Talent Business Partner

Organizational Context

The Talent Management Service aims to build a skilled workforce for the future by effectively recruiting, deploying, developing, and retaining WIPO's employees. This service contributes to an agile and innovative workforce aligned with WIPO's goals, ensuring talent management delivers tangible results that positively impact employee engagement and organizational performance.

Job Purpose

The Talent Business Partner serves as a strategic HR advisor to sector leads, managers, and staff. This role involves identifying and developing the medium and long-term workforce needed to achieve business outcomes. In collaboration with the Employee Experience Unit, the partner designs integrated talent management strategies for attraction, acquisition, development, and engagement. They advise managers on talent opportunities and challenges, significantly influencing organizational culture and contributing to the design and implementation of talent management strategies for specific business areas.

Responsibilities

Partner with business leaders and staff to support strategic agendas and leverage the talent strategy, leading workforce planning and influencing talent management to address current and future gaps. Assist managers in achieving business and financial targets by integrating talent strategy, supporting mobility, driving performance, and fostering a supportive organizational culture. Monitor program activities, review workforce plans with managers to adapt to evolving business needs, and ensure new organizational structures align with HR priorities. Support succession planning by facilitating talent identification and critical role analysis. Advise on performance and development, encouraging skill development and continuous feedback. Act as a trusted advisor, coaching leaders for organizational effectiveness and cultural change, and co-designing agile, people-centric approaches within the regulatory framework. Promote and utilize HR analytics for talent management, analyzing data for reporting and planning. Coordinate talent acquisition with business units, ensuring fairness and promoting internal mobility. Empower managers on people engagement issues, providing input for HR guidelines and policies. Develop partnerships with internal HR functions and initiate policy changes to meet business needs.

Work Experience

Requires at least six years of relevant professional experience, including three years as an HR Business Partner, aligning HR initiatives with business objectives. Demonstrated experience in job design with a business focus and using HR analytics for talent needs anticipation is essential. Experience in the private sector, HR consulting, or using emerging technologies for talent decisions is desirable.

Skills

Key skills include excellent client orientation, ability to translate business strategy into HR initiatives, strong influencing and stakeholder engagement skills, and effective communication. Proficiency in data analysis, gap analysis, problem-solving, and conflict resolution is crucial. Experience with HR digital tools, AI-enabled applications, and online collaboration platforms is essential, along with a commitment to continuous learning and adopting emerging technologies.

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