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1. Organizational Context
a. Organizational Setting
The position is located in the Talent Partners Unit, of the Talent Management Service, within 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 Talent Business Partner works closely with the sector lead, managers, and staff as a strategic adviser on HR-related matters. Together with the business, s/he works to identify and build the medium and long-term workforce required to drive business outcomes; designing in collaboration with the Employee Experience Unit, tailored and integrated talent management strategies to attract, acquire, develop and engage talent. The Talent Business Partner supports and advises managers on talent opportunities and challenges across the Organization and has a key role to play in shaping organizational culture. S/he is assigned to specific business areas of the Organization and contributes to the design and implementation of the talent management strategy for those areas.
c. Reporting Lines
The incumbent works under the supervision of the Senior Manager, HR Talent Partners Unit.
2. Duties and Responsibilities
The incumbent will perform the following principal duties:
a. Partner and build strong relationships with Sector Lead(s), managers, and staff in designated areas of responsibility, proactively supporting the strategic agenda of the business and leveraging the overall talent strategy.
b. Manage the delivery of the annual HR people management cycle including performance management, staffing strategies, staff engagement, succession planning, learning framework and other HR action plans in designated sectors.
c. Recommend optimal HR strategies based on historical performance, predictive HR analytics and scenario-based analysis; measure and quantify the impact of key talent initiatives and drive the compilation and use of the talent/HR analytics agenda across the Organization.
d. Advise managers in establishing clear roles and responsibilities for staff in the context of overall organizational design and classification standards to ensure compatibility across the Organization; ensure robust forward planning for workforce resources.
e. Support the Talent Partner Manager in leading and managing a team of Talent Partners who work to align business objectives with employees and management in designated sectors.
f. Act as project lead for various HR initiatives, working horizontally across the broader HRMD and the Employee Experience team to support the launch of programs related to Talent Management, digitalization, and others.
g. Undertake other tasks as required.
3. Requirements
Education (Essential)
Advanced university degree in Human Resources Management, Economics, Sciences, Social Sciences, Business Administration or related field. A first-level university degree in a relevant discipline plus two years of relevant experience in addition to the minimum years of experience required below may be accepted in lieu of an advanced degree.
Education (Desirable)
HR certification.
Certification in data analytics.
Certification in project management.
Experience (Essential)
At least seven years of professional experience in human resources including in business partnering.
Experience in data analysis including in the field of Human Resources Management.
Experience resolving complex HR issues.
Experience (Desirable)
Experience in multiple human resource disciplines.
Experience managing a team.
Experience managing projects and driving HR transformation through the use of new technologies.
Language (Essential)
Excellent knowledge of written and spoken English.
Language (Desirable)
A good knowledge of French.
Job Related Competencies (Essential)
Client orientation, with the ability to deliver a high-quality client service, improving service execution, delivery and outcomes.
Strong stakeholder engagement skills and the ability to build collaborative relationships.
Ability to present and promote the Organization's position on HR matters in a clear, concise and accurate manner. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, and the administrative practices related to those factors.
Numerical skills. Strong data analysis/reporting skills, as well as skills in gap analysis. Ability to seek the right data, formulate and test hypothesis and design solutions to answer business questions.
Strong analytical and problem-solving skills; initiative in resolving complex and sensitive issues; tact and discretion. Ability to think holistically about problems, curiosity in investigating them, out of the box thinking.
Highly computer literate, competent user of Microsoft Office applications (Word, Excel, Outlook, PowerPoint) and related business and communications tools, the internet and social media, ERP and Planning systems, and ability to adapt quickly to new systems. Ability to drive change and support the transformation of HR using new technologies.
Job Related Competencies (Desirable)
Project management skills, ability to work on projects from initiation to completion through experience and drive for results.
4. Organizational Competencies
1. Communicating effectively.
2. Showing team spirit.
3. Demonstrating integrity.