Overview
Leads the development and implementation of a global talent acquisition strategy to attract and select highly qualified and diverse talent worldwide. Establishes partnerships to ensure agile, effective, and strategically aligned talent acquisition.
Key Responsibilities
- Manages the talent acquisition function by setting goals and objectives, monitoring efficiency, and contributing to the HR Strategy and Action Plan 2025–2028.
- Establishes strong relationships and collaboration with other HR units to ensure effective, coordinated, and strategic talent acquisition.
- Leads the design, implementation, and delivery of fair, effective, and inclusive recruitment and selection policies and processes.
- Expands global and diverse talent pools by identifying sources of required skills and building relationships with key universities, institutions, and communities.
- Enhances the Organization’s employer image through social media and communication strategies.
- Contributes to the design, development, and continuous improvement of recruitment modules within HR automated systems.
- Represents the Organization in discussions with internal and external stakeholders on talent acquisition-related issues.
- Monitors and reports on all talent acquisition activities and outcomes.
- Establishes, tracks, and analyzes key performance indicators (KPIs) to drive continuous improvement.
- Prepares relevant policy papers, position papers, and briefing notes.
Required Experience
- Ten years of relevant experience in the full range of human resources management in an international organization and/or large international setting, including workforce planning, talent acquisition, and talent management.
- Work experience in more than one location or area of work, particularly in field positions, is essential.
- Extent and relevance of experience in HR management and strategy, specifically in workforce planning, talent acquisition and management.
- Extent and relevance of experience in supervising a team of professionals with HR expertise.
- Good knowledge and experience in human resources management within the United Nations common system is considered a strong asset, as is experience in other international organizations, the private sector, or national government systems.
- Extent and relevance of experience with computerized Enterprise Resource Planning (ERP)/HR systems and their practical application.
Qualifications
- Advanced university degree (Master’s degree or equivalent) in human resources, organizational development, industrial psychology law, business administration with a focus on human resources, or a related field.
- An HR professional certification is considered an asset.
