HR Officer, Legal and Policy

OBJECTIVES OF THE PROGRAMME

The Division of Business Operations Services is responsible for providing efficient and effective support service to all programmes and activities of the organization in the Eastern Mediterranean Region in respect of human resources management, administration, budget and finance, supplies, conference and IT services. In the dynamic heart of EMRO, the Human Resources and Talent Unit propels the WHO mission forward by championing a culture of empowerment and innovation. HRT envisions an environment where each individual's unique talents are celebrated, collaboration sparks creativity, and bold ideas drive transformative change. HRT cultivates a space that thrives on diversity, nurtures leadership at every level, and harnesses cutting-edge technology to shape the future of global health to lead, to grow, and to make an extraordinary impact. The Staff Relations, Policy and Internal Justice Unit (SPI) is under the responsibility of the Regional Human Resources Manager and is responsible for providing strategic advice t omanagement in connection with grievances, due process, disciplinary matters and to protect the integrity and efficiency of WHO. In addition, the Unit works with managers, other offices, and staff representative bodies, to advance WHO's approach to protection from abusive conduct and promote a healthy workplace environment and constructive staff-management relations, including through consultations on policy initiatives and through informal resolution of grievances and potential workplace conflict.
 

DESCRIPTION OF DUTIES

• Plan, guide, manage and supervise SPI staff by setting goals and objectives for the Unit, developing short- and long-term plans for staff to ensure optimal utilization of available resources.
• Provide expert advice in HR Policy (Staff Rules and Regulations; e-Manual, HR guidelines and practice; policies such as PAAC, Anti-Fraud, PASM, Code of Conduct, CEB Administrative Guidelines, UNSMS Security Policy Manual Chapter VI etc.).
• Provide authoritative policy implementation advice to managers and staff members in the Regional Office (RO) and Country Offices (COs).
• Ensures coherence and consistency in HR projects and initiatives across the region from a policy and legal standpoint.
• Propose, and when appropriate, initiate the development and revision of regional and global HR policies, to fit local context.
• Participate (by providing EMR perspective), as a member of the global Policy Review Task Force, to the development of new or amendment of existing HR policies.

• Together with the Ombudsperson and PRSEAH Coordinator, promotePAAC and PASM policies in the Region, through targeted training when required(follow-up on trends). 

  A.Internal Justice 

• Act as a senior case-handler of complex disciplinary HR matters. 
• Advise managers and HR professionals in the Region on misconduct and internal justice. 
• Keep abreast of policy and other developments related to internal administration of justice and developments in international administrative law(with an emphasis on ILOAT jurisprudence related to WHO). 
• In close coordination with the HQ/HRT/HPJ (Internal Justice), provide support to the administrative review process and identify opportunities for amicable settlement in case of RARs. 

• Identify trends and systemic issues and makes appropriate recommendations to address disciplinary and administrative cases in the Region based on available statistics. 

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  B. Staff relations 

• Collaborate with the Staff Association, Staff Counselor, PRSEAH Coordinator and Ombudsperson on initiatives related to staff relations, more specifically initiatives aimed at achieving a more respectful, harassment (in any form) free environment, to ensure reducing internal conflicts and litigation.
• Reach out to or respond to queries from staff in order to prevent, where possible, issues escalating into RARs or misconduct. 
• Review grievances from staff and advise on appropriate resolution thereof in accordance with established staff regulations, rules, policies and procedures. 
• Provide advice and guidance to managers/ supervisors and staff on the appropriate approach to be used in addressing underperformance (both informal and formal paths).
   

REQUIRED QUALIFICATIONS

Education

Essential: Advanced university degree (Master level or above) in, Law,Industrial/Labour Relations or related area.
Desirable: Specialized training or certification in mediation, conflict resolution, workplace investigations, coaching, staff counselling, employment law, or alternative dispute resolution(ADR).
 

Experience

Essential: 

• At least 7 years of progressively responsible professional experience with international exposure in human resources management, staff relations, industrial/labour relations, employment law, administrative law, or related areas. 
• At least 4 years of experience in an international organization, preferably within the UN Common System. 
• Demonstrated experience managing complex staff relations cases, including disciplinary matters, misconduct arising from investigations, grievances, workplace conflicts, appeals, and dispute resolution.
• Experience providing advice on the interpretation and application of staff regulations, staff rules, policies, and administrative procedures.

• Experience handling sensitive and confidential matters and advising senior management on legal and HR risks.
   

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  Desirable: 

• Experience working in field offices and/or emergency, humanitarian, or hardship settings. 
• Experience in the administration of justice within the UN Common System, including engagement with mediation, informal resolution mechanisms, or dispute resolution processes. 
• Experience drafting legal opinions, disciplinary decisions, or submissions relating to staff relations matters. 
• Experience managing geographically dispersed teams and providing technical guidance across multiple offices.
   

Skills

• Extensive knowledge of international administrative law and practice. 
• Understanding of human resources management and performance management. 
• Excellent analytical skills and demonstrated ability to formulate policy and procedural guidelines and provide expert advicet o management and staff. 
• Ability to instill confidence and to negotiate and persuade; analytical ability and ability to present information in a clear and logical manner.
• Ability to produce innovative solutions. 
• Tact, diplomacy and discretion; strong client focus; integrity and sound judgment.
   

WHO Competencies

Teamwork
Respecting and promoting individual and cultural differences
Communication
Moving forward in a changing environment
Producing results
Creating an empowering and motivating environment

Use of Language Skills

Essential: Expert knowledge of English.
Desirable: Intermediate knowledge of French. Intermediate knowledge of Arabic.

 

REMUNERATION

WHO salaries for staff in the Professional category are calculated in US dollars. The remuneration for the above position comprises an annual base salary starting at USD 86,027 (subject to mandatory deductions for pension contributions and health insurance, as applicable), a variable post adjustment, which reflects the cost of living in a particular duty station, and currently amounts to USD 2072 per month for the duty station indicated above. Other benefits include 30 days of annual leave, allowances for dependent family members, home leave, and an education grant for dependent children.
 

ADDITIONAL INFORMATION

• Staff members separated due to the 2025 Prioritization and Realignment Process will receive special consideration according to the applicable regulatory framework.

• This vacancy notice may be used to fill other similar positions at the same grade level.

• Only candidates under serious consideration will be contacted.

• A written test and/or an asynchronous video assessment may be used as a form of screening.

• In the event that your candidature is retained for an interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.

• According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

• Any appointment/extension of appointment is subject to WHO Staff Regulations, Staff Rules and eManual.

• The Director-General retains the discretion to not make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description, including shortening the duration of the appointment.

• Staff members in other duty stations are encouraged to apply.

• WHO is committed to creating a diverse and inclusive environment of mutual respect. WHO recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.

• WHO is committed to achieving gender parity and geographical diversity in its staff. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply.

• Persons with disabilities may request reasonable accommodations (modifications or adjustments to the application or recruitment process) to support their participation in the application and recruitment process. Please send an email to reasonableaccommodation@who.int with your full name, the vacancy number you are applying for, and specific details of the accommodation needed in your request.

• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter into practice.

• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of final candidates.

• Mobility is a condition of international professional employment with WHO and an underlying premise of the international civil service. Candidates appointed to a fixed-term position in the International Professional category (Grades P1-D2) are eligible for Geographical Mobility and may be assigned to any activity or duty station of the Organization throughout the world.

• WHO also offers wide range of benefits to staff, including parental leave and attractive flexible work arrangements to help promote a healthy work-life balance and to allow all staff members to express and develop their talents fully.

• The statutory retirement age for staff appointments is 65 years. For external applicants, only those who are expected to complete the term of appointment will normally be considered.

• Please note that WHO's contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at shws@who.int.

• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.

• For information on WHO's operations please visit: http://www.who.int.

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