Vienna, Austria
IAEA Vienna, Austria
Director, Division of Human Resources (MTHR) (D1)
( 2020/0222 (003603) )
Organization: MTHR-Division of Human Resources
Primary Location: Austria-Vienna-Vienna-IAEA Headquarters
Job Posting: 2020-04-07, 4:01:37 PM
Contract Type : Fixed Term
Regular
Probation Period : 1 Year
Organizational Setting
The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2300 people from diverse scientific, technical, managerial and professional disciplines.
Main Purpose
Reporting to the Deputy Director General for Management, the Director provides leadership and professional direction to the staff of MTHR, and drives the planning and implementation of the IAEA’s HR strategies. The Director oversees a comprehensive and integrated HR service that ensures that the IAEA’s HR capacity is matched with its mission and goals, in the interest of the quality and efficiency of delivery of its programmes.
Role
The Director is: (1) a leader, providing strategic direction, while inspiring the implementation of innovative solutions and best practices that address the IAEA’s priorities, in accordance with the IAEA’s core ethical standards; (2) a manager, of the human and financial resources of the Division; and, (3) an advisor, to the Deputy Director General for Management and the Director General on matters relating to HR management, and the provision of medical services.
Functions / Key Results Expected
The Director is accountable for:
- Leading the development, implementation, coordination, and monitoring of HR policies, procedures, practices, guidelines and standards, as well as the related information systems.
- Advising senior management on staffing strategies and plans to ensure the effective use of the IAEA’s human resources through recruitment, staff planning and development, reorganization, and the management of staff performance.
- Leading and managing an innovative and effective team of HR managers and staff; drive MTHR to continuously deliver high quality work that exceeds expectations; provide MTHR staff with guidance, coaching and mentoring for their professional growth.
- Driving innovation and change initiatives; set key indicators of HR effectiveness; and promote quality management and the adoption of best practices.
- Ensuring high quality HR support and decision-making, including in the areas of organizational development, job design, recruitment, gender, ethics, staff and career development, rewards and recognition, internal mobility, performance management, administration of entitlements and benefits, occupational health and safety, and appeals and disciplinary proceedings.
- Optimising the opportunities arising from the implementation of the IAEA’s ERP system, including in the areas of efficient processing of personnel matters, provision of self-service HR support for managers and staff, the development of new HR services, and the support of IAEA-wide organizational change.
Competencies and Expertise
Core Competencies
NameDefinition
Planning and Organizing
Sets clearly defined objectives for the Department/Division in line with the priorities of the Agency. Works toward Agency-wide efficiencies with a view to strengthening and harmonizing planning systems and capacities at the Departmental/Divisional level.
Communication
Promotes an environment of open communication within and outside of the Agency, ensuring that sensitive information is protected. Inspires staff at all levels through his/her communication.
Achieving Results
Sets the overall direction for the Departmental/Divisional goals, and promotes a results based management culture that focuses on the achievement of programme results in an effective and efficient manner.
Teamwork
Motivates and empowers staff, and fosters a collaborative approach across the Department/Division and the Agency as a whole. Acts as a role model when handling disagreements.
Functional Competencies
NameDefinition
Judgement/decision making
Ensures that the judgements and decisions that are taken promote the Agency’s strategic goals, the one-house approach, and are in full compliance with the Agency’s regulations and rules.
Partnership building
Develops strategic partnerships and alliances. Leverages combined network resources to support the Agency’s programmes and priorities in achieving Agency-wide results.
Technical/scientific credibility
Demonstrates vision, expertise and resourcefulness in developing strategies, seizing good opportunities, mastering challenges and risks, and addressing issues relevant to the programme goals.
Required Expertise
FunctionNameExpertise Description
Human Resources
Human Resource Development
Substantial knowledge of human resources management principles and practices across key areas of HR practice.
Human Resources
International Human Resource Management
Knowledge of best practices in int. human resources management in private and public sectors essential; knowledge of UN common system desirable.
Qualifications, Experience and Language skills
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Tags
- An advanced university degree in social science, management, business, public administration, human resources or another relevant discipline. A first level degree in social science, management, business, public administration, human resources or another relevant discipline, with additional 5 years of relevant work experience will be considered in lieu of the advanced university degree.
- Minimum of 15 years of progressively responsible relevant professional experience in management or strategic human resources, of which at least 5 years have been at a senior level in an organization of comparable complexity.
- Proven track record of excellent leadership and experience in managing staff and financial resources. Demonstrated ability to lead effectively and to motivate large work teams in diverse workforce and a multicultural environment is an asset.
- Demonstrated experience in applying management principles and practices, change management and promoting open communication and collaboration, self-development, innovation and high performance.
- Demonstrated experience maintaining, with empathy, an appropriate balance between the organization’s needs and the welfare of staff.
- Demonstrated experience in solving people-related issues effectively.
- Demonstrated experience in delivering briefings to diverse audiences, and to conduct effective meetings with senior management, representative of staff associations, representatives of Member States and other stakeholders.
- Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.
Remuneration
The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $100800 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 45763*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; 6 weeks’ annual vacation, home leave, pension plan and health insurance
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Applications from qualified women and candidates from developing countries are encouraged
Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity. Staff members may be assigned to any location. The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above. Testing may be part of the recruitment process
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More Information
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