Duties and Responsibilities
1) Business Partnering
Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
Under the supervisor's guidance, provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
Support supervisor in proactively advising clients on the resolution of human resources issues by recommending equitable and transparent solutions that protects both the staff and organization's interests in accordance with policies, regulations and procedures.
Research and compile data that conveys organizational progress towards gender equity and cultural diversity.
2) Strategic Human Resources
Help supervisor liaise with the HQ Divisions, regional and country offices to support and contribute to corporate HR strategy formulation and global implementation.
Research and provide data which helps inform the improvement of HR systems, policies and processes.
Keep abreast and research best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.
3) Support to Implementation of assigned Human Resources Services
Provide support to various or one specific HR occupation (recruitment of staff and consultants, job classification, career development, performance management, data analytics, learning & development, workforce planning, workload analysis, development of Standard Operating Procedures related to HR, workflow mapping, staff wellbeing, and HR in emergencies) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
4) Learning and Capacity Development
In collaboration with business owners and the HR Officer NO2 level, support the design and delivery of learning plans for staff.
Contributes to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders. eJvosTw DGiTxN
Provide induction and orientation briefing to new staff.
5) HR Data Analytics
Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
Support the development and implementation of data collection systems to optimize data quality.
Coordinate with country offices and partners to provide assistance in their HR information management.
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