The Planning and Coordination Officer plays several key roles: (1) the liaison point - working closely with relevant managers in the Department and with administrative staff, coordinating and synthesizing human resource activities, advising on overall resource requirements; (2) the adviser - explaining to managers the range of options and promoting the best solution; (3) the analyst - exercising insight, judgement and skill in the investigation and analysis of human resources, methods of implementing managerial and human resources activities, and recommending improvements; (4) the advocate - representing the views and needs of the Department; and, (5) as an approving officer within delegated authority.
Responsibilities:
Effectively coordinates actions relative to the administration of human resources activities in the Department of Safeguards, including recruitment and selection processes (review of job descriptions, provision of input to the job classification process, vacancy announcement, long-listing, short-listing), placement, promotion, performance appraisal, separation of staff members etc., ensuring consistency in the application of the Agency’s rules and procedures.
Analyses and provides advice on selection and recruitment initiatives. Provides advice and support to hiring managers and staff on human resources related matters. Ensures accurate projection of vacancies and staffing requirements for the Department of Safeguards.
Identifies needs and establishes HR benchmarks and develops business intelligence reports on various HR data for the Department of Safeguards. Ensures an intelligent analysis of workforce data and statistics and provides advice and recommendations based on HR analytics. Coordinates and prepares HR reports, presentations, briefing notes based on the analysis of the workforce data. Implements and recommends HR practices and strategic interventions to optimize the use of programme resources.
Monitors and reviews the work programme, recruitment plans and budget by conducting regular and special reviews to assess progress of actual work versus the programme plan. Defines requirements with respect to improving reporting systems and cost-effective utilisation of programme resources. Advocates the best application of HR practices, staffing, development and organizational planning to achieve organizational/business objectives.
Develops and implements special projects and human resources management initiatives and participates and/or leads special human resources projects. Participates in working groups on cross-cutting and special projects identifying issues/problems, formulating guidelines and establishing new procedures. Supports the Section Head with implementation of structural changes through effective information sharing and problem solving. Forecasts risks and liaises with relevant stakeholders.
Fulfils the functions of an Administrative Officer for the Department of Safeguards and liaises with the Division of Human Resources on staffing issues and other human resources matters and when necessary, coordinates responses to requests received from legislative bodies.
Keeps abreast of developments in various areas of human resources. Ensures continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the Department of Safeguards.
Requirements:
Advanced university degree (Master’s Degree) in human resources management, programme management, business or public administration or a related field.
In lieu of an advanced university degree, a first level university degree (Bachelor's Degree) with additional two years of relevant experience may be considered.
Minimum of seven years of working experience in the management of human resources, preferably at an international level, specifically in workforce data analysis, human resources planning, recruitment and implementation of human resources management initiative, is required.
Knowhow of financial management is desirable.
Experience with Enterprise Resources Planning (ERP) systems or other similar information management system is desirable.
Experience working with talent management/recruitment systems is desirable.
Experience implementing change management initiatives is desirable.
