Junior Professional Officer in Recruitment and Selection

Grade: P2

Vacancy no.: JPO/HRD/P2/2025/01

Publication date: 26 February 2025

Application deadline (midnight Geneva time): 9 April 2025

Job ID: 12747

Department: HRD

Organization Unit: HRD

Location: Geneva

Contract type: Junior Professional Officer

Contract duration: 2-year developmental program (1 year with the possibility of a 1-year extension)

Note: This post is opened in the context of the Junior Professional Officer (JPO) Programme sponsored by the Government of the United States and is addressed exclusively to U.S. citizens.

General requirements for candidates:

U.S. citizens who have received a degree from an accredited post-secondary educational institution.

Participation in the JPO program is limited to U.S. citizens who are 32 years of age or younger on 31st December 2025.

The ILO welcomes applications from qualified women and men, particularly those with disabilities. If needed, reasonable accommodation will be provided in the recruitment phase as well as during the JPO assignment to ensure equality of opportunities.

The ILO has a smoke-free environment.

Background Information

The main objective of the ILO Junior Professional Officer (JPO) Programme is to provide young professionals a hands-on experience of the ILO activities as well as to aim to promote the integration of young talent into the organisation. An experience at the ILO constitutes a valuable learning opportunity for these young professionals while providing the Office with a pool of talented individuals who bring with them the latest in academic research and best practices.

Introduction

The Human Resources Development Department (HRD) is responsible and accountable to the Director-General for the design and implementation of Office-wide human resources policies, in accordance with the ILO Human Resources Strategy as approved by the Governing Body. This includes the key priority of attracting, developing and retaining staff and leaders from under-represented countries and applicants with experience relevant to the three constituent groups.

HRD is also responsible for overseeing, guiding, and ensuring the appropriate implementation of the ILO human resources’ policies across the Office.

This assignment constitutes a unique opportunity to contribute to Organisation-wide innovation and development and gain professional experience in HR and particularly in the areas of human resources trends, strategy development and recruitment policies and practices.

Content and methodology of supervision

The JPO will support the development and introduction of the 2026-29 HR Strategy as well as the design and implementation of the Recruitment Action Plan and Outreach Strategy within the Human Resources Development Department of the International Labour Organization (ILO).

A time-bound work plan will be agreed between the JPO and the supervisor on specific and clearly defined tasks to be undertaken by the JPO throughout the duration of the first-year assignment, and in line with the job description.

The JPO will have easy access to the HRD Director.

The JPO will receive structured guidance from the supervisor, especially in the beginning of the assignment, with the purpose of gradually increasing the responsibilities of the JPO.

The JPO will be given continuous performance and development feedback, and professional mentoring by the supervisor.

Performance and development objectives will be discussed and agreed within the first month of the assignment, and reviewed in accordance with ILO’s Performance Management Framework, as applicable to JPOs.

Description of Duties

Under the direct supervision of the HRD Director, the JPO will perform the following duties and responsibilities:

• Support the development and introduction of the 2026-29 HR Strategy by collaborating with branch chiefs and internal and external stakeholders, undertaking research/identification of HR trends and good practices, building on lessons learned from the current strategy, and leveraging these within the ILO context.

• Contribute to the design and implementation of the Recruitment Action Plan and the Outreach Strategy in collaboration with the Recruitment team, by conducting substantive research and analysis on talent acquisition and outreach methods; developing talent acquisition strategies; and recommending new approaches and solutions.

• Support the implementation of outreach activities inline with the Outreach Strategy to increase the number of qualified candidates from underrepresented countries and applicants with experience relevant to the three constituent groups. Conduct job specific outreach to attract qualified candidates from these target groups; identifying the most relevant global conferences and events for specific outreach campaigns; planning and implementing activities accordingly (e.g. information sessions, career development forums, university visits, etc.); assisting in partnering with Member States to conduct targeted campaigns to attract applicants to job openings.

• Support the creation of talent pipelines, in collaboration with colleagues in other areas of HRD.

• Collaborate with other members of the Recruitment team in the preparation of selection files and reports for meetings.

• Support the evaluation and monitoring of current recruitment and selection processes, including tracking of Key Performance Indicators (KPIs) and other statistical analyses.

• Perform other relevant tasks as assigned by the supervisor.

Required qualifications

The Human Resources Department is seeking a passionate young professional who is an innovative doer and thinker interested in advancing and promoting Decent Work.

Education

Advanced level university degree (Master’s degree or equivalent) in human resources, public administration, management studies or other relevant field. A first-level university degree (Bachelor’s degree or equivalent) in one of the afore-mentioned fields with an additional two years of relevant work experience, in addition to the experience stated below, will be accepted in lieu of an advanced university degree.

Experience

Minimum:

Three years of relevant professional experience in human resources management, including in recruitment and selection.

Desirable:

Work experience in an international environment would be an advantage.

Languages

Minimum:

Excellent command of English and at least limited knowledge of a second ILO working language (French, Spanish).

Skills required/ ILO Competencies

Skills required:

Knowledge of human resources policies, practices, procedures, and ability to apply them in an organizational setting. Good analytical skills. Good skills in the use of e-recruitment portals and good knowledge and experience of specialized automated information systems. Good knowledge of HR principles and concepts. Excellent computer skills. Demonstrates professional competence of subject matter. Efficient in meeting commitments, observing deadlines and achieving results.

ILO competencies:

The candidate is expected to demonstrate and be guided by ILO competencies, specifically:

• Good interpersonal and communication skills:
• Ability and willingness to work both independently and as a team member.
• Ability to draft clearly and consistently in two ILO official languages. Ability to communicate effectively orally.
• A high degree of tact and diplomacy and secretion, and proven ability to maintain confidentiality.
• Objectivity and ability to apply HR rules and regulations in a fair and consistent manner.
• Excellent time management and the ability to plan and execute assigned duties.
• Ability to work in a multicultural environment.

Training Components and Learning Elements

Training components:

The JPO will get on-the-job training in recruitment and selection process and in ILO-job system through the guidance of the supervisor and RES colleagues.

Learning elements:

This post will offer the JPO exposure to:

• Become familiar with ILO’s organizational structure and activities in an international environment.

• Human Resources Management.

• Use ILO jobs (HR specific software).

• Become familiar with HRD’s strategic objectives.

• ILO official languages.

• Development of interpersonal skills in an international environment.

• Get acquainted with the work of a multi-disciplinary and multi-cultural team.

TRAINING COMPONENTS AND LEARNING ELEMENTS

Conditions of employment

• Any appointment/extension of appointment is subject to ILO Staff Regulations and other relevant internal rules. Any offer of employment with the ILO is conditional upon certification by the ILO Medical Adviser that the person concerned is medically fit to perform the specific inherent requirements of the position offered. In order to confirm an offer from the ILO the successful candidate will be required to undergo a medical examination.
• Any extension of technical cooperation contracts is subject to various elements including the following: availability of funds, continuing need of the functions and satisfactory conduct and performance.

For more information on conditions of employment, please visit:

https://intranet.ilo.org/en-us/hrd/hrtalent/Documents/Emp_Conds_EN.pdf

Recruitment process

Please note that all candidates must complete an on-line application form. To apply, please visit ILO People. The system provides instructions for online application procedures.

Applicants will be contacted directly if selected for a written test and/or an interview.

Depending on the location and availability of candidates and interview panel members, the ILO may use communication technologies such as Microsoft Teams, Video or e-mail, etc for the evaluation of candidates at the different stages of the recruitment process, including technical tests or interviews.

The ILO has zero tolerance for acts of sexual exploitation and abuse (SEA) and is determined to ensure that all staff members and all beneficiaries of ILO assistance do not suffer, directly or indirectly, from sexual exploitation and abuse.

To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organisation, the ILO may conduct a background verification of candidates under consideration.

Fraud warning

The ILO does not charge any fee at any stage of the recruitment process whether at the application, interview, processing or training stage. Messages originating from a non ILO e-mail account E-Mail schreiben - should be disregarded. In addition, the ILO does not require or need to know any information relating to the bank account details of applicants.