Human Resources Officer

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The length of appointment for internal FAO candidates will be established in accordance with applicable policies pertaining to the extension of appointments

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• FAO is committed to achieving workforce diversity in terms of gender, nationality, background and culture
• Qualified female applicants, qualified nationals of non-and under-represented Members and persons with disabilities are encouraged to apply
• Everyone who works for FAO is required to adhere to the highest standards of integrity and professional conduct, and to uphold FAO's values
• FAO, as a Specialized Agency of the United Nations, has a zero-tolerance policy for conduct that is incompatible with its status, objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination　　
• All selected candidates will undergo rigorous reference and background checks
• All applications will be treated with the strictest confidentiality
• FAO staff are subject to the authority of the Director-General, who may assign them to any of the activities or offices of the Organization.

The Food and Agriculture Organization of the United Nations (FAO) contributes to the achievement of the 2030 Agenda through the FAO Strategic Framework by supporting the transformation to MORE efficient, inclusive, resilient and sustainable agrifood systems, for better production, better nutrition, a better environment, and a better life, leaving no one behind.

Organizational Setting
FAO’s Human Resources Division (CSH) provides HR strategies, policies, tools, guidance and oversight to FAO Offices worldwide to ensure that the Organization attracts, develops and retains a diverse, skilled and highly motivated workforce, delivering on the mandate of the Organization. Over the next years, the Human Resources Division will focus on developing and implementing a people centered strategy, and positioning HR as a strategic partner contributing to the achievement of the mandate of FAO.
The Human Resources Division is composed of two main clusters, namely, (i) the Integrated Talent Management, providing advice and managing position management, recruitment, mobility, staff development and training, performance management and social security; and (ii) the HR Strategy and Policy providing HR strategic guidance, policy and oversight.
The position is located in the Integrated Talent Management cluster of the Human Resources Division (CSH) at FAO headquarters in Rome, Italy.

Reporting Lines
The Human Resources Officer reports to the Human Resources Officer, HR Division under the overall guidance of the Deputy Director, HR Division.

Technical Focus
The Human Resources Officer supports talent acquisition and management, particularly in emergency operations but not exclusively limited to them, ensuring compliance with HR policies.

Key Results
The provision of human resource services to management and staff.

Key Functions
• Plans and delivers services in designated human resource field(s).
• Consults with designated business partners on specific HR requests, issues and problems and provides advice, policy interpretations and options on how to proceed.
• Analyses requirements and researches and analyses information, data, statistics and/or trends for the preparation of plans, strategies, reports, policies and/or other products.
• Reviews ongoing service delivery, related policies, procedures and systems to recommend change, develop proposals and coordinate updates/revisions.
• Collaborates in the development of information/training materials and products to increase understanding of HR services and policies, to promote capacity development and to facilitate change across the Organization.
• Researches and provides information to management and staff to resolve problems and/or reach agreement on various issues.
• Leads short-term work groups and participates on Organization-wide committees and working groups.
• Plans and delivers services in designated human resource field(s).
• Consults with designated business partners on specific HR requests, issues and problems, and provides advice, policy interpretations and options on how to proceed.

Specific Functions
• Contributes to talent acquisition and talent management activities, with specific attention to recruitment targets and other corporately established key performance indicators (KPIs) in particular for emergency and resilience.
• Reviews complex recruitment-related issues and prepares relevant correspondence.
• Supports the coordination and implementation of HR operational activities for emergency and resilience.
• Monitors selection process of staff, ensuring timely filling of vacant positions; liaises with the Regional and Country Offices, provides support in identifying job requirements for emergency operations, and participates in selection panels, as and when required.
• Supports collaboration with external recruitment sources to ensure supply of suitable and qualified candidates, contributes to the review of best practice candidate sourcing techniques to enhance the candidate pool, review the effectiveness of recruitments sources and prepares relevant analytic reports.
• Supports the identification of training and learning needs, contributes to the planning of workshops/learning programmes to enhance HR capacity in the field staff and shares best practices and lessons learnt among HR practitioners and other stakeholders.
• Supports revised or new business requirements for existing Enterprise Resource Planning (ERP).

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CANDIDATES WILL BE ASSESSED AGAINST THE FOLLOWING

Minimum Requirements
• Advanced university degree in human resources management, organizational development or a related field.
• Five years of relevant experience in human resources management including the implementation of talent acquisition and/or talent management strategies.
• Working knowledge (proficient - level C) of English and limited knowledge (intermediate - level B) of another FAO official language (Arabic, Chinese, French, Russian or Spanish).

Competencies
• Results Focus
• Teamwork
• Communication
• Building Effective Relationships
• Knowledge Sharing and Continuous Improvement

Technical/Functional Skills
• Work experience in more than one location or area of work, particularly in field positions.
• Extent and relevance of experience in human resources management, including talent management preferably in complex country and/or emergency context.
• Extent and relevance of experience in development and implementation of human resources policies and procedures.
• Familiarity with automated human resources management systems.
• Ability to analyse complex issues.
• Working knowledge (proficient - level C) of French is considered a strong asset.