Organizational Setting FAO’s Human Resources Division (CSH) provides human resources (HR) strategies, policies, guidance, and oversight to FAO offices worldwide to ensure that the Organization attracts, develops, and retains a diverse, skilled, and highly motivated workforce capable of delivering on its mandate. The Human Resources Division focuses on developing and implementing a people-centered strategy and positioning HR as a strategic partner that actively contributes to the achievement of FAO’s objectives. The post is located in the Human Resources Division (CSH) at FAO Headquarters in Rome, Italy. Reporting Lines
The Senior Human Resources Officer (Talent Acquisition) reports to the Director, Human Resources Division. Technical Focus
The Senior Human Resources Officer (Talent Acquisition) leads the development and implementation of a global talent acquisition strategy aligned with FAO’s Strategic Framework and the Human Resources Strategy and Action Plan 2025–2028, with the objective of attracting and selecting highly qualified and diverse talent worldwide. The Senior Human Resources Officer (Talent Acquisition) establishes strong and credible partnerships with other functions within the Human Resources Division, as well as with managers across the Organization, to ensure agile, effective, and strategically aligned talent acquisition. Key Results Planning, management and delivery of multidisciplinary human resources (HR) programmes and related policies, products, services and advice to support the effective management of the FAO workforce. Key Functions Leads multidisciplinary HR teams; participates in and/or leads cross-divisional teams and committees; serves on organization-wide committees; and represents FAO in inter-agency meetings. Analyzes HR strategic, business, and service objectives, as well as HR reform priorities and emerging trends in human resources management, to provide critical input into HR plans and strategies, functional work plans and priorities, and supporting operational, policy, systems, tools, and reporting frameworks. Supervises staff and oversees the delivery of multidisciplinary HR programmes, policies, products, and services; prepares a range of plans, strategies, reports, and proposals. Provides HR advice and technical expertise to managers across the Organization and promotes a strengthened business-partnering approach to enhance effective workforce management. Promotes, tests, and implements new HR concepts and initiatives, manages related projects and consultants, and plays a lead role in organizational implementation processes. Plans and develops consultation, communication, information, and training programmes and products to enhance understanding of HR policies, programmes, and services; strengthens capacity development; and supports organizational change initiatives. Represents the Organization in formal meetings, negotiations, and mediation or problem-resolution discussions to reach agreement on HR matters or resolves complex or contentious issues. Reviews and monitors HR services to identify trends and problem areas and recommends corrective actions or new approaches.
Specific Functions Manages the talent acquisition function by setting goals and objectives, monitoring efficiency, and contributing to the HR Strategy and Action Plan 2025–2028, as well as the biennial Programme of Work and Budget. Establishes strong relationships and collaboration with the Organizational Design Branch and HR Business Partnership Unit within the HR Division to ensure effective, coordinated, and strategic talent acquisition and management across the Organization. Leads the design, implementation, and delivery of fair, effective, and inclusive recruitment and selection policies and processes that support proactive talent acquisition, improved geographical representation, gender balance, cultural diversity, and full alignment with organizational needs and standards. Expands global and diverse talent pools by identifying sources of required skills and building relationships with key universities, institutions, and communities. Enhances the Organization’s employer image through social media and communication strategies to support recruitment initiatives, while ensuring that assessment and selection processes uphold fairness and equal opportunity for all candidates. Contributes to the design, development, and continuous improvement of recruitment modules within HR automated systems. Represents the Organization in discussions with internal and external stakeholders on a wide range of talent acquisition-related issues. Monitors and reports on all talent acquisition activities and outcomes, providing strategic guidance and effective supervision to ensure high-quality, timely, and compliant execution. Establishes, tracks, and analyzes key performance indicators (KPIs) to drive continuous improvement, to enhance efficiency, and to strengthen accountability across the talent acquisition function. Prepares relevant policy papers, position papers, and briefing notes.
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Minimum Requirements Advanced university degree (Master’s degree or equivalent) in human resources, organizational development, industrial psychology law, business administration with a focus on human resources, or a related field. Ten years of relevant experience in the full range of human resources management in an international organization and/or large international setting, including workforce planning, talent acquisition, and talent management. Working knowledge (proficiency - level C) of English and intermediate knowledge (intermediate proficiency- level B) of another official FAO language (Arabic, Chinese, French, Russian or Spanish).
Competencies Results Focus Leading, Engaging and Empowering Communication Partnering and Advocating Knowledge Sharing and Continuous Improvement Strategic Thinking
Technical/Functional Skills Work experience in more than one location or area of work, particularly in field positions, is essential. Extent and relevance of experience in HR management and strategy, specifically in workforce planning, talent acquisition and management. Extent and relevance of experience in supervising a team of professionals with HR expertise. Good knowledge and experience in human resources management within the United Nations common system is considered a strong asset, as is experience in other international organizations, the private sector, or national government systems. Working knowledge (proficiency – Level C) of another official FAO language (Arabic, Chinese, French, Russian or Spanish). Extent and relevance of experience with computerized Enterprise Resource Planning (ERP)/HR systems and their practical application. An HR professional certification is considered an asset.
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