IMPORTANT NOTICE REGARDING APPLICATION DEADLINE:  please note that the deadline for applications is indicated in local time as per the time zone of the applicant’s location.

This post is a limited-term fixed-term post.

a. Organizational Setting

The position is located in the HR Talent Partners Unit of the Talent Management Service, within the Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a ready and skilled workforce for future. Through the effective recruitment, deployment, development and retention of WIPO's workforce, the Talent Management Service contributes to the delivery of an agile, innovative workforce whose performance is aligned with WIPO's short and long-term goals and where talent management delivers tangible results that positively affect engagement.

b.    Purpose Statement

The Talent Business Partner works closely with the sector lead, managers, and staff as a strategic adviser on HR-related matters. Together with the business, s/he works to identify and build the medium and long-term workforce required to drive business outcomes; designing in collaboration with the Employee Experience Unit, tailored and integrated talent management strategies to attract, acquire, develop and engage talent. The Talent Business Partner supports and advises managers on talent opportunities and challenges across the Organization and has a key role to play in shaping organizational culture. S/he is assigned to specific business areas of the Organization and contributes to the design and implementation of the talent management strategy for those areas.

c.    Reporting Lines

The incumbent works under the supervision of the Senior Manager, HR Talent Partners Unit.

The incumbent will perform the following principal duties:

a.   Partner and build strong relationships with sector lead(s), managers and staff in designated areas of responsibility, proactively supporting the strategic agenda of the business and leveraging the overall talent strategy; lead the strategic workforce planning exercise for her/his sector(s), and continuously influence talent management strategies to address current and future workforce gaps.

b.   Assist managers to achieve business strategy and financial targets while integrating the talent strategy, supporting WIPO's mobility strategy, driving performance orientation and contributing to building an organizational culture that supports WIPO's vision.

c.   Keep abreast of developments and ongoing activities in programs under her/his responsibility; regularly review workforce plans with program managers to better adapt the Organization's workforce to evolving business realities and constituents' needs; ensure implementation of new organizational structures in accordance with strategic HR priorities.

d.   Support sector lead(s) and managers in the succession planning process by facilitating discussion on the identification of emerging diverse talent and identifying critical roles required in the present and future. Collaborate with managers and other stakeholders to identify and document the required profiles through informed job design, and to map and proposed HR interventions to reduce talent gaps within the framework of workforce planning.

e.   Advise on performance and development-related matters for her/his sector of responsibility; encourage skills and behaviors development to guide the performance dialogue and contribute to fostering a culture of continuous feedback. Act as a trusted advisor, coaching leaders to drive organizational effectiveness and cultural change; Co-design, when required, agile people approaches, promoting a people-centric culture while ensuring alignment with WIPO's regulatory framework.

f.    Use and encourage the regular and effective use of HR analytics by managers to facilitate talent management, i.e.: talent attraction, development, talent reviews, succession planning, and optimum resourcing; analyze data and statistics for reporting and planning purposes and share information with concerned stakeholders.

g.   Coordinate with sector lead(s), managers and the Employee Experience Unit to ensure timely acquisition of talent for programs under her/his responsibility, ensuring transparency and fairness and promoting internal mobility opportunities. Assist the Talent Acquisition Team by managing recruitment processes and participating in boards when/as needed.

h.   Empower and guide managers and staff at all levels on people engagement issues; ensure managers are apprised of important people-related issues to make timely and informed decisions and to take appropriate action; based on observations/feedback from the business; provide substantive input to inform the development of HR guidelines and policies.

i.    Develop strong and effective partnerships with internal People and Culture functions such as the Employee Experience Unit and the HR Operations Service.

j.    In close collaboration with the Employee Experience Unit, other areas of HRMD, and relevant stakeholders, initiate policy changes to better meet business needs, leading and supporting projects to promote new developments and best practices.

k. Undertake other tasks, as required.

Education (Essential)

First-level university degree.

Education (Desirable)

Advanced university degree in Human Resources Management, Economics, Sciences, Social Sciences, Business Administration or related field.
 

Certification in workforce planning, and on data analytics/HR data analytics.
 

HR certification.

Experience (Essential)

At least six years of relevant professional experience, including three years as HR Business Partner, aligning HR initiatives and functions with business objectives and needs.

Demonstrated experience in job design with a clear business focus.

Experience using HR analytics to anticipate talent needs as a basis for decision-making.

Experience (Desirable)

Experience working in the private sector or in HR consulting.

Experience using emerging technologies, including AI predictive analysis, to inform talent decisions.

Experience implementing employee listening strategies (e.g., pulse surveys, focus groups) to inform engagement and retention actions.

Experience with a factor-based, point based classification system.

Language (Essential)

Excellent written and spoken knowledge of English.

Language (Desirable)

Good knowledge of French and/or other UN official languages.

Job Related Competencies (Essential)

Excellent client orientation, with the ability to sense client needs and deliver a high-quality client service, improving service execution, delivery and outcomes.

Demonstrated ability to proactively learn the core business of the organization, to translate business strategy into actionable HR initiatives.

Demonstrated influencing skills to promote a culture of continuous learning, supporting upskilling and reskilling initiatives aligned with future workforce needs.

Strong stakeholder engagement skills with the ability to build collaborative relationships.

Ability to present the Organization's position on HR matters in a clear, concise and accurate manner.

Effective in addressing change and transformation, aligning business objectives with people’s decisions and problem solving.

Cross-functional team collaboration skills (e.g., DEI, Learning & Development) to deliver integrated people solutions.

Strong data analysis/reporting skills, as well as skills in gap analysis.

Initiative in resolving complex and sensitive issues; tact and discretion. 

Skilled at engaging and facilitating conflict resolution with both managers and staff.

Proficiency with HR and organizational digital tools.

Competent user of Microsoft Office applications (Word, Excel, Outlook, PowerPoint), the internet, social media as applied to HR and information systems, with the ability to adapt quickly to new technology.

Job Related Competencies (Desirable)

Project management skills, ability to work on projects from initiation to completion.

1.     Communicating effectively.

2.     Showing team spirit.

3.     Demonstrating integrity.

4.     Valuing diversity.

5.     Producing results.

6.     Showing service orientation.

7.     Seeing the big picture.

8.     Seeking change and innovation.

9.     Developing yourself and others.

Mobility:  WIPO staff members are international civil servants subject to the authority of the Director General and may be assigned to any activities, office or duty station of the Organization.  Accordingly, the selected candidate may be required to move from time to time to new functions and/or to another duty station.

Annual salary:

Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment.  Please note that this estimate is for information only.  The post adjustment multiplier (cost of living allowance) is variable and subject to change (increase or decrease) without notice.  The figures quoted below are based on the November 2025 rate of 90%

Please refer to WIPO’s Staff Regulation and Rules for detailed information concerning salaries, benefits and allowances.

Additional Information

* Initial fixed-term appointment of two years, renewable subject to satisfactory performance and other applicable conditions.  The selected candidate’s appointment will be subject to an overall term of five years in this position, with normally no possibility of renewal beyond that term.  S/he may, however, apply and be considered for other positions at WIPO.

This is not applicable to WIPO staff members on fixed-term, continuing or permanent appointments, who were recruited following a competition under Staff Regulation 4.10 (“Appointment Boards”).

This vacancy announcement may be used to fill other posts at the same grade with similar functions in accordance with Staff Rule 4.9.5.

Applications from qualified women as well as from qualified nationals of unrepresented Member States of WIPO and underrepresented geographical regions are encouraged. Please click on the following links for the list of unrepresented Member States and the list of underrepresented regions and the WIPO Member States in these regions.

The Organization reserves the right to make an appointment at a grade lower than that advertised.

By completing an application, candidates understand that any willful misrepresentation made on this web site, or on any other documents submitted to WIPO during the application, may result in disqualification from the recruitment process, or termination of employment with WIPO at a later date, if that employment resulted from such willful misrepresentations.

In the event that your candidature is shortlisted, you will be required to provide, in advance, a scanned copy of your identification and the degree(s)/diploma(s)/certificate(s) required for this position. WIPO recognizes higher educational qualifications obtained from institutions accredited/recognized in the World Higher Education Database (WHED), a list maintained by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed here: http://www.whed.net/. Some higher educational qualifications may not be listed in WHED, and will be reviewed on a case-by-case basis.

Additional testing/interviewing may be used as a form of screening.  Initial appointment is subject to satisfactory professional references.

Additional background checks may be required.