Human Resources Specialist (Recruitment & Talent Outreach), P3

Org. Setting and ReportingThe Recruitment, Classification and Post Management Section (RCP) is one of the Human Resources Sections within the Bureau of Administration and Services (ADB), responsible for the operational aspects of recruitment, classification and post management. The Human Resources Specialist (Recruitment & Outreach) reports to the Chief of the Section, who provides general supervision and guidance and with whom s/he consults on complex matters. The incumbent will be responsible for sourcing, attracting, and hiring top talent to meet the Organization's staffing needs. S/He will participate in recruitment planning and will provide advice to Hiring Managers on the recruitment process and related policies and procedures;
review complex recruitment cases and provide insights and recommendations to support informed decision-making;
s/he will also promote talent outreach strategies and other modern sourcing techniques to assist in achieving the Organization’s talent needs and diversity targets, in terms of gender and geographical representation.
ResponsibilitiesMain functions and responsibilities:
Collaborate with and provide guidance to hiring managers at Headquarters and Regional Offices on the preparation and implementation of recruitment plans to meet their staffing needs.
Manage the full recruitment lifecycle;
partnering with hiring managers on: identifying suitable outreach activities;
setting recruitment timelines for filling of specific roles;
developing job openings;
providing advice on appropriate assessment tools;
and on the evaluation, shortlisting and selection of candidates.
Recommend solutions to problems encountered by hiring managers and HR associates throughout the recruitment process.
Develop and implement innovative outreach and recruitment initiatives to attract diverse talent (in terms of gender diversity and geographical representation), and enhance employer branding.
Conduct periodic training/briefing sessions and/or advise hiring manages and panel members on applicable recruitment policies and procedures, appropriate interview techniques and other assessments.
Prepare guidelines or instructions on recruitment and job classification processes.
Recommend best practices aimed at identifying a talent pipeline of qualified candidates for current and future hiring needs.
Keep abreast of and analyse developments and best practices in talent acquisition and job classification.
Contribute to the review of existing recruitment policies, procedures and practices, and recommend changes .
Coordinate and follow up on all recruitment, staffing and job classification activities, in line with agreed timelines.
Promote ICAO as an employer of choice, directly undertaking, or coordinating the Organization’s participation in, outreach activities such as recruitment missions, job fairs, and presentations at various forums.
Using HR data, perform predictive analysis and forecasting to support workforce planning and talent management strategies.
Remain current on industry trends and best practices in the area of HR data analytics, and propose innovative improvements to data analysis and reporting capabilities.
Coordinate the classification of job descriptions for posts in the Professional and high categories, as well as General Service category.
Provide guidance to hiring managers on the preparation of job descriptions, and the application of classification policies and procedures.
Contribute to the preparation of policy papers and management briefings on issues related to recruitment and job classification.
Ensure that post management actions are processed accurately and in a timely manner in the Organization's ERP system.
Supervise HR Associates in the area of recruitment and job classification, assist them in resolving complex operational issues, and provide guidance on preparation and completion of work plans.
Act on behalf of the Chief of the Section during periods of absence.
Performs other related duties, as assigned.
CompetenciesProfessionalism: Knowledge of global recruitment trends and industry best practices;
good knowledge of humanresources rules and procedures and ability to apply them in an organizational setting;
critical analysis and research skills;
strong analytical skills and the ability to interpret complex data sets, identify trends, and provide actionable insights;
critical analysis and research skills;
ability to maintain high level of confidentiality;
ability to identify issues, formulate opinions, draw conclusions, and make recommendations. Shows pride in work and in achievements;
demonstrates professional competence and mastery of subject matter;
is conscientious and efficient in meeting commitments, observing deadlines and achieving results;
is motivated by professional rather than personal concerns;
shows persistence when faced with difficult problems or challenges;
remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Planning and Organizing: Develops clear goals that are consistent with agreed strategies;
identifies priority activities and assignments;
adjusts priorities as required;
allocates appropriate amount of time and resources for completing work;
foresees risks and allows for contingencies when planning;
monitors and adjusts plans and actions as necessary;
uses time efficiently. Accountability: Takes ownership of all responsibilities and honours commitments;
delivers outputs for which one has responsibility within prescribed time, cost and quality standards;
operates in compliance with organizational regulations and rules;
supports subordinates, provides oversight and takes responsibility for delegated assignments;
takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable. Client Orientation: Considers all those to whom services are provided to be “clients ” and seeks to see things from clients’ point of view;
establishes and maintains productive partnerships with clients by gaining their trust and respect;
Identifies clients’ needs and matches them to appropriate solutions;
monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems;
keeps clients informed of progress or setbacks in projects;
meets timeline for delivery of products or services to client. Managing Performance: Delegates the appropriate responsibility, accountability and decision‑making authority;
makes sure that roles, responsibilities and reporting lines are clear to each staff member;
accurately judges the amount of time and resources needed to accomplish a task and matches task to skills;
monitors progress against milestones and deadlines;
regularly discusses performance and provides feedback and coaching to staff;
encourages risk‑taking and supports creativity and initiative;
actively supports the development and career aspirations of staff;
appraises performance fairly.
EducationEssential: An advanced-level university degree (Master’s degree or academic equivalent) in human resources management, business or public administration, social sciences, education, or related field, is required. A first-level university degree in combination with two additional years of experience in
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