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1. Organizational Context
a. Organizational Setting
The Organizational Development and Policy Officer is located in the Employee Experience Unit of the Talent Management Service, in the Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a future-ready and skilled workforce. Through the effective recruitment, deployment, development and retention of WIPO's workforce, the Talent Management Service contributes to the delivery of an agile, innovative workforce whose performance is aligned with WIPO's short and long-term goals and where talent management delivers tangible results that positively affect engagement.
b. Purpose Statement
The Organizational Development and Policy Officer will lead the development and implementation of talent management policies, focusing on performance management, rewards and recognition, workforce planning, and organizational development. This role is central to transforming WIPO's approach to talent management by creating frameworks that align with organizational values and strategic goals. The successful candidate will engage key stakeholders across the organization to ensure that policies are effectively developed, linked to each other, when necessary, rolled out, and adopted, providing the frame for an integrated approach to talent management.
c. Reporting Lines
The Organizational Development and Policy Officer reports to the Senior Manager, Employee Experience Unit and cooperates closely with Talent Business Partners in HR Talent Partners Unit, the HR Data and Technology Unit in the HR Operations Service, along with the Office of the Legal Counsel (OLC).
2. Duties and Responsibilities
The incumbent will perform the following principal duties:
a. Lead the design, drafting, and implementation of comprehensive talent management policies and guidelines, including workforce planning, performance management, rewards and recognition, development, and mobility, and recruitment ensuring alignment with organizational values and strategic objectives.
b. Conduct consultations with key stakeholders, including managers and employees, to understand their needs and ensure their perspectives are incorporated into the new policies. Benchmark and include best practices across industries including the private sector, IP offices and International Organizations.
c. Collaborate across HR, OLC, the staff council, and leadership to ensure policies and guidelines align with existing organizational frameworks, leveraging their expertise in case management and their integrated view of the entire Talent policy framework to ensure cohesion and impact.
d. Use data and analytics and effective business practice to assess the effectiveness of talent management policies and guidelines and make evidence-based recommendations for improvements. Stay informed about industry trends and best practices to ensure policies are modern, effective, and meet the evolving needs of the organization.
e. Ensure that all talent policies and guidelines comply with staff rules and regulations, and organizational standards. Proactively identify and mitigate potential risks related to talent management policies.
f. Provide guidance and training to HR staff, managers, and leadership on the implementation and interpretation of talent management policies and guidelines. Act as a subject matter expert on talent-related policy issues.
g. Lead or support change management efforts related to new policy and guideline application initiatives, ensuring effective communication, stakeholder engagement, and smooth adoption across the organization.
h. Create an evaluation framework to assess the effectiveness of policies and guidelines and their impact on the organization, gathering feedback from users and making recommendations for improvements.
i. Undertake other tasks as required.
3. Requirements
Education (Essential)
Advanced university degree in Human Resources, Organizational Development, Business Administration, or a related field.
Education (Desirable)
First-level university degree in Law, Human Resources, Organizational Development, Business Administration, or a related field (required).
Experience (Essential)
At least seven years of experience in talent management, HR strategy, or organizational development, including designing policy frameworks, ideally in both public and private sectors.
Demonstrated experience in drafting policies, related guidelines in consultation with key stakeholders, and managing organizational change.
Experience (Desirable)
Experience in creating and implementing communication or engagement plans to transform work culture.
Language (Essential)
Excellent knowledge of written and spoken English.
Language (Desirable)
Knowledge of other WIPO official languages, particularly French.
Job Related Competencies (Essential)
Strong knowledge of talent management processes, frameworks, and business best practices.
Excellent written and verbal communication skills, with the ability to draft clear, concise policies and relevant guidelines and effectively engage stakeholders.
Strong analytical skills, with experience using data to inform decision-making.
Strong project management skills, with the ability to manage multiple priorities and deadlines.
Strong interpersonal skills, with the ability to influence, collaborate, and build relationships at all levels of the organization.
Job Related Competencies (Desirable)
Knowledge and / or experience of designing training and development material.
Ability to draft and create communication pieces.
4. Organizational Competencies
1. Communicating effectively.
2. Showing team spirit.
3. Demonstrating integrity.
4. Valuing diversity.
5.