Ombudsperson

Position Title: Ombudsperson

Duty Station: Geneva, Switzerland

Classification: Professional Staff, Grade D1

Type of Appointment: Fixed term, one year with possibility of extension

Estimated Start Date: As soon as possible

Closing Date: 16 November 2023

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 a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. External female candidates:
3. Candidate from the following non-represented member states:

Antigua and Barbuda; Barbados; Botswana; Cabo Verde; Comoros; Congo (the); Cook Islands; Dominica; Fiji; Grenada; Guinea-Bissau; Holy See; Iceland; Kiribati; Lao People’s Democratic Republic (the); Madagascar; Marshall Islands; Micronesia (Federated States of); Namibia; Nauru; Palau; Saint Kitts and Nevis; Saint Lucia; Solomon Islands; Suriname; The Bahamas; Tonga; Tuvalu; Uzbekistan; Vanuatu

Second tier candidates include:

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

Context:

The position of the Ombudsperson within the Office of the Director General serves as an independent function to address employment-related problems of staff members. It operates in accordance with the Standards of Practice and Code of Ethics of the International Ombudsman Association. The role of the Ombudsperson is to mediate in conflicts of any nature related to employment with IOM, inter alia matters pertaining to conditions of employment, administration of benefits, managerial practices as well as professional and staff relations matters. The successful candidate will have direct access to the Director General and Deputy Director General, as needed, for the performance of his/her functions.

As a designated neutral or impartial dispute resolution practitioner, the Ombudsperson’s two main functions will be to: (1) provide assistance in the informal resolution of conflicts and other issues and (2) monitor trends and emerging issues.

By representing the Organization’s commitment to fundamental fairness, they should consider the interests and rights of all parties to a dispute with the aim of achieving fair outcomes.

Core Functions / Responsibilities:

While maintaining strict confidentiality concerning matters that are brought to his/her attention by not sharing records of people’s names, affiliations, or grievances:

1. Provide a strategic impartial, independent, and informal conflict-resolution mechanism for the settlement of employment-related problems for staff members and related personnel.
2. Explore and advise staff members and related personnel on the options and different avenues open to them, considering the rights and obligations existing between the organization and the staff members.
3. Undertake informal, independent fact-finding on issues brought to the attention of the Office of the Ombudsperson, as required.
4. Advocate civility, dialogue, and mutual respect as the most productive avenue to successful problem-solving and prevent conflicts from escalating.
5. Review a wide variety of complex problems and issues, such as situations requiring communication and/or negotiation, advice, and guidance on which policies, procedures, or regulations apply in any particular situation.
6. Endeavour to effect reconciliation or ameliorate conditions through fact-finding, discussion, and involvement of all interested parties, in problems or grievances brought to his/her attention.
7. Provide counselling and coaching to staff members for handling employment-related situations.
8. Identify and analyse policies, procedures, and practices that cause tension or conflict and interpret trends in order to recommend changes and solutions to the Director General and the Director of Human Resources.
9. Maintain close liaison with and/or consult, as required, with the administrative services concerned (e.g. Department of Human Resources, Legal Services, the Occupational Health Unit, the Gender Coordination Unit, Unit and Office of Ethics and Conduct, the supervisor concerned, the Office of the Inspector General and the Global Staff Association Committee).
10. Ensure adherence to and implementation of the Internal Governance Framework.
11. Initiate the necessary enquiries with a view to advising/recommending to the Director General on possible preventive action(s), if or when he/she identifies problems liable to impair staff morale.
12. Report to supervisor concerned, and/or to the Director General and/or to the Chairman of the Global Staff Association Committee in contentious cases when unable to effect reconciliation and if they considers it appropriate.
13. Prepare periodic (annual) reports on organizational trends and activities identifying patterns or problem areas in the Organization’s policies and practices and recommend revisions or improvements; based on anonymous aggregate data, submit a yearly report on his/her activities to the Director General and to the Global Staff Association Committee containing statistical information and trends on the number of cases or problems, including an overall assessment of the work done and general comments on any relevant aspect of the Ombudsperson’s functions.
14. Serve as an organizational resource in formulating or modifying policy and procedures, raising issues that may surface as a result of a gap between the stated goals of the Organization and the actual practice; advise and make appropriate recommendations for policies or practices that would reduce or eliminate recurring problems; identify problems or trends that affect the entire Organization and recommend strategies and practices for turning conflict to synergy in the Organization.
15. Lead, manage, and direct the work of the Office of the Ombudsperson.
16. Design and conduct training programmes for the Organization in dispute and conflict resolution and other related topics which will create a trusting environment in which conflict is minimized, in collaboration with the Staff Development and Training Unit, and with the Global Staff Association Committee.
17. Support and provide advice on the work of the Gender Coordination Unit and Office of Ethics and Conduct to prevent and address sexual and gender discrimination and harassment and ensure equal treatment and the equal participation of women and men in all areas of work.
18. Raise awareness among staff members and related personnel about the functions and mandate of the ombudsperson.
19. Perform such other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree or equivalent in Behavioural Sciences, Conflict Resolution, Law, Communications, Public Administration, Social Sciences, Human Resources or other related fields with fifteen years of relevant professional experience.

Experience

• Fifteen years of work experience in an international organization with extensive experience involving mediation and conflict resolution;
• Experience in dealing with discrimination and harassment; and ,
• Field experience is an asset.

Skills

• Knowledge of the Ombudsperson function including current and emerging practices in mediation, dispute resolution, and familiarity with international organizations’ administrative policies and procedures;
• Active listening;
• Communicating successfully with a diverse range of people;
• Remaining nonjudgmental;
• Having the courage to speak up and address problems at higher levels within an organization
• Problem-solving and analytical ability and conflict resolution skills;
• Specific career background or academic degree is less important than acquiring and demonstrating the skill set described above; • Knowledge of the rules and regulations.

Languages

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

For this position, fluency in English is required (oral and written). Working knowledge of French and/or 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.

Notes

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required 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 level 3

• 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.

Managerial Competencies – behavioural indicators level 3

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.p df

Competencies will be assessed during a competency-based interview.

Other:

This position is classified as “limited-service”. The selected candidate will be subject to a maximum tenure of 6 years of service with no possibility of extension beyond this limit, or employment in any other role in IOM.

Internationally recruited professional staff are required to be mobile.

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 endorsed by the Appointments and Postings Board 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, and security clearances. Subject to certain exemptions, vaccination against COVID-19 will in principle be required for individuals hired on or after 15 November 2021. This will be verified as part of the medical clearance process.

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