HR Policy and Employee Relations Officer

Background:
The OSCE has a comprehensive approach to security that encompasses politico-military, economic and environmental, and human aspects. It therefore addresses a wide range of security-related concerns, including arms control, confidence
- and security-building measures, human rights, combating human trafficking, national minorities, democratization, policing strategies, counter-terrorism and economic and environmental activities. All 57 participating States enjoy equal status, and decisions are taken by consensus on a politically, but not legally binding basis.

The OSCE Secretariat in Vienna assists the Chairmanship in its activities, and provides operational and administrative support to the field operations, and, as appropriate, to other institutions.

The Department of Human Resources (DHR) ensures that the OSCE benefits from a capable and committed workforce that delivers on the security priorities of participating States. DHR provides a range of human resources services throughout the OSCE and is responsible for the development and review of human resources policies.

HR Administration and Policy is one of the business units within the DHR. The Unit is responsible for the accurate and timely administration of employee benefits and entitlements through the employee life cycle; for the development and interpretation of the HR regulatory framework; and for the management of employee relations cases, such as grievances. The Unit develops and delivers timely, client focused and innovative approaches on all aspects of HR administration, policies and employee relations.

Tasks and Responsibilities:
The HR Policy and Employee Relations Officer is responsible for undertaking research into human resource policies of other international and multilateral organizations and into jurisprudence of relevant administrative labour tribunals. Based on this research, s/he prepares briefs, drafts policies and determinations, provides advice, and manages the assigned staff cases concerning staff grievances and/or disciplinary procedures.

Working with minimum supervision, the HR Policy and Employee Relations Officer provides advice: (a) on the course of action and determinations to be made by responsible authority in formal procedures concerning staff grievances and/or disciplinary procedures; and (b) on the development and interpretation of the OSCE’s HR policies, in alignment with the direction provided by the supervisor.

The HR Policy and Employee Relations Officer is supervised by the Chief, HR Administration and Policy (P4), while the Deputy Director for Human Resources (P5) acts as the second-level supervisor.

Concerning staff cases, in drafting recommendations for DHR management, the HR Policy and Employee Relations Officer closely co-operates with the Office of Legal Affairs to ensure legal advice is properly addressed in DHR submissions. In grievance cases, in particular, s/he liaises with investigation panels, including the Office of Internal Oversight, providing support on HR management aspects of cases.
- Conducting comparative and evaluating research on human resources (HR) policies and frameworks across the OSCE and peer international organizations. Proposing evidence-based amendments to the OSCE Common Regulatory Management System (CRMS), as directed by the supervisor, and initiating policy drafting, ensuring alignment with evolving organizational needs and international best practices.
- Providing guidance on HR regulatory issues by interpreting Staff Regulations, Rules and Instructions. Advising managers and staff across the OSCE on HR policy matters, including exceptions to the CRMS. Exercising delegated authority to formulate and justify recommended actions, supported by evidence-based and strategic analysis.
- Managing and leading the handling of grievance and disciplinary cases, serving as principal case manager. Evaluating submissions from multiple parties, co-ordinating with the Office of Legal Affairs and the Office of Internal Oversight, and drafting comprehensive decisions or proposed outcomes for senior review, ensuring legal compliance, procedural integrity and organizational coherence.
- Advising on legal and procedural risks in contentious employee relations matters by conducting in-depth reviews of international administrative tribunal jurisprudence and precedents. Preparing detailed legal briefs and procedural analyses for senior HR management and legal counsel, with recommendations on risk-mitigating courses of action.
- Leading proactive initiatives to promote a respectful and inclusive workplace by designing and implementing preventative strategies in the area of employee relations. Providing expert input into frameworks that foster a professional working environment, including conflict prevention mechanisms, staff engagement strategies and awareness-raising on rights and responsibilities.
- Performing other related duties as assigned.

Necessary Qualifications:

- Second-level