Regional Human Resources Business Partner

1 week ago

กรงเทพมหานคร, Thailand International Organization for Migration Full time

Position Title**: Regional Human Resources Business Partner**
Duty Station**: Bangkok, Thailand**

Classification**: Professional Staff, Grade P4**
Type of Appointment**: Fixed term, one year with possibility of extension**
Estimated Start Date**: As soon as possible**

Closing Date**: 01 October 2024**
- 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 a diverse and inclusive work environment. Read more about diversity and

Applications are welcome from first
- Antigua and Barbuda; Barbados; Comoros; Congo (the); Cook Islands;_
- Guinea-Bissau; Holy See; Iceland; Kiribati; Lao People's Democratic_
- Republic (the); Madagascar; Marshall Islands; Micronesia (Federated_
- States of); Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia;_
- Samoa; Sao Tome and Principe; Solomon Islands; Suriname; The Bahamas;_
- Tonga; Tuvalu; Vanuatu_

**_ Context:_**

Under the overall supervision of the Regional Director (RD) and direct supervision of the Senior
Regional Resources Management Officer (SRRMO) based in RO Bangkok, Thailand, and under
technical guidance of the Department of Human Resources (DHR), HQ, and in coordination with
relevant Units in HQ and Administrative Centres, the Regional Human Resources Business
Partner will be accountable and responsible for supporting, advising, guiding, and monitoring
HR related functions of the Country Offices (COs) within the Region. In addition, the successful
and strengthening the HR Team's ability in the Region.

**_Core Functions / Responsibilities:_**

1. Policy Advice
- Advise staff and managers on HR policies, guidelines and practices;
- Provide quality advice to develop innovative HR approaches and solutions to complex

problems;
- Propose business cases and provide justifications for revising or drafting policies, as well as

contribute to institutional policy reviews; and,
- Ensure the implementation of HR policies and practices by managers, HR Focal Points and

other non-HR staff involved in the implementation of HR policies and processes at the CO and
RO level providing timely advice, guidance and ensuring follow-up as appropriate.
2. Performance Management and Staff Development
- Manage the implementation of all corporate talent management programmes, while ensuring

local relevance (performance appraisal system (PAS) succession planning, global mobility, staff
development, etc.) and initiatives in the Region working closely with other actors in the DHR,
HQ and
Administrative Centres;
- In collaboration with relevant managers, support leadership in strengthening the links between

individual performance and delivery of strategic priorities, and effective management of
underperformance;
- Advise staff on career development, and support managers in continuous capacity building

and developing staff management capabilities;
- In collaboration with DHR/Occupational Health Unit/Staff Welfare, provide support on

identifying and managing complex cases (e.g. performance, health, medevac and separations);
- Work directly with staff members in Regions and Country Offices on skill/learning needs

assessments, and contribute to design and implementation of customized learning interventions;
- Advise and support in the design and implementation of interventions to support organizational

effectiveness and high performing teams;
- Participate as a team member in HR projects, working groups, task forces, etc. within and

outside the Region; and,
- Under the guidance of the SRRMO, act as an integral member of the Regional Office

Leadership Team, providing input on workforce planning, staffing trends and needs,
implementation of HR initiatives/programs and current people issues/solutions.
3. Planning and Analytics, and Workforce Management
- Use HR analytics proactively to understand the staffing trends in the Region;
- Advise and assist managers in analyzing staffing needs, taking into account existing and

anticipated work requirements and institutional goals/objectives; and,
- Contribute to the development and implementation of the Annual Regional Plan (e.g. workforce

analysis, recruitment, staff performance, staff development, career development and
succession) in consultation with key stakeholders to support the delivery of IOM’s People
Strategy.

4. Organizational Design and Structures
- Advise and guide the Region’s managers to set up organizational structures to address the

operational needs of and account for the complexity involved in accomplishing business
objectives;
- Ensure and promote the use of Generic Positions Descriptions to maintain consistency within

and outside the region; and,
- Reviews classificati

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