Human Resources Officer (Process Mapping) (UG)

Job Description

Introduction

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to ensuring a workplace where all employees can thrive professionally, while working towards harnessing the full potential of migration. Read more about IOM's workplace culture at  IOM workplace culture | International Organization for Migration.

For the purpose of this vacancy, the following are considered first-tier candidates:
1. Internal candidates
2. Candidates from the following non-represented member-states: 
Antigua and Barbuda, Bahamas, Barbados, Comoros, Congo (the), Cook Islands, Dominica, Federated States of Micronesia, Grenada, Guinea-Bissau, Holy See, Iceland, Israel, Kiribati, Marshall Islands, Namibia, Nauru, Palau, Saint Kitts and Nevis, Saint Lucia, Samoa, Sao Tome and Principe, Seychelles, Solomon Islands, Suriname, Tonga, Tuvalu, Vanuatu

 

Second tier candidates include:

All external candidates, except candidates from non-represented member states of IOM.
 

Organizational Context and Scope

The GSSC HR Hub delivers standardized, efficient and compliant HR administrative and operational services to duty stations worldwide from onboarding through separation. Within this context, the HR Officer (Process Mapping) supports the documentation, analysis and continuous improvement of HR processes and works with functional and technical counterparts to ensure that HR systems and workflows accurately reflect approved business processes.

Under the overall supervision of the Director, Global Shared Service Center (GSSC), and the direct supervision of the Chief, GSSC HR Hub, the Human Resources Officer (Process Mapping) supports the GSSC HR Hub by systematically documenting, analysing, streamlining and optimizing end‑to‑end HR processes, and by working closely with technical and functional counterparts to translate improved processes into effective system workflows and digital solutions.

Responsibilities

1. Map, document and maintain end‑to‑end HR processes across the GSSC HR Hub, covering transactional, administrative and service delivery activities.
2. Develop standardized "as‑is" and "to‑be" process maps, process narratives and workflow diagrams using recognized process mapping methodologies.
3. Analyse HR processes to identify inefficiencies, duplication, risks, control gaps and opportunities for simplification, standardization and harmonization.
4. Propose and support the redesign of HR processes to improve efficiency, consistency, service quality and scalability within the GSSC operating model.
5. Contribute to the development, review and maintenance of HR Standard Operating Procedures (SOPs), process manuals and user guidance.
6. Work closely with HR process owners and subject‑matter experts to validate process documentation and improvement proposals.
7. Translate approved process changes into clear functional requirements and work with HRIS/ERP and technical counterparts to adjust system workflows and automation.
8. Support testing, validation and user acceptance of system and workflow changes to ensure alignment with approved HR processes.
9. Identify opportunities for digitization, automation and data quality improvements within HR systems and service delivery.
10. Support process performance measurement, including the definition and monitoring of SLAs, KPIs and post‑implementation outcomes.
11. Support change management, knowledge transfer and training activities related to new or revised HR processes and workflows.
12. Ensure HR processes and workflows comply with applicable policies, staff rules, internal controls and audit requirements, and support responses to audit observations.
13. Perform other related duties as may be assigned.

Qualifications

Required Qualifications and Experience

Education

•    Master’s degree in Business Administration, Public Administration, Industrial Engineering, Organizational Development, or a related field from an accredited institution with five years of relevant professional experience; or,
•    Bachelor’s degree in the above fields with seven years of relevant professional experience.
•    Certification in Lean Six Sigma (Green/Black Belt), project management (PMP/Prince2), or equivalent is highly desirable.

Experience

•    Demonstrated experience in documenting and mapping business or HR processes, including development of process maps, SOPs, workflows or service procedures;
•    Practical exposure to HR service delivery environments, such as shared service centers, HR operations units, or transactional HR teams;
•    Experience supporting process improvement, simplification or standardization initiatives, preferably in a multi‑stakeholder or multi‑location context;
•    Extensive Experience working with HR systems (HRIS/ERP) or other workflow‑based systems, including translating business requirements into system or process changes;
•    Exposure to process performance monitoring, service levels, KPIs or basic operational reporting; 
•    Experience working collaboratively with functional, technical and service delivery counterparts to implement process or system changes; and,
•    Prior experience in international organizations, large institutions or regulated environments is an advantage, particularly where compliance and internal controls are emphasized.

Skills

•    Familiarity with ERP systems (e.g., Oracle ERP), including with reporting and digital workflow tools is required;
•    Familiarity with service management tools (like FreshService) and their implementation is highly desirable; and,
•    Knowledge of UN or standard operational rules and procedures is desirable.

Languages

IOM’s official languages are English, French, and Spanish.

For this position, fluency in English is required (oral and written). Working knowledge of another official UN language (Arabic, Chinese, French, Russian, and Spanish) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

The incumbent is expected to demonstrate the following values and competencies:

Values - All IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.
   

Core Competencies - Behavioural indicators – N/A

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.
   

Notes

Internationally recruited professional staff are required to be mobile. Please refer to this link for guidance on IOM Job Category.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members. 

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies

Required Skills

Job info