Regional Human Resources Officer (P) Job Description Responsibilities Qualifications Required Skills Job info

Regional Human Resources Officer (P) | IOM - International Organization for Migration

Regional Human Resources Officer (P)

IOM - International Organization for Migration Dakar International P-2, International Professional - Internationally recruited position level Speaks Chinese, Arabic, English, French, Russian, Spanish

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Summary by Impactpool

The Regional Human Resources Officer will support the human resources functions of the Country Offices and the Regional Office under the supervision of the Deputy Regional Director for Management. Responsibilities include overseeing personnel administration, staff development, employee relations, and compliance with HR policies. The role also involves strategic workforce planning, recruitment coordination, and reporting on HR-related issues. The ideal candidate will have a strong background in HR management and be fluent in English and French.

Candidate Requirements:

Master’s degree in Human Resources or related field

2 years of relevant professional experience

Experience in Administration and Human Resources Management

Familiarity with UN common system

High level of computer literacy, especially in MS Office

Knowledge of WAVE HR Module is an advantage

Fluency in English and French

Excellent organization and analytical skills

Job Description

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: Internal candidates Candidates from the following IOM Member States that are not represented among staff members in the Professional and higher categories: Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, 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. Organizational Context and Scope Under the overall supervision of the Deputy Regional Director for Management (DRDM) for RO Dakar and direct supervision of the Regional HR Business Partner, the Regional Human Resources Officer will be responsible for monitoring and supporting the human resources functions of the Country Offices (COs) within the Region and the Regional Office (RO) as well as for assisting the DRDM/HRBP on human resources related issues.

Responsibilities

Regional HR Support

1. In coordination with the DRDM/HRBP, provide support and guidance to the RO, as well as Country Offices in the Region in managing human resources functions, such as Personnel Administration Supervision, Staff Development, Employee Relations and Disciplinary Process, Compensation and Benefits Administration and Payroll Verification, Performance Management System Administration, HR Reporting, Quality Management and Compliance.
2. Review Contracts and Personnel Action forms issued for the Chief of Missions/Heads of Offices in the COs in the RO and support the DRDM/HRBP in reviewing contract extension requests for international staff in the RO.
3. Support the monitoring of Human Resources administration of RO staff, while ensuring HR processes are followed correctly, including but not limited to hiring, re-hiring, staff contracts, transfers, promotions, separations, benefits, and entitlements. 
4. Ensure that the relevant documentation is properly archived in staff members’ personal files. WAVE HR Administration
5. Support the timely and regular implementation of the Performance Appraisal System in the RO and in the COs within the Region.
6. Oversee the maintenance of the WAVE HR Module in the COs in the Region to keep the information accurate and up to date.
7. Support the roll-out/implementation of new HR WAVE updates, including eREC. HR Policy Implementation
8. Assist the DRDM/HRBP in implementing IOM's Human Resources policies, rules and regulations, as well as standards and techniques, considering the COs activities; ensure that the COs’ administrative procedures are in place and followed and are in accordance with the established practices.
9. Support the timely and accurate personnel administration and payroll processing of smaller Country Offices in the Region and ensure proper documentation with regards to the payroll and personnel administration.
10. Assist COs in the implementation of upscaling or downsizing activities in the Region in accordance with HR policies. Strategic Workforce Planning
11. Align Workforce with Strategic Direction: Ensure that the organization’s workforce, its size, skills, and structure match current and future strategic priorities, scenarios, and operating models.
12. Analyse Current Workforce & Capabilities: Assess existing workforce data (headcount, roles, skills, performance, succession, talent pipelines) to understand strengths, gaps, risks, and workforce demographics.
13. Forecast Future Workforce Demand & Supply: Project future workforce needs based on strategy, workload drivers, and productivity assumptions, and compare them to anticipated internal talent supply to identify shortages or surpluses.
14. Assist COs in the implementation of upscaling or downsizing activities in the Region in accordance with HR policies. Recruitment and Talent Management
15. Coordinate the Recruitment processes in COs and the RO in close liaison with the DRDM/HRBP and provide support to the COs in fulfilling the appropriate staff and non-staff vacancy needs and ensure the relevant recruitment procedures are effectively applied.
16. Coordinate staff training activities in COs and the RO in close coordination with the DRDM/HRBP and Staff Development and Learning Unit.
17. Assist the DRDM/HRBP in the development of relevant internal instructions, procedures, and guidelines in coordination with HRM to complement or to adapt the general instructions of IOM regarding human resources management functions. 
18. Assist in training of staff in the Region in relevant areas of human resources management, including ERP HR. Reporting
19. Assist in the preparation of reports that may be required in coordination with the DRDM/HRBP, RD or HRM.
20. Ensure the regular updating of the COs’ and the RO’s organigrams/ staffing tables and

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