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WIPO recruiting Human Resources Processes Analyst

Geneva, Switzerland, 03 March 2014


The contractor will undertake a full life-cycle process re-engineering project for key HR administrative processes in the context of the ERP implementation. The project will involve analyzing core processes within the Human Resources Management Department (HRMD) Operations Services that impact on cross-functional business partners (HR planning, budget, finance, legal), with the aim of streamlining current HR business processes to improve the efficiency and quality of services to our clients while releasing resources used by heavy administrative processes to undertake more proactive HR management.

The contractor will report to the Deputy Director HRMD and the Head of Operations Service. Meetings will be scheduled on a weekly basis with the HR management team and key stakeholders and at the end of each deliverable.

Main duties

  • As-Is Study Report, including stakeholder analysis, identification of services, and detailed process diagrams for the current business processes. The report should identify current bottlenecks and measures for improvement.

  • To-Be Study Report based on industry best practice (UN and private sector) highlighting: new business processes, roles and responsibilities of operational structures and individuals within HR Operations and across key cross-functional departments; quality control process; use and development of existing tools.

  • Gap Analysis Report including transformation/re-engineering mapping.

  • Training, user documentation and change management plan.

  • Final Report containing: quantitative and qualitative results with visualizations; potential risks, conclusions, future work directions and recommended developments.

To deliver on the above, the contractor is expected to:

  • Examine the processes holistically through interaction with business process participants and business process owners within HRMD and with key business partners (budget, finance, legal) and develop a detailed understanding of end-to-end HR operations business processes and the impact change would have on users, strategy, systems and general business operations.

  • Review, map and analyze As-is business processes including the roles and responsibilities of operational structures and individual roles (vertically at all levels of HR administration, and horizontally across other key cross-functional departments) to identify bottlenecks, duplication of work and other problematic issues in process flows. This includes a review of work distribution within HR Operations.

  • Determine and design the appropriate To-be business processes for improving efficiency in terms of improving turn-around-times, quality, modernization, taking into account the possible development of current IT systems and applications and the planned implementation of the ERP.

  • Conduct a gap analysis: analyze performance and structures of current business processes and the redefined "To-be" processes, and inform key stakeholders of the benefits and changes that could impact their work.

  • Map and document the transformation process using appropriate business process tools, methods and techniques. Make recommendations on the structure redesign and processes (including detailed workflows) in order to deliver high standards of service, reduce duplication of effort, encourage development of harmonized more streamlined procedures and to clarify roles and responsibilities of all concerned parties.

  • Design and implement a change management and training plan (including developing user documentation) and ensure benefits of required changes are explained and resistance managed. Communicate process changes, enhancements and modifications to HRMD management and other concerned parties so that issues and solutions are understood and supported.

Contract duration: up to six months.

Deadline:  7 March 2014

View the ECN Sub-Contracting Notice (accessible by ECN Executive and Expert Members - Login to View).

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