Human Ressources Business Partner

Human Resources Business Partner, GenevaClient:Location:Job Category:

Other

Job Reference:

890602287ecf

Job Views:

9

Posted:

21.01.2025

Expiry Date:

07.03.2025

Job Description:

Our client, an international organisation, is looking for a temporary assignment for a few months.

Human Resources Business Partner

Job purpose

Under the supervision of the Senior Advisor, HR Operations; Manager, Communities of Expertise, the Senior Officer, HR Advisory Services, conceives, proposes, implements, and monitors HR initiatives to support the alignment of business objectives with organization-wide goals. In a spirit of partnership and with a client-oriented approach, the incumbent provides managers, staff, and colleagues with comprehensive, reliable, consistent, and balanced advice and seeks to resolve employee relations issues upfront. The incumbent also contributes to the development of policies that are fit-for-purpose, proposes and implements interventions targeted at streamlining practices, participates in and/or leads cross-functional or cross-department projects, ensures fair and consistent treatment of employees and promotes compliance with HR policies and procedures, and models the behavior expected of its workforce.

Job duties and responsibilities

1. A trusted advisor and partner to Management, the workforce, and HR counterparts in the assigned division(s)/region(s)/department(s).
2. Provide advice to Regional HR counterparts on all aspects of human resources related to the employee life cycle and relevant best practices. Discuss challenges, potential solutions and propose appropriate interventions.
3. Ensure the timely provision of HR solutions to meet existing needs as well as anticipated challenges.
4. Serve as the primary contact point for managers and staff of the assigned division(s)/departments(s) and regions.
5. Identify needs and provide advice on relevant policies, procedures, and guidelines to new as well as existing staff. Handle employee relations issues and escalate as appropriate.
6. Discuss with colleagues in the Staff Learning and Development Team potential trainings aimed at inculcating a culture of conflict resolution, inclusion, and respect for others.
7. Assess patterns and trends of staff and managerial concerns to design fit-for-purpose HRMD solutions and to enable structured and well-founded action.
8. Communicate new developments and/or organizational decisions to clients on a regular basis or as needed.

Organizational Design and Change Management

1. In collaboration with the Senior Officer, Job Design and Rewards, support organizational design initiatives and exercises that foster alignment with organizational objectives and strategies.
2. Participate in the design of the strategic business plans of the assigned division(s)/department(s) and provide advice on potential HR implications. Review Decision Papers and provide recommendations to the Director, HRMD, as required.
3. Contribute to effective organization-wide change management approaches. Advise and support line managers in defining, communicating, implementing, and managing organizational changes and propose initiatives based on experience and best practice.
4. Provide advice on the reconfiguration of unit and departmental structures. Develop action plans or road maps to support organizational structures; support the definition or revision of new roles and responsibilities; facilitate smooth organizational change processes; and identify potential risks and suggest mitigating measures proactively.

Performance Culture

1. Advise relevant managers and staff on the use of all IFRC performance management mechanisms, including the appraisal system, trainings, and improvement methods. Promote regular and honest conversations around performance, expectations, and wellbeing.
2. Monitor completion rates of performance objectives and assessments and engage with managers to identify areas of improvement to ensure a high level of compliance.
3. Work proactively with managers to identify staff performance gaps and relevant development needs and define appropriate training and development plans and actions as well as liaise with the HR staff learning and development specialists to understand training opportunities. Guide managers on the communication and implementation of performance improvement and development plans.
4. Liaise with internal and external learning and development counterparts to understand training opportunities and to design learning interventions to address performance matters and promote an inclusive culture free from harassment and discrimination.

Talent Management and Workforce Planning

1. Working in conjunction with the Global Mobility, Emergencies and National Society Engagement Unit, support the implementation of the Global Mobility program, talent initiatives and annual performance management exercises.
2. Contribute to the identification of high potentials as well as the creation of career progression paths for various functions in the assigned divisions, in collaboration with the senior officers responsible for staff learning, performance and development.
3. Engage in regular conversations with staff members concerning career aspirations and related development opportunities, including alternative assignments.
4. Provide advice to relevant stakeholders on workforce and succession planning issues, ensuring strong coordination with other functions and specialisms within HRMD.

Case Management/Employee Relations/Dispute Resolution

1. Resolve complex and confidential people management and conflict resolution matters harnessing both informal and formal mechanisms and escalate them as needed.
2. Promote a safe and inclusive working environment where high standards of conduct and integrity are observed, and non-compliance is reported and addressed. Identify training needs around such matters.

Contract Management

1. Advise staff and line managers, as needed, on complex contractual matters and on the application of HR policies and the IFRC Staff Regulations.

HR Policy Development, Formulation, and Interpretation

1. Inform, interpret, and advise managers and staff on HR policies, processes and procedures and ensure compliance with such instruments, highlighting any legal and financial risks and other possible implications or consequences.
2. Ensure the effective and equitable application of policies, regulations, and guidelines, and contribute to the development of policies, regulation, guidelines as well as cross-functional and cross-departmental initiatives in support of new and/or innovative ways of supporting organizational goals or objectives.

HR Data, Analytics and Reporting

1. Conduct one-on-one exit interviews, gather data, identify trends, and formulate recommendations based on findings. Highlight trends for senior management and take follow-up action as needed.
2. Follow up on significant staff benchmarks across the employee lifecycle.
3. Design and maintain dashboards to track HR-related matters.
4. Contribute to the preparation of periodic reports by HRMD on key IFRC workforce data.

Contribution to the overall work of the Communities of Expertise Unit

1. Support the development, implementation, and communication of policies, procedures, and processes.
2. Provide advice to HR colleagues with regards to the interpretation and application of the Staff Regulations.
3. Contribute to the design and implementation of diversity and engagement initiatives as well as to unit projects as assigned.

Contribute to the building of an effective, high-quality, fit-for-purpose HRMD

1. Always demonstrate the highest level of confidentiality, integrity, and professionalism.
2. Ensure excellent collaboration with HR colleagues and contribute to their individual and collective learning and professional development as suitable.
3. Participate in the development of a customer service-oriented culture that values proactivity, continuous improvement, innovation, and high performance.
4. Liaise with other HRMD staff and identify opportunities for improving and optimizing Human Resources processes and workflows.
5. Provide back-up support in the absence of other team members.

Please note that if you are NOT a passport holder of the country for the vacancy you might need a work permit.

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