Talent Acquisition Officer

DUTIES AND RESPONSIBILITIES

In the Organizational Design, Workforce Planning & Talent Acquisition Division, under the supervision of the Head of Recruitment & Partnerships Program Section, the duties to be performed are as follows:

• Provide advice and support to managers and staff on recruitment processes and on innovative HR approaches and solutions to address emerging challenges.

• Recruitment and Talent Acquisition activities:
  
  
  
  • Manage end-to-end recruitment processes in an automated environment, ensuring workflow efficiency, quality control and compliance. Oversee vacancy publication, validate screening criteria and monitor recruitment outcomes to ensure fair, transparent and timely selection processes.
  
  
  • Ensure compliance with Staff Rules and Regulations, resolutions, service orders, guidelines and policies related to recruitment.
  
  
  • Review and validate longlists, assessment tools, interview questions, shortlists and selection recommendations, providing procedural guidance and quality assurance to hiring managers.
  
  
  • Provide guidance to managers, HR Focal Points and staff on recruitment procedures, systems and eligibility requirements.
  
  
  • Ensure recruitment processes are properly documented, auditable, transparent and aligned with data integrity standards.
  
  
  • Support the implementation of recruitment plans and priorities, including gender and geographical objectives, and serve as an HR focal point in selection panels and advisory bodies.
  
  
  • Manage and optimize rosters and talent pools to support efficient and strategic vacancy filling.
  
  
  • Design and deliver training and guidance on recruitment roles, processes and tools, with a focus on hiring manager accountability in an automated environment.
  
  
  • Support the implementation and continuous improvement of digital recruitment and assessment tools.
  
  
  • Contribute to outreach and employer branding initiatives to attract diverse and underrepresented talent and to elevate the ITU brand, ensuring that the organization remains a preferred employer of choice; coordinate recruitment campaigns across various media channels, including print, web/online content, and events, to enhance brand awareness; identify innovative solutions to attract underrepresented and diverse candidates, promoting diversity and inclusion.
  
  
  • Implement targeted recruitment strategies to address workforce gaps/needs and support diversity and inclusion objectives.
  
  
  
  

• Digitalization and optimization of recruitment processes:
  
  
  
  • Administer and contribute to the enhancement, implementation and effective use of recruitment management systems and digital tools, including Inspira, SharePoint and related platforms used by the Division.
  
  
  • Lead or support the design, testing and rollout of new digital tools and functionalities to streamline recruitment processes, and contribute to the development and improvement of HR information systems to enhance efficiency, transparency and consistency.
  
  
  
  

• Participate in and contribute to other activities of the Division i.e. SSA recruitment processes, HR Partnerships Programme, job classification, human resources planning, etc.

• Attend ITU and UN inter-agency meetings; participate in events and maintain liaison with other organizations of the UN Common System; take part in working groups.

• Prepare statistics and reports or provide inputs on recruitment matters; propose changes to current documentation, templates and procedures to streamline and simplify processes.

• Perform other related duties as assigned.

CORE COMPETENCIES

Applying Expertise; Effective Communication; Learning and Knowledge Sharing; Organizational Commitment; Results-Focused, and; Teamwork and Collaboration.

FUNCTIONAL COMPETENCIES

TECHNICAL COMPETENCIES

• Solid knowledge of recruitment principles and practices.


• Demonstrated knowledge of recruitment management systems such as Inspira or similar platforms.


• Demonstrated strong analytical skills and theability to apply HR concepts and principles.


• Solid computer skills, including proficiency in word processing, spreadsheets, relevant software packages, and databases.


• Knowledge of HR practices and procedures in the UN Common System is desirable.


• Knowledge of the SAP PA (Personnel Administration) module is desirable.

QUALIFICATIONS REQUIRED

Education:

Advanced university degree in human resources management, business administration, public administration or a related field OR education in a reputed college of advanced education with a diploma of equivalent standard to an advanced university degree in one of the fields above.

For internal candidates, a first university degree in one of the fields above in combination with seven years of qualifying experience may be accepted in lieu of an advanced university degree for promotion or rotation purposes.

Experience:

At least five years of progressively responsible experience in recruitment, including at least two years at the international level. A Doctorate in a related field can be considered a substitute for two years of working experience.
Experience in the use and/or implementation of recruitment management systems such as Inspira or similar platforms, including contribution to the deployment of digital tools and process improvements aimed at optimizing recruitment workflows.
Experience in the administration of recruitment processes.
Experience in providing HR advice to managers and staff.
Experience providing advice on sensitive matters to multiple clients and maintaining a high level of integrity, tact, and discretion when handling sensitive and confidential information.
Experience with an Enterprise Resource Planning (ERP) system.
Experience in recruitment within the UN Common System or other comparable international organization is desirable.

Languages:

Knowledge of one of the six official languages of the Union (Arabic, Chinese, English, French, Russian, Spanish) at advanced level and knowledge of a second official language at intermediate level. Knowledge of a third official language would be an advantage. (Under the provisions of Resolution No. 626 of the Council, a relaxation of the language requirements may be authorized in the case of candidates from developing countries: when candidates from such countries possess a thorough knowledge of one of the official languages of the Union, their applications may be taken into consideration.)