Regional Human Resources Business Partner (P4) Dakar, Senegal Full Time NEW

Job Identification (Reference Number): 14418
Position Title: Regional Human Resources Business Partner (P)
Duty Station City: Dakar
Duty Station Country: Senegal
Grade: P-4
Contract Type: Fixed-term (1 year with possibility of extension)
Recruiting Type: Professional
Vacancy Type: Vacancy Notice
Initial duration: 1 year with possibility of extension
Closing date: 12 May 2025

Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process. For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. External female candidates
3. Candidates from the following non-represented member states:
   Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Lao People’s Democratic Republic, Madagascar, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Tonga, Tuvalu, Vanuatu

Second tier candidates include:
All external candidates, except candidates from non-represented member states of IOM.

Context

Under the overall supervision of the Regional Director (RD) and direct supervision of the Deputy Regional Director (Management), and secondary reporting line to the Global Human Resources Business Partner and in coordination with relevant Units in HQ and Administrative Centres, the Regional Human Resources Business Partner will be accountable and responsible for supporting, advising, guiding, and monitoring HR related functions of the Country Offices (COs) within the Region. In addition, the Regional Human Resources Business Partner will also be responsible for the implementation of key HR processes in the Region and strengthening the HR Team’s ability in the Region.

Responsibilities

1. Policy Advice

• Advise staff and managers on HR policies, guidelines and practices;
• Provide quality advice to develop innovative HR approaches and solutions to complex problems;
• Propose business cases and provide justifications for revising or drafting policies, as well as contribute to institutional policy reviews; and,
• Ensure the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in the implementation of HR policies and processes at the COs and RO level providing timely advice, guidance and ensuring follow-up as appropriate.

2. Performance Management and Staff Development

• Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance appraisal system (PAS) succession planning, global mobility, staff development, etc.) and initiatives in the Region working closely with other actors in the DHR, HQ and Administrative Centres;
• In collaboration with relevant managers, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of underperformance;
• Advise staff on career development, and support managers in continuous capacity building and developing staff management capabilities;
• In collaboration with DHR//Staff Health and Welfare Division, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
• Work directly with staff members in Regions and Country Offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
• Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
• Participate as a team member in HR projects, working groups, task forces, etc. within and outside the Region; and,
• Under the guidance of the Deputy Regional Director (Management), act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programs and current people issues/solutions.

3. Planning and Analytics, and Workforce Management

• Use HR analytics proactively to understand the staffing trends in the Region;
• Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives; and,
• Contribute to the development and implementation of the Annual Regional Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders to support the delivery of IOM’s People Strategy.

4. Organizational Design and Structures

• Advise and guide the Region’s managers to set up organizational structures to address the operational needs of and account for the complexity involved in accomplishing business objectives;
• Ensure and promote the use of Generic Positions Descriptions to maintain consistency within and outside the Region; and,
• Reviews classification requests before submission to HQ for evaluation and liaise with the Classification Team to assess the need for desk audit and to facilitate the process.

5. Recruitment and Staffing

• Guide all recruitment activities of national and international staff, including high level national posts at Country and Regional level, and provide advisory services as required;
• Provide guidance to Country Offices, as need, on staffing matters;
• Advise on recruitment and administration of national and international Individual Consultants;
• Work with regional bodies, academic institutions, and Non-Governmental Organizations to identify sources of talents;
• Provide guidance and facilitate the induction, orientation, and integration of new staff members in the Region as needed; ensure staff exit interviews are conducted;
• Facilitate knowledge building and knowledge sharing in the Region through active participation in the HR community of practice;
• Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region; and,
• Provide oversight and guidance to staff/team members on HR matters.

6. Undertake Travel on Duty as necessary.

7. Perform such other duties as may be assigned.

Qualifications

Education

• Master’s degree in Business Administration, Human Resources, Law, Organizational Design, or a related field from an accredited academic institution with seven years of relevant professional experience; or,
• University degree in the above fields with nine years of relevant professional experience.

Accredited Universities are those listed in the UNESCO World Higher Education Database.

Experience

• Experience at International level managing complex human resources (HR) issues, in a multicultural setting; operational or field experience in HR in the multi-lateral or international NGO context;
• Experience working in transformational HR projects with specialization in one or more HR disciplines, including recruitment, performance management, career development, administrative law, succession planning, training and staff development, or workforce analytics; and,
• Experience in the Region with international organizations is advantageous.

Skills

• Knowledge of HR management concepts and practices in the various HR disciplines;
• Knowledge of UN HR rules, regulations and policies is an asset;
• Ability to position HR as a strategic business partner with multiple stakeholders; and,
• Ability to interpret and apply HR policy in a consistent and transparent manner.

Languages

For this position, fluency in English and French is required (oral and written).

Working knowledge of Portuguese and/or Spanish is an advantage.

IOM’s official languages are English, French, and Spanish. All staff members are required to be fluent in one of the three languages.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values – all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators Level 3

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators Level 3

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

Notes

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. For this staff category, candidates who are nationals of the duty station’s country and who do not have prior experience outside the duty station’s country as staff member in the Professional category cannot be considered eligible.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Tagged as: International Organization for Migration, Senegal