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Senior Human Resources Officer


Grade: P4 

Vacancy no.: RAPS/2/2022/HRD/01
Publication date: 31 August 2022
Application deadline (midnight Geneva time): 3 October 2022


Job ID: 9264 
Department: HRD 
Organization Unit: HR/TALENT 
Location: Geneva   
Contract type: Fixed Term 


The following are eligible to apply:

  • ILO Internal candidates in accordance with paragraphs 31 and 32 of Annex I of the ILO Staff Regulations.
  • External candidates.


Staff members with at least five years of continuous service with the Office are encouraged to apply.


Applications from officials who have reached their age of retirement as defined in Article 11.3 of the Staff Regulations on or before 31 December 2017, or who have already separated from ILO service upon retirement or early retirement, will not be considered.


The ILO values diversity among its staff and welcomes applications from qualified female candidates. We also encourage applicants with disabilities. If you are unable to complete our online application form due to a disability, please send an email to


The ILO welcomes applicants with experience in working within ILO constituents (governments, employers’ and business membership organizations, and workers’ organizations).


Applicants from non- or under-represented member States, or from those member States which staffing forecasts indicate will become non- or under-represented in the near future would be particularly welcome. A list of these countries can be found here:


In addition to the interviews and tests that any candidate may be required to take, successful completion of the ILO Assessment Centre is required for all external candidates and any internal candidate applying to a higher category.


Notwithstanding the general considerations set out in the ILO Staff Regulations, this vacancy announcement is the only authoritative document pertaining to the qualifications required for this position. The minimum required qualifications were determined in view of the specific duties and responsibilities of this position.


The specific language requirements for this position are detailed hereunder. However, candidates applying for the professional category vacancies who have not already successfully completed their probationary period within the ILO and whose mother tongue is not one of the working languages of the Office (English, French and Spanish), shall be required to possess a fully satisfactory working knowledge of at least one of the ILO working languages. If appointed they may be required to acquire a knowledge of a second working language of the Office during their initial years of service.


The position is located in the Capability and Performance Unit of the Talent Management Branch (HR/TALENT) within the Human Resources Development Department (HRD). The Department is the central authority on human resource matters in the ILO. HRD seeks to align the Office’s human resources capacity with the strategic objectives of the Organization to ensure that it can carry out its mission effectively.

The HR/TALENT Branch is responsible for the recruitment, selection, mobility and retention of staff; the provision of services related to organizational design and job classification; staff development, training and performance management; and the development of policy work within its areas of expertise.

The Capability and Performance Unit is responsible for the implementation of the Office’s capability and performance strategy, including management of the performance management framework, centralized leadership and capability-development activities and assuring a career development path through learning activities for ILO staff. The Capability and Performance Unit includes two Senior Human Resources Officers who manage activities of performance management and staff development, based on responsibilities assigned. The distribution of responsibilities between the two positions is such that the incumbent of this position focuses on performance management, rewards and recognition, language development, leadership and executive coaching activities while the other Senior HR Officer has a focus on learning strategies, design and delivery of centralized staff development activities and support for capability building Office-wide. 

The position will report to the Coordinator of the Capability and Performance Unit.

Specific Duties

1.Assess and monitor the implementation of the Performance Management Framework leveraging the functionality available in the ILO’s integrated online Talent Management System; maintain quality control mechanisms, including ensuring adherence to performance standards, guidelines and procedures. 
2.Drive the continuous improvement of the Performance Management Framework through needs assessment. Analyse cases of non-compliance and recommend appropriate action to staff and managers.  Coach and advise staff and managers on the use of the framework. Organise activities for the network of Performance Management Focal Points. 
3.Analyse complex cases related to Performance Management on an assignment basis. Prepare briefs and recommendations for the Reports Board in close consultation with HR partners and other units in HRD. Ensure the correct application of Reports Board decisions, follow up on actions to be taken and report on progress.
4.Formulate and update policies and communications related to performance management, rewards and recognition, leadership and staff development. Conduct trends analysis and draft reporting inputs for internal and external bodies in the above areas. Develop key indicators to assess the impact of policies and activities, implement evaluation measures and analyse results. Make recommendations for further improvement to ensure return-on-investment for the Office.
5.Propose leadership, rewards and recognition, and diversity and inclusion initiatives (including gender, disability, geographical, youth, work experience).  Develop, pilot, implement and coordinate new workshops and programmes in line with organizational needs. 
6.Oversee activities of the ILO’s Language Centre in Geneva and the global distance language learning programme. Assess language learning needs and propose changes to language offerings including the use of blended learning. Maintain relationships with language services provider(s) and UN organizations participating in joint agreements. Oversee and guide the work of the HR Assistant for the Language Training Centre
7.Manage marketing, publicity and communications strategies for programmes, courses and learning events. Develop online catalogues and activity schedules, manage nomination and enrolment processes, utilising the learning management module of the ILO’s integrated online Talent Management System.
8.Coordinate actions and exchange information with HR professionals in other UN organizations on matters related to performance management, rewards and recognition, leadership and staff development. 
9.Oversee procurement processes of external services under the central training funds. Draft requests for proposals, waiver requests and terms of reference. Drive selection processes and draft evaluation reports. Manage relations and communications with partners, project counterparts, instructional designers, technical developers, facilitators and subject matter experts.    
10.Perform other relevant duties as assigned.

These specific duties are aligned with the relevant ILO generic job description, which includes the following generic duties:

optional section (only if needed)

Generic Duties

  1. Review the work of other professional and general service staff for compliance with HR rules and regulations and for soundness of judgement and conclusions. May also directly supervise a specialized HR unit.
  2. Provide expert advice on the development, implementation and administration of the area(s) of functional responsibility. 
  3. Assess and determine organisational and programme needs for new or modified HR policies and practices, taking into account changing circumstances and environment, and consult with managers and staff representatives on proposed HR policies or modifications, participating in negotiations with the Staff Union as required.
  4. Conceive, formulate, test and advocate within the Organization new and/or improved approaches, processes or techniques for the delivery of HR services. Develop comprehensive and proactive procedures and programmes to deal with the HR needs of the organisation. Plan, direct and monitor the introduction of changes.
  5. Formulate the position of the Organization on HR policies and on the application of rules and regulations to highly sensitive or contentious cases and recommend appropriate action to senior management.
  6. Analyse and ensure compatibility of HR regulations formulated at inter-agency level with those formulated and applied by the Organization.
  7. Determine contentious and complex cases of eligibility of staff to entitlements or benefits. Certify benefits and ensure the correct application of decisions taken at the common system level on entitlements and benefits.
  8. Serve as secretary to policy level committees in the area of expertise. Present and discuss technical matters and provide technical advice on positions to be taken at the inter-agency level.
  9. Represent the organisation at inter-agency meetings as well as on missions. Prepare papers and statistics, exchange information on practices, negotiate the adaptation of common system practices, and enhance collaboration at the common system level.  Represent the HR department in working group and joint committee meetings in the area of functional responsibility.
  10. Prepare and conduct training in the relevant HR field.

Required qualifications


Advanced university degree (Master’s or equivalent) in human resources management or other relevant field. A first-level university degree (Bachelor’s or equivalent) in the afore-mentioned field or other relevant field with an additional two years of relevant experience, in addition to the required seven years of experience stated below, will be accepted in lieu of an advanced university degree.
Coaching qualifications and/or Advanced university degree in coaching, career development, performance management is an advantage.


At least seven years of experience including at the international level in human resources management.  
Demonstrated experience in the field of performance management, leadership and capability development. Experience in the development and coordination of executive and/or blended education programmes, rewards and recognition programmes and/or managing learning activities at a global level is an advantage.


Excellent command of one official language (English, French, Spanish) of the Organization and a working knowledge of a second official language of the Organization. One of these languages must be English. Knowledge of a third official language would be an advantage. 


In addition to the ILO core competencies, this position requires:


Excellent knowledge of the theories, principles, methods, practices and techniques of human resources management. Thorough knowledge of the organisation’s HR policies, rules and procedures. Ability to plan and organise work and to provide guidance and training to staff. Ability to provide expert advice. Ability to persuasively negotiate sensitive and contentious issues. Ability to represent the Organization and to present positions and papers in meetings and committees. Sensitivity to cultural differences. 

Sound knowledge of adult learning.  Demonstrated ability to use performance and learning management systems, online meeting tools, and other technologies to create effective formal and informal learning environments and opportunities.


Communication: Proven ability to write proposals, reports, evaluations and marketing materials concisely and clearly and to communicate effectively orally; Commitment to continuous learning: Keeps abreast of new developments in the area of performance management, coaching and career counselling; Teamwork and Collaboration: Good interpersonal skills; ability to establish and maintain effective working relations with colleagues in the organization, implementing partners, consultants and counterparts. Ability to work in a multicultural environment and to demonstrate gender-sensitive and non-discriminatory behaviour and attitudes.



Conditions of employment

  • Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. Any offer of employment with the ILO is conditional upon certification by the ILO Medical Adviser that the person concerned is medically fit to perform the specific inherent requirements of the position offered. In order to confirm an offer from the ILO the successful candidate will be required to undergo a medical examination.
  • The first contract will be issued for a twenty-four month period.
  • A successful external candidate will be on probation for the first two years of assignment.
  • Any extension of contract beyond the probation period is subject to satisfactory conduct and performance.

For more information on conditions of employment, please visit the ILO Jobs International Recruitment page.


Important Information

Any officials of the General Service category interested in applying to this position are hereby informed that, if selected, they will be offered the salary and allowances applicable to the grade of the position applied for, which may result in substantial changes in their take-home remuneration. In accordance with Article 3.4 of the Staff Regulations, the salary of an official, upon promotion, shall in no case be greater than the maximum salary of the grade to which he or she was promoted. For any questions or clarifications, please contact your HR partner at


Recruitment process

Please note that all candidates must complete an on-line application form. To apply, please visit the ILO Jobs website at The system provides instructions for online application procedures.


Evaluation (which may include one or several written tests and a pre-interview competency-based assessment centre) and the interviews will tentatively take place during the 3 to 4 months following the application deadline. Candidates are requested to ensure their availability should they be short listed for further consideration.


Depending on the location and availability of candidates, assessors and interview panel members, the ILO may use communication technologies such as Skype, Video or teleconference, e-mail, etc. for the assessment and evaluation of candidates at the different stages of the recruitment process, including assessment centres, technical tests or interviews.


The ILO has zero tolerance for acts of sexual exploitation and abuse (SEA) and is determined to ensure that all staff members and all beneficiaries of ILO assistance do not suffer, directly or indirectly, from sexual exploitation and abuse. 
To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organisation, the ILO may conduct a background verification of candidates under consideration.


Fraud warning

The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account - - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.