement project and conduct pilots in 2- 3 creative and high impact areas -like Job swap/job shadowing program, Creative Reward & recognition program etc.ÿ
• In coordination with the HR Officer SWP, support Country offices in building their Learning & Development plan by performing Learning Needs Analysis and proposing learning solutions to address those.
• Coordinate the building of a L&D plan for 2 of the RBC Strategic Priorities, in partnerships with Programmes team and HQ

• Provide support on the CO HR Operational activities as HRO when required (recruitment, talent management, learning and development, onboarding, performance management etc) and implementation of the new HR initiatives
• In collaboration with the HR SWP officer, provide support on the validation process of interventions such as Orgn alignment and SWP for targeted CO
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