IUCN is a membership Union uniquely composed of both government and civil society organisations. It provides public, private and non-governmental organisations with the knowledge and tools that enable human progress, economic development and nature conservation to take place together.
Created in 1948, IUCN is now the world’s largest and most diverse environmental network, harnessing the knowledge, resources and reach of more than 1,300 Member organisations and some 10,000 experts. It is a leading provider of conservation data, assessments and analysis. Its broad membership enables IUCN to fill the role of incubator and trusted repository of best practices, tools and international standards.
IUCN provides a neutral space in which diverse stakeholders including governments, NGOs, scientists, businesses, local communities, indigenous peoples organisations and others can work together to forge and implement solutions to environmental challenges and achieve sustainable development.
Working with many partners and supporters, IUCN implements a large and diverse portfolio of conservation projects worldwide. Combining the latest science with the traditional knowledge of local communities, these projects work to reverse habitat loss, restore ecosystems and improve people’s well-being.
Senior HR Officer
Our goal is to deliver proactive and competent Human Resources supported by and through guidelines and procedures that enable IUCN Asia with all its diversity to reach its desired objectives. This is a local recruitment. Only Thai nationals, individuals with residence status, or the appropriate employment visa for Thailand are eligible to apply. The remuneration and benefits package for this position is established with reference to the local labour market and in line with the IUCN conditions of service for Thailand.
The Regional HR Office for Asia and Oceania supports Cost Centres and teams in the oversight, management and implementation of policies, initiatives and activities for its people and programmes. As a member of Regional HR, the Senior HR Officer reports directly to the Regional HR Manager, Asia and collaborates with HR Associates in assigned country offices to ensure consistent application of rules, regulations, procedures and practices for the respective jurisdiction.
The position primarily serves as Senior HR Officer who is responsible for the effective and efficient conduct of either of the following major specialist areas of (1) transaction and operational services, (2) talent management, business partnering and engagement. The Senior HR Officer is expected to provide related services to other areas as may be necessary and periodically rotate to another specialist area for capacity development. The Senior HR Officer will be responsible for monitoring and implementing functions and services that fall under the assigned specialisation in compliance with established policies, conditions of employment and labour regulations, as applicable.
The Senior HR Officer has a crucial role in people management in the assigned specialist areas below and works with staff and managers to ensure the smooth operation of the HR practice within established quality standards.
Talent Acquisition and Management
- Review terms of reference and job descriptions and classify positions in line with IUCN’s position classification system;
- Advise and monitor talent acquisition by supporting HR Associates in conducting recruitment and selection activities for their assigned locations, including, among others, candidate assessments, multi-layer evaluations, reference checks, pre-employment screening, and contract negotiations;
- Responsible for 360-degree reviews and other professional development programs;
- Manage the staff development programme, including but not limited to, identification of training needs for units and individuals, evaluation and monitoring of training programs, to ensure success;
- Monitor and provide recommendations on key talent metrics to identify and analyse people-related issues, root causes, and opportunities for improvement;
- Maintains effective partnerships with external agencies to meet sourcing needs when required;
- Continually seek to enhance performance and suggest ways to improve talent quality and experience. Thus, ensuring we always attract a diverse and inclusive workforce.
- Partner with managers and complete performance management cycle for the region including all related actions including, the establishment of outcomes, milestones and development needs, midterm and end-of-cycle evaluations, feedback session, talent review and calibration, guidance on scorecards and its results;
- Advise line managers on establishing probation targets for new hires and integration of such targets into the overall performance plan;
- Support line managers by providing advice and information on the process of nomination for promotion;
- Advice line managers on establishing Performance Improvement Plans (PIPs), as appropriate, to rehabilitate staff performance;
Business Partnering and Engagement
- Facilitate, implement and monitor the execution of action plans stemming from strategic workforce planning for country offices, programmes, and units;
- Understand project plans and identify action plans to enable a people strategy that aligns with and support the broader country-to-region strategy;
- Responsible for all facets of business partnering in coordination with managers to determine the overall business strategy, current and future priorities, talent requirements and gaps, role segmentation and propose talent interventions (acquire, engage, develop, deploy, retain) as appropriate;
- Oversee the coordination of HR Associates in onboarding and orientation of new hires with all units involved;
- Establish a calendar or and facilitate regular induction/orientation sessions for all new hires, as well as current staff members as refresher sessions;
- Maintain expert knowledge of their specialty area by researching best practices, monitoring legal developments, evaluating developing trends, keeping appraised of technological developments, and conducting benchmark comparisons;
- Develop and implement programs that support and address staff care, health and wellbeing;
- Implement staff engagement programs and reward and recognition schemes in line with a strategic objective to develop, engage and motivate the workforce;
- Undertake a host of budget-friendly engagement activities for all staff in the region to keep the team engaged and motivated through an inclusive approach;
- Assist in developing communication strategies around different engagement programs;
- Review results of engagement surveys and facilitate action planning sessions with managers and unit heads to address identified development areas;
Perform other duties as may be assigned, including functions designated to a different specialist area of work.
- University Degree in Human Resources, Workforce Development, Organisational Management, Business Administration, Public Administration, Psychology, Economics, Social Science or a related field. An Advanced University Degree or professional certification/qualification in Human Resources a distinct advantage;
- At least 6 years of relevant experience in specialist or generalist functions in HR management;
- Relevant experience from an international organization or the development sector an asset;
- Familiarity with international HR best practices, principles and standards and understanding of labour laws including for Thailand, employment regulations and ability to interpret rules and policies;
- Excellent command of the English language (verbal/written) and coupled with excellent communication and presentation skills;
- Proficient in data analysis as well as data reporting;
- Proficient in using office applications and web-based management tools and systems;
- Proven experience with HR management systems;
- For operational requirements, the candidate must be willing to travel. Knowledge of regional languages and dialects is a distinct advantage.