Regional Human Resources Business Partner

Job Identification (Reference Number)**:14581**
Position Title**:Regional Human Resources Business Partner (P)**
Duty Station City**:Vienna**
Duty Station Country**:Austria**
Grade**:P-4**
Contract Type**:Fixed-Term (one-year with possibility of extension)**
Recruiting Type**:Professional**
Vacancy Type**:Vacancy Notice**
Initial duration**:One-year with possibility of extension**
Closing date**:09 May 2025**

**Introduction**:
Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental, and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at IOM workplace culture | International Organization for Migration

Applications are welcome from first

**Organizational Context and Scope**

RESPONSIBILITIES
Policy Advice
- Advise staff and managers on HR policies, guidelines and practices;
- Provide quality advice to develop innovative HR approaches and solutions to complex problems;
- Propose business cases and provide justifications for revising or drafting policies, as well as contribute to institutional policy reviews; and,
- Ensure the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in the implementation of HR policies and processes at the CO and RO level providing timely advice, guidance and ensuring follow-up as appropriate.

2. Performance Management and Staff Development
- Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance appraisal system (PAS) succession planning, global mobility, staff development, etc.) and initiatives in the Region working closely with other actors in the DHR, HQ and Administrative Centres;
- In collaboration with relevant managers, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of underperformance;
- Advise staff on career development, and support managers in continuous capacity building and developing staff management capabilities;
- In collaboration with DHR/Occupational Health Unit/Staff Welfare, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
- Work directly with staff members in Regions and Country Offices on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
- Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
- Participate as a team member in HR projects, working groups, task forces, etc. within and outside the Region; and,
- Under the guidance of the Deputy Regional Director (Management), act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programs and current people issues/solutions.

3. Planning and Analytics, and Workforce Management
- Use HR analytics proactively to understand the staffing trends in the Region;
- Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives; and,
- Contribute to the development and implementation of the Annual Regional Plan (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders to support the delivery of IOM’s People Strategy.

4. Organizational Design and Structures
- Advise and guide the Region’s managers to set up organizational structures to address the operational needs of and account for the complexity involved in accomplishing business objectives;
- Ensure and promote the use of Generic Positions Descriptions to maintain consistency within and outside the region; and,
- Reviews classification requests before submission to HQ for evaluation and liaise with the Classification Team to assess the need for desk audit and to facilitate the process.

5. Recruitment and Staffing
- Guide all recruitment activities of national and international staff, including high level national posts at Country and Regional level, and provide advisory services as required;
- Provide guidance to Country Offices, as need, on staffing matters;
- Advise on recruitment and administration of national and international Individual Consultants;
- Work with regional bodies, academic institutions, and Non-Governmental Organizations to identify sources of talents;
- Provide guidance and facilitate the induction, o