1. Supervises and administers the implementation of entitlements and benefits (payment of salaries, dependency benefits, assignment grant, education grant, rental subsidy, home leave and repatriation grant) in accordance with the Regulations and Rules of the OPCW and applicable Administrative Directives and Information Circulars. Acts as the focal point for answering atypical queries and/or advising staff members regarding their eligibility to entitlements and benefits.
2. Supervises and administers the issuance of contracts, for all categories of staff including SSA: checks all contracts issued for accuracy in terms/conditions of staff members' employment. Monitors the induction of staff members
3. Advises Head, HRB and prepares analysis on the implementation of the tenure policy, oversees the monitoring and issuance of contracts regard to terms/conditions of their employment and in particular in the context of the tenure policy;
4. Administers and manages the staff benefit insurance policies GMIP, SIDDI, NSIDDI, HSRIP&Kidnap/MAIP;
5. Monitors and reports on the OPCW Staff Costs budget to Management and works closely with Budget Branch on monitoring it. Monitors the HRB budget and report on its expenditure. Provide annually HR data for IPSAS 25 (Employee Benefits)
6. Participates in the formulation of human resources policies, strategies, practices and procedures related to administration of entitlements to meet the evolving needs of the organisation. Advises on the development, modification and implementation within OPCW of UN common system policies and practices related to E&B, and reviews their effectiveness.
7. Maintains liaison with other organisations/agencies to ensure that OPCW is at the forefront of efficiency and effectiveness in the management of entitlements and benefits in comparable systems, including the UN common system.
Overall responsibility for the function and strengthening of the team
8. Analyses the scope of HR Team responsibilities, complexities/constraints and workload volumes and proposes optimal strategic long term team structure and functional distributions;
9. Strengthens the HR Team in its understanding and implementation of HR policies;
10. Builds capacity to coach and to establish systems that will be sustainable for the future;
- Align current HR practices with established corporate strategies and practices
- Build staff competence, creating an environment of creativity and innovation
- Defines roles and division responsibilities within HR team and promote an effective team
- Creates and promotes an enabling environment for open communication
Facilitation and promotion of knowledge building and knowledge sharing.
11. Designs and implements training for operations/ programme staff on HR issues
12. Synthesises lessons learned and shares best practices in HR
13. Contributes to knowledge networks and communities of practice
14. Ensures effective human resources management for national and international staff alike, focusing on the delivery of HR administrative and staffing services from appointment and contract / entitlement management to separation;
Performs other duties as required.
Knowledge and Skills
Essential:
An advanced university degree in human resources management, public or business administration, law, industrial relations, psychology, or a related field.
Skills and Abilities (key competencies):
- Demonstrates integrity by modelling the UN values and ethical standards
- Demontrated ability to promote the vision, mission, and strategic goals of the TS
- Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability
- Fair treatment to all.
Functional Competencies:
- Displays knowledge of underlying theory of HR, including a broad range of HR disciplines as well as HR best practices in public and private sector applied to clear strategic plans and interventions, and advice to clients.
- Develops realistic implementation plans for new policies, standards, procedures and guidelines.
- Shows strong corporate commitment; works to achieve the goals of TS as a whole, making significant contributions to TS priorities or initiatives.
- Focuses on impact and results for the client; promotes and lives by an ethic of client service, seeking to produce significant and positive impact.
- Communicates clearly and convincingly; demonstrates strong oral and written communications skills. Is particularly able to draft and submit legal opinions and responses within the administrative guidelines and staff rules and regulations.
- Promotes a learning environment in the HR Unit; empowers staff to address their development needs and promotes an open atmosphere of mutual feedback and support.
- Displays strong analytical organizational and time management skills; displays flexibility, adaptability and the capacity to work under stress. Displays excellent interpersonal skills and is a team player in a multi-cultural environment.
- Demonstrates the ability to carry out research to contribute to formulation of policies, standards, procedures and guidelines.
- Leads teams effectively and shows conflict resolution skills
- Focuses
Experience
Essential: A minimum of 5 years of progressively responsible experience in human resources management, several of which must be in the area of UN entitlements and benefits and in one of the following specialisations: , HR policy and HR planning. A first level university degree in combination with qualifying experience (minimum 7 years) may be accepted in lieu of the advanced university degree.
Desirable: Work experience in national government, non-profit organisation or in an international organisation. A degree in Labour Law or in depth experience with legal aspects of organisational development and human resources would be an advantage.
Languages
Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.
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