Chief Human Resources Officer - Global HR Director - Human Resources Management Group

Job Description

Under the overall supervision of the Director General of IUCN, the CHRO is responsible for the strategic leadership of Global HR across the IUCN Secretariat and provide oversight and guidance over HR management related roles from initiating, developing, operationalizing and implementing HR policies and processes.

The CHRO is a seasoned global leader with experience in managing a diverse human capital population and capable of working effectively across borders, languages, cultures and working conditions.

The position is part of IUCN’s Leadership Team (senior management) residing in Gland, Switzerland with regular international travel, when required.

DUTIES AND ACCOUNTABILITIES

1. Executive Leadership

• Lead the effective implementation of human resources management services of the IUCN Secretariat worldwide.
• Provide proactive, expert, advice on all human resources and learning related issues to the Director General and to the Leadership Team.
• Foster teamwork and communication among staff in the HRMG.
• Strengthen the people systems, processes, and infrastructure to support the achievement of IUCN’s vision, mission, and values.
• Motivate and develop the HRMG team to become human resource business partners and functional experts to design and implement best practices and services that meet the needs of internal clients and facilitate the achievement of IUCN’s strategic goals.
• Ensure alignment and effective implementation of strategic initiatives through smart organizational design and strong change management practices.

2. Talent Selection, Development & Retention

• Develop innovative recruiting, strategies and tools that will continue to attract and retain key talent, with an emphasis on global diversity and support service goals and growth plans.
• Develop a system-wide, internal and external candidate sourcing strategy to build diverse applicant pools and selection processes that align with the organization’s needs.
• Build learning strategy that drive improvement in the workforce, pursue potential, enhances engagement, and fulfills the learning mission of IUCN.
• Strengthen programs and systems that support leadership development, an effective leadership review process, and the ongoing development of managers.

3. HR Infrastructure and Performance Management

• Provide thought leadership and oversight for the development and delivery of IUCN’s compensation, incentive, and benefits programs at all levels, ensuring market competitiveness and reflection of the organization’s compensation policy.
• Develop a performance management system that fosters improved performance and increased communication, and is aligned with compensation practices.
• Oversee appropriate technology solutions to enhance managers’ to human resources information and develop the best means to deliver high-volume transactional services.
• Enhance human resources information systems in collaboration with the Global Information Systems Group (GISG) and ensure the ongoing development of performance indicators and workforce analytics for decision making.

4.Relationship management

• Supervise human resources management services to all staff seconded to or hosted by IUCN from other organizations.
• Oversee the development and management of partnerships with appropriate organizations to ensure best possible use of staff exchanges, secondment and employment relationships;
• Represent Management in working with the Staff Representative Groups or their equivalent

1. Executive Leadership

• Responsible for ensuring data privacy, data integrity and accuracy, and system security.
• Responsible for ensuring compliance with all applicable labour policies, laws and regulations.
• Maintain awareness of the regulatory environment and implement changes as necessary.
• Ensure that human resources management policies and practices are in force, with due regard to IUCN’s Code of Conduct and Professional Ethics as well as the local labour laws of the different countries where IUCN is located.

INTERACTIONS

• Director General and the Leadership Team - Identify effective management approaches, develop strategies and policies for change and renewal

• Line managers of IUCN Secretariat worldwide - Provide advice and guide managerial decision-making related to recruitment, performance management, conflict resolution, staff training, termination, etc.

• IUCN HR team worldwide - Provide advice, guidance, and support to the whole team and maintain a strong cohesion between all HR staff members worldwide. As their co-supervisor and in coordination with the regional directors, coordinate decisions related to workforce planning, recruitment and selection, performance management, career progression and contract decisions.

• IUCN staff worldwide - Facilitate organizational development and change and ensure high standards of service and support

• Staff Representative Groups or their equivalent - Consult with staff representatives for HQ and help them to fulfil their role for the wider Secretariat where no staff representative group/committee exists

• HR counterparts in government, inter-governmental and non-governmental national and international organizations, as well as in the private sector - Represent the IUCN Secretariat, exchange information on systems, innovation and problem solving approaches

• Institutes, consulting firms, legal firms and other service providers - Develop contractual arrangements as needed.

SKILLS AND COMPETENCIES

• Ability to build and maintain strong collaborative relationships and support across a complex organization in order to drive the next level of achievement.
• Proven ability to recruit, develop, motivate, and retain exceptional talent.
• Skilled at getting individuals, teams, and an entire organization to perform at a higher level, and to embrace change.
• Experience in building and leading expert teams with a strong service orientation and the ability to work seamlessly across organizational boundaries to make significant and sustainable improvements.
• Strategic thinker who is proven capable of enrolling, educating, and partnering with colleagues at all levels and has demonstrated success in developing and implementing an effective plan of action to support the long term objectives of a complex organization.
• The ability to develop key partnerships and influence people at all levels of an organization.
• Thoroughly familiar with HR Systems, HR analytics, applicant tracking and performance management software, and related tools.
• Practical and business relevant knowledge of the full range of OD and HR products, HR services, delivery models, and metrics to accelerate performance.
• Demonstrated success in working within complex organizations in a manner that has provided the opportunity to deal with a variety of operating and organizational models.
• Proven ability to embrace diversity in every respect.
• Strong work force planning skills particularly around diversity, program development and recruiting.

REQUIREMENTS

1. General:

• Post graduate or advanced degree in either Human Resource management, Organisational Psychology, Business, Public Administration or related field.
• At least 15 years’ professional experience in senior management and governance of a complex multinational organization with a global footprint.

1. HR Expertise:

• Ability to work well in a multi-cultural environment.
• Experience of developing HR related global policies applicable across the organization.
• Practical experience in Talent Management solutions, leadership development, succession planning and coaching.
• Experience in conflict resolution and mediation strategies within a multicultural environment.

International recruitment, talent acquisition and salary negotiation.

• Compensation management strategies, compensatory analysis and market analysis (new and existing).
• Experience in building strong strategic partnerships with clients.
• Willing to travel to various locations of IUCN and to other locations as and when necessary.
• Due to the global nature of work, is willing to work outside regular business hours and/or also on weekends as and when necessary.

1. Leadership abilities and experience, maturity and management skills, characterized by:

• A deep sense of self-awareness as evidenced by the ability to articulate one’s own strengths, weaknesses and one’s impact on others.
• Unimpeachable integrity as evidenced by behavior, communication style and way of handling ambiguous or difficult situations.
• A clear moral compass and resolute managerial courage that does not shy away from making the ethical, just, fair and professional decisions even when they are difficult or potentially unpopular.
• Demonstrated ability to manage and lead the work of the Secretariat with diverse skills, personalities, and backgrounds.
• Proven ability to effectively delegate, empower and motivate staff and others.
• Experience developing teams and individuals and effectively leading improvement and change.
• Clear commitment to fostering a culture of high performance and accountability, demonstrated in the ability to manage by results, differentiate performance and assertively give feedback and take decisive action when necessary.
• Demonstrated ability to both plan and take action, keeping the staff focused on priorities.
• Demonstrated experience in the selection, coaching and appraisal of staff.
• Demonstrated experience building teams diverse in gender, nationality and background to achieve business results. This commitment to diversity and inclusion should be exemplified through staffing decisions (recruitment, promotion, recognition, etc.) and the ability to model behaviors that promote a more inclusive organizational culture.

1. Senior management experience, characterized by:

• Demonstrated experience and achievements in organizational, financial and personnel management, and in decision-making.
• Proven experience in maintaining and nurturing expert networks with demonstrated ability to handle politically and culturally sensitive issues.
• Maintain a positive work environment that facilitates collaboration and information sharing and is conducive to attracting, retaining, and motivating diverse talent;

1. Professional competencies, characterized by:

• Good understanding of world affairs and experience with the workings of Multilateral Environmental Agreements and governmental and non-governmental institutions.
• Ability and commitment to act in accordance with the core values of integrity, respect for diversity and professionalism as spelled out in IUCN’s Code of Conduct and Professional Ethics.

1. Sound judgment and decision making, characterized by:

• Experience in identifying key issues in a complex situation, and consulting, gathering, and analyzing relevant information before proposing and implementing decisive actions or recommendations.
• Well-organized and logical in thought and action.

Ability to foresee and manage risk.

1. Other:

• Fluent English (required), and French and/or Spanish (ideal).
• Ability to travel globally on a frequent basis.

The above job description contains the main duties and responsibilities for this position. However, in a small organisation such as IUCN, staff members are expected to show flexibility in their approach to work and be willing to undertake other tasks that are reasonably allocated to them but which are not part of their regular job description. Where any task becomes a regular part of an employee’s responsibilities, the job description will be changed in consultation with the employee and the Human Resources Management Group.

About the Organization

IUCN, the International Union for Conservation of Nature, was founded in 1948 and brings together over 1200 members (States, government agencies, NGOs and affiliates) and some 11000 scientists and experts from 160 countries in a unique worldwide partnership. Its mission is to influence, encourage and assist societies throughout the world to conserve the integrity and diversity of nature and to ensure that any use of natural resources is equitable and ecologically sustainable. Within the framework of global conventions IUCN has helped over 75 countries to prepare and implement national conservation and biodiversity strategies. IUCN has approximately 1000 staff, most of whom are located in its regional and country offices while some 170 work at its Headquarters in Gland, Switzerland. IUCN is an equal opportunity employer and welcomes applications from qualified women and men.

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