About Us

The OPCW’s mission is to implement the provisions of the Chemical Weapons Convention to achieve our vision of a world free of chemical weapons in which chemistry is used for peace, progress, and prosperity, and to contribute to international security and stability, general and complete disarmament, and global economic development.

The OPCW was awarded the Nobel Peace Prize in 2013 for its extensive efforts to eliminate chemical weapons.

General Information

• Contract Type
  Fixed-term Professional
• Grade
  P4
• Total Estimated monthly remuneration depending on post adjustment and family status: USD
  9,448
• Closing Date
  23/03/2025

Responsibilities

Job Summary

The Human Resources Branch (HRB) within the Administration Division of the Organisation for the Prohibition of Chemical Weapons (OPCW) delivers high-quality human resources management, policy, learning and development, staff wellbeing, and administrative support to senior managers and the workforce at large. By providing expert advice and client-focused services, HRB ensures the Secretariat fulfils its strategic and operational functions effectively, in alignment with its tenure-based mandate and with a healthy and resilient workforce.

Operating under the leadership of the Head, HRB and the overall guidance of the Director, Administration, the Branch upholds a culture of respect, inclusivity, and compliance with the Organisation’s legislative framework and principles of International Administrative Law.

The Senior Advisor, Human Resources is critical to the daily operations of HRB, supporting and advising the Head, HRB in providing comprehensive, consistent, and strategic guidance on a wide range of HR matters, ensuring alignment with organisational priorities. This role manages the portfolios and posts under HR policy, organisational design, staff relations, data and risk management as well as business continuity, ensuring the Head, HRB is kept up-to-date. Additionally, the role leads HR and cross-functional projects, at the request of the Head, HRB.

Main Responsibilities

Human Resources Strategy and Policy:

• Develop and implement HR strategies and initiatives aligned with organisational priorities, biennial programmes, budgets, and best practices in people management;
• Provide consistent solutions-oriented advice and interpretation of HR policies, fostering effective collaboration within HRB and throughout the Organisation;
• Promote actively knowledge transfer by sharing HR expertise and best practices, providing regular updates and communications as well as by encouraging development;
• Evaluate and review HR policies and practices to ensure clarity and efficiencies while promoting compliance with administrative law; coordinate and draft inputs to governing documents.

Human Resources Advisory and Representational Services:

• Support the Head, HRB in day-to-day HR operations, ensuring strong client-orientation, process consistency, compliance, and continual improvement;
• Advise managers and staff throughout the employee lifecycle, interpersonal matters as well as performance management by recognising excellence and addressing performance issues;
• Represent the Head, HRB in committees, boards, and panels (e.g., recruitment, selection), and liaise with external stakeholders, including national authorities, as directed;
• Provide strategic guidance on organisational design to optimise workforce structures and to enable delivery of long-term objectives.

Engagement, Culture and Staff Relations:

• Promote a positive and inclusive workplace culture through employee engagement initiatives and mentoring colleagues;
• Address complex employee concerns with discretion, keeping the Head, HRB informed and escalating when necessary;
• Oversee grievance procedures, investigations, and disciplinary actions in collaboration with the Office of Legal Adviser and under the guidance of the Head, HRB;
• Collaborate with the Health and Safety Branch, managers and staff on return-to-work plans and related initiatives. Oversee the development of communication and learning opportunities to promote and maintain respectful dialogue and a professional work environment;
• Facilitate constructive dialogue when performance and interpersonal concerns arise, assess risk, propose solutions and seek advice from the Head, HRB when necessary.

Compliance and Reporting:

• Monitor and share internal and external HR trends, including those within the UN Common System;
• Generate data-driven reports to inform decision-making and senior management discussions;
• Ensure compliance with governing documents, audit recommendations, and best practices and other legal requirements;
• Monitor risks and business continuity needs, discussing with Head, HRB.

HR Projects:

• Lead and execute HR projects and cross-functional initiatives as directed by the Head, HRB;
• Identify and implement process improvements to enhance workflow efficiencies, streamline processes and ensure regular communication of modified or new processes;
• Deputise for the Head, HRB when required.

Qualifications and Experience

Education

Essential:

• Advanced university degree in Human Resources, Business Administration, Public Administration, or a related field;
• A first level university degree in a related filed in combination with a minimum of 9 years of qualifying experience may be accepted.

Desirable:

• Certification in mediation and/or project and/or change management.

Knowledge and Experience

Essential:

• A minimum of seven years of progressively responsible experience in human resources with at least three years of experience in two of the following fields: organisational design, staff relations, policy development, diversity or inclusion;
• Proven experience in managing complex staff relations and conduct matters;
• Experience in successfully leading others;
• Practical knowledge in the dispute resolution process as well as knowledge of the investigative process;
• A minimum of four years experience working for an international organisation.

Desirable:

• Experience leading change management or complex process improvement projects;
• Previous experience working on internal appeals as well as submissions to an external appellate body such as the International Labour Organisation Administrative Tribunal (ILOAT);
• Familiarity with organisational design and data analysis and interpretation is an asset;
• Previous professional experience on workplace wellbeing, culture and inclusion portfolios;
• Extensive experience in HR management, including policy development, staff relations, and organisational development;
• Previous experience within international or tenure-based organisations is highly desirable;
• Exposure to risk management and business continuity frameworks;
• Professional working experience outside of your home country/permanent residence would be an asset.

Skills and Competencies

Required Knowledge

• Sound knowledge of design and data tools;
• Understanding of HR practices, policies, and processes.

Skills

• Strong advisory and problem-solving skills with a client-focused approach;
• Exceptional interpersonal and communication abilities, fostering collaboration across diverse teams;
• Demonstrated ability to handle sensitive matters with discretion and professionalism;
• Analytical proficiency, including the ability to interpret HR data and trends.

Abilities

• Strategic thinker with the ability to breakdown complex matters into tangible actions;
• Aptitude to lead, inspire, and foster cross-functional collaboration;
• Strong aptitude for organisational design;
• Excellent people, interpersonal, and communication skills.

Attitudes and Behaviours

• Proactive mindset, strong perception, and ability to navigate changes effectively;
• Proficient in handling complex issues with discretion, professionalism, and cross-cultural awareness.

Languages

Fluency in English is essential and a good working knowledge of one of the other official languages (Arabic, Chinese, French, Russian, and Spanish) is desirable.

Additional Information

This fixed-term appointment is for the duration of two years with a six-month probationary period, and is subject to the OPCW Staff Regulations and Interim Staff Rules.

The OPCW is a non-career organisation with limited staff tenure. The total length of service for Professional staff shall not exceed 7 years.

The mandatory age of separation at the OPCW is 65 years.

The Director-General retains the discretion to not make any appointment to this vacancy, to make an appointment at a lower grade, or to make an appointment with a modified job description. Several vacancies may be filled.

Only fully completed applications submitted before the closing date and through OPCW CandidateSpace will be considered. Only applicants under serious consideration for a post will be contacted.

According to article 8 paragraph 44 of the Chemical Weapons Convention the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible.

OPCW is committed to maintaining a diverse and inclusive environment of mutual respect. OPCW recruits and employs staff regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, ethnic, cultural and socio-economic backgrounds, or any other personal characteristics.

OPCW General Terms and Conditions

Important notice for applicants who are currently insured under the Dutch Social Security system

Although headquartered in the Netherlands, the OPCW is not a regular Dutch employer but a public international organisation with its own special status. Please be advised that if you are currently insured under the Dutch Social Security system, you will be excluded from this system as a staff member of the OPCW. You will consequently be insured under the organisation’s system. The above also applies to your dependents unless they are employed by a regular Dutch employer, they are self-employed in the Netherlands, or are receiving Dutch social security payments.

Please refer to the website of the Ministry of Social Affairs and Employment for more information about the possible consequences for you and your dependents, such as exclusion from ‘AWBZ’ and ‘Zorgverzekeringswet’ coverage: ‘Werken bij een internationale organisatie’.