Food and Agriculture Organization of the United Nations (FAO)

Human Resources Officer (Learning and Staff Development)

Food and Agriculture Organization of the United Nations (FAO)

Job Description

Organizational Setting FAO’s Human Resources Division (CSH) provides HR strategies, policies, tools, guidance and oversight to FAO clients 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, CSH will focus on developing and implementing a people centered strategy, and on positioning HR as a strategic partner and a streamlined function.

The Human Resources Division is composed of two main clusters, (i) the Integrated Talent Management providing advice and managing position management, recruitment, mobility, staff development & training, performance management and social security, and (ii) the HR Strategy and Policy, providing HR strategic guidance, policy and oversight.

Reporting Lines The Human Resources Officer reports to the Senior Human Resources Officer, Learning and Performance Branch (CSHL) Technical Focus Design, lead and advise on learning, staff development, career management and performance management related activities Key Results Comprehensive HR expertise for the planning and delivery of multi-disciplinary HR programmes, products and services and the development of related policies and specialized tools and systems.

Key Functions • Leads projects and/or work teams, leads and/or participates on Division teams, provides Secretariat Services and/or professional HR expertise on Organization-wide HR committees and working groups and represents FAO at inter-agency meetings; • Analyzes HR requirements, information, data, statistics, relativities, trends, problems, and/or issues to support service delivery, new HR initiatives, and the preparation of plans, strategies, reports, policies and/or other products; • Provides specialist HR advice and expertise to designated 'business partners' on specific or complex cases, staff requirements, policy interpretation issues, labour relations issues and/or best practices, etc.; • Manages special projects and provides guidance to consultants for the development and implementation of new HR products, tools, and systems; • Develops information, training materials and products to increase understanding of HR programmes, services and policies, promote Capacity Development and facilitate the introduction of 'Change' across the Organization; • Provides information and assistance to management and staff to resolve problems and/or reach agreement on complex issues; • Develops relevant performance criteria and indicators to evaluate HR programmes, products and services.

Specific Functions • Manages, develops and maintains corporate learning programmes and ensures that programmes are offered at a global scale, meeting the needs of the Organization • Facilitates learning via face-to-face training, webinars, virtual, and blended learning; incorporates a variety of presentation methods and applications to accommodate different learning styles • Identifies and analyzes staff development, career support and performance management needs and designs frameworks and programmes to meet identified needs • Develops, updates and communicates capacity development initiatives and provides career and performance management guidance and advice • Provides learning advice and support to functional Subject Matter Experts (SMEs)/field learning focal points thorough the different phases of developing and delivering a learning solution • Evaluates, selects and manages vendors for the design and delivery of programmes • Communicates and promotes existing/upcoming corporate learning solutions and ensures key stakeholders leverage them to address relevant learning needs • Measures and tracks the effectiveness and impact of training and learning solutions and recommends ways to enhance effectiveness and impact • Keeps abreast of developments in the area of learning, staff development, career and performance management CANDIDATES WILL BE ASSESSED AGAINST THE FOLLOWING Minimum Requirements • Advanced university degree in Human Resources Management, law, business Administration, organizational development, industrial psychology or a related field • Seven years of relevant experience in human resources management including learning, staff development, career support and performance management • Working knowledge of English and limited knowledge of another FAO official languages (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 is desirable • Extent and relevance of experience in designing, developing, managing and evaluating learning programmes and capacity development initiatives using a variety of learning methodologies (online, face-to-face and blended learning) • Extent and relevance of experience in development and implementation of programmes related to onboarding, career support, leadership and management, and staff engagement • Familiarity with automated human resources and learning and performance Management Systems • Demonstrated strong writing, analytical, facilitation, presentation and project management skills and experience • Demonstrated strong customer-focused skills and experience
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