Talent Business Partner

WIPO•Geneva, IL

About The Position

The Talent Business Partner works closely with the sector lead, managers, and staff as a strategic adviser on HR-related matters. Together with the business, s/he works to identify and build the medium and long-term workforce required to drive business outcomes; designing in collaboration with the Employee Experience Unit, tailored and integrated talent management strategies to attract, acquire, develop and engage talent. The Talent Business Partner supports and advises managers on talent opportunities and challenges across the Organization and has a key role to play in shaping organizational culture. S/he is assigned to specific business areas of the Organization and contributes to the design and implementation of the talent management strategy for those areas. The incumbent works under the supervision of the Senior Manager, HR Talent Partners Unit.

Requirements

First-level university degree.
At least six years of relevant professional experience, including three years as HR Business Partner, aligning HR initiatives and functions with business objectives and needs.
Demonstrated experience in job design with a clear business focus.
Experience using HR analytics to anticipate talent needs as a basis for decision-making.
Excellent written and spoken knowledge of English.

Nice To Haves

Advanced university degree in Human Resources Management, Economics, Sciences, Social Sciences, Business Administration or related field.
Certification in workforce planning, and on data analytics/HR data analytics.
HR certification.
Experience working in the private sector or in HR consulting.
Experience using emerging technologies, including AI predictive analysis, to inform talent decisions.
Experience implementing employee listening strategies (e.g., pulse surveys, focus groups) to inform engagement and retention actions.
Experience with a factor-based, point based classification system.
Good knowledge of French and/or other UN official languages.
Excellent client orientation, with the ability to sense client needs and deliver a high-quality client service, improving service execution, delivery and outcomes.
Demonstrated ability to proactively learn the core business of the organization, to translate business strategy into actionable HR initiatives.
Demonstrated influencing skills to promote a culture of continuous learning, supporting upskilling and reskilling initiatives aligned with future workforce needs.
Strong stakeholder engagement skills with the ability to build collaborative relationships.
Ability to present the Organization's position on HR matters in a clear, concise and accurate manner.
Effective in addressing change and transformation, aligning business objectives with people's decisions and problem solving.
Cross-functional team collaboration skills (e.g., DEI, Learning & Development) to deliver integrated people solutions.
Strong data analysis/reporting skills, as well as skills in gap analysis.
Initiative in resolving complex and sensitive issues; tact and discretion.
Skilled at engaging and facilitating conflict resolution with both managers and staff.
Proficiency with HR and organizational digital tools.
Proficiency in digital tools, AI-enabled applications, and online collaboration platforms as applied to HR and information systems.
Commitment to continuous learning and the adoption of emerging technologies.
Project management skills, ability to work on projects from initiation to completion

Responsibilities

Partner and build strong relationships with sector lead(s), managers and staff in designated areas of responsibility, proactively supporting the strategic agenda of the business and leveraging the overall talent strategy; lead the strategic workforce planning exercise for her/his sector(s), and continuously influence talent management strategies to address current and future workforce gaps.
Assist managers to achieve business strategy and financial targets while integrating the talent strategy, supporting WIPO's mobility strategy, driving performance orientation and contributing to building an organizational culture that supports WIPO's vision.
Keep abreast of developments and ongoing activities in programs under her/his responsibility; regularly review workforce plans with program managers to better adapt the Organization's workforce to evolving business realities and constituents' needs; ensure implementation of new organizational structures in accordance with strategic HR priorities.
Support sector lead(s) and managers in the succession planning process by facilitating discussion on the identification of emerging diverse talent and identifying critical roles required in the present and future. Collaborate with managers and other stakeholders to identify and document the required profiles through informed job design, and to map and proposed HR interventions to reduce talent gaps within the framework of workforce planning.
Advise on performance and development-related matters for her/his sector of responsibility; encourage skills and behaviors development to guide the performance dialogue and contribute to fostering a culture of continuous feedback. Act as a trusted advisor, coaching leaders to drive organizational effectiveness and cultural change; Co-design, when required, agile people approaches, promoting a people-centric culture while ensuring alignment with WIPO's regulatory framework.
Use and encourage the regular and effective use of HR analytics by managers to facilitate talent management, i.e. talent attraction, development, talent reviews, succession planning, and optimum resourcing; analyze data and statistics for reporting and planning purposes and share information with concerned stakeholders.
Coordinate with sector lead(s), managers and the Employee Experience Unit to ensure timely acquisition of talent for programs under her/his responsibility, ensuring transparency and fairness and promoting internal mobility opportunities. Assist the Talent Acquisition Team by managing recruitment processes and participating in boards when/as needed.
Empower and guide managers and staff at all levels on people engagement issues; ensure managers are apprised of important people-related issues to make timely and informed decisions and to take appropriate action; based on observations/feedback from the business; provide substantive input to inform the development of HR guidelines and policies.
Develop strong and effective partnerships with internal People and Culture functions such as the Employee Experience Unit and the HR Operations Service.
In close collaboration with the Employee Experience Unit, other areas of HRMD, and relevant stakeholders, initiate policy changes to better meet business needs, leading and supporting projects to promote new developments and best practices.
Undertake other tasks, as required.