Under the overall supervision and guidance of Regional HR Manager, Asia, the Sr. HR Officer will manage integrated HR processes and ensure effective and efficient conduct of resourcing activities within the assigned country(ies). The Senior HR Officer has a crucial role in people management in the assigned specialist areas below and works with staff and managers to ensure the smooth operation of the HR practice within established quality standards.
Overall, the Sr. HR Officer will provide support in Thailand, Maldives, and other assigned country(ies) in line with the standard service levels of IUCN Asia and this position may be requested to provide HR support services to other countries, based on regional needs.
Job Description:
Talent Acquisition and Management:
• Review terms of reference and job descriptions and classify positions in line with IUCN’s position classification system;
• Advise and monitor talent acquisition by supporting HR Associates in conducting recruitment and selection activities for their assigned locations, including, among others, candidate assessments, multi-layer evaluations, reference checks, pre-employment screening, and contract negotiations;
• Manage the staff development programme, including but not limited to, identification of training needs for units and individuals, evaluation and monitoring of training programs, to ensure success;
• Monitor and provide recommendations on key talent metrics to identify and analyse people-related issues, root causes, and opportunities for improvement;
• Maintains effective partnerships with external agencies to meet sourcing needs when required;
• Continually seek to enhance performance and suggest ways to improve talent quality and experience. Thus, ensuring we always attract a diverse and inclusive workforce.
Performance Management:
• Partner with managers and complete performance management cycle for the region including all related actions including, the establishment of outcomes, milestones and development needs, midterm and end-of-cycle evaluations, feedback session, talent review and calibration, guidance on scorecards and its results;
• Advise line managers on establishing probation targets for new hires and integration of such targets into the overall performance plan;
• Support line managers by providing advice and information on the process of nomination for promotion;
• Advice line managers on establishing Performance Improvement Plans (PIPs), as appropriate, to rehabilitate staff performance;
Business Partnering:
• Facilitate and monitor the execution of action plans stemming from strategic workforce planning for country offices, programmes, and units;
• Understand project plans and identify action plans to enable a people strategy that aligns with and support the broader country-to-region strategy;
• Responsible for all facets of business partnering in coordination with managers to determine the overall business strategy, current and future priorities, talent requirements and gaps, role segmentation and propose talent interventions (acquire, engage, develop, deploy, retain) as appropriate;
• Oversee the coordination of HR Associates in onboarding and orientation of new hires with all units involved;
• Establish a calendar or and facilitate regular induction/orientation sessions for all new hires, as well as current staff members as refresher sessions;
• Keep up-to-date with technological advancements, evaluate emerging trends, monitor legal developments, do benchmark comparisons, and conduct research on best practices to maintain expert knowledge in the field;
Staff Engagement:
• Work closely with HR Associate to provide support and address staff care, health and wellbeing;
• Undertake a host of budget-friendly engagement activities for all staff in the region to keep the team engaged and motivated through an inclusive approach;
• Assist in developing communication strategies around different engagement programs;
• Review results of engagement surveys and facilitate action planning sessions with managers and unit heads to address identified development areas;
Policies and Procedures:
• Ensures implementation and compliance with HR policies and procedures
• Ensures that HR management supports IUCN Code of Conduct and Professional Ethics for the IUCN Secretariat.
• Provides oversight and review of headcount budgets.
• Facilitates open communications with employees regarding matters affecting employees and their employment.
• Monitor that the HR Management System (HRMS) online platform is updated with all relevant, timely and accurate information of all employees for Asia Region.
• Ensure data integrity of the HRMS and facilitate data analytics and reporting requirements in collaboration with HRBPs in the region;
• Train staff and new system users on processes and functionality;
• Perform other duties as may be assigned, including functions designated to a different specialist area of work.
Requirements:
University Degree in Human Resources, Organisational Management, Business Administration, Public Administration, or a related field. An Advanced University Degree or professional certification/qualification in Human Resources a distinct advantage
At least 8 years of relevant experience in specialist or generalist functions in HR management
Relevant experience from an international organization or the development sector an asset
Familiarity with international HR best practices, principles and standards and understanding of labour laws including for Thailand, employment regulations and ability to interpret rules and policies
Excellent command of the English language (verbal/written) and coupled with excellent communication and presentation skills
Proficient in data analysis as well as data reporting
Proficient in using office applications and web-based management tools and systems
Proven experience with HR management systems
For operational requirements, the candidate must be willing to travel. Knowledge of regional languages and dialects is a distinct advantage.
Experience in handling a cross-cultural, cross-boundary workforce in a multi-cultural and multi-disciplinary setting.
Ability to work under pressure and deal tactfully with sensitive issues.
Willingness to maintain a balance between the operational demands and the strategic aspects of the post.
