Ph3Job Description - Talent and Technology Officer (26130-FT_LT) /h3 pTalent and Technology Officer - 26130-FT_LT /p pEmployee Experience Unit, Talent Management Service, Human Resources Management Department, Sector of the Director General /p pGrade - P3 /p pContract Duration - 2 years (maximum cumulative length of 5 years) * /p h3Duty Station /h3 pCH-Geneva /p h3Publication Date /h3 p21-Apr-2026 /p h3Application Deadline /h3 p21-May-2026, 9:59:00 PM /p pIMPORTANT NOTICE REGARDING APPLICATION DEADLINE: Please note that the deadline for applications is indicated in local time as per the time zone of the applicant’s location. /p pThis post is a limited-term fixed-term post. /p h3Organizational Context /h3 pOrganizational Setting: The Talent and Technology Officer position is located in the Employee Experience Unit of the Talent Management Service, in the Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a future‑ready and skilled workforce. Through the effective recruitment, deployment, development and retention of WIPO’s workforce, the Talent Management Service contributes to the delivery of an agile, innovative workforce whose performance is aligned with WIPO's short and long‑term goals and where talent management delivers tangible results that positively affect engagement. /p pPurpose Statement: The Talent and Technology Officer contributes to a positive employee experience and inclusive workplace culture at WIPO by supporting the design, implementation, and optimization of talent management programs and digital systems. The Officer plays a key role in ensuring that all talent touchpoints — from onboarding and development to engagement and mobility — are supported by seamless digital platforms, relevant content, and data‑informed improvements. Working closely with stakeholders across HR, IT, and business areas, the Officer helps integrate technology and talent strategies in a user‑centric way. /p pReporting Lines: The incumbent works under the supervision of the Senior Manager, Employee Experience Unit and cooperates closely with HR colleagues in Talent Management Services, the HR Data and Technology Unit, and other functions within HRMD, Communications and IT, as well as Senior leaders, Managers, Employees and external providers. /p h3Duties and Responsibilities /h3 ul liEnhance the Employee Journey Across the Lifecycle – support the design and delivery of experiences across onboarding, development, performance, and mobility, ensuring talent systems and processes are engaging, efficient, and aligned with organizational needs. /li liMaintain and Improve Talent Platforms and Content – oversee the usability and relevance of content across digital talent platforms, ensure systems are intuitive, provide user support, troubleshoot technical issues, and contribute to continuous improvements in platform functionality. /li liDeliver and Support Engagement and Development Programs – collaborate on the implementation of programs related to engagement, performance, and staff development. Provide logistical and content support, and ensure initiatives are supported by digital tools and user‑friendly processes. /li liLeverage Data and User Feedback – partner with the HR Data and Technology Unit and other teams to track platform use and program outcomes, analyze trends and user feedback to guide enhancements to both systems and employee‑facing services. /li liPilot and Scale New Solutions – manage or support pilot projects for new digital tools or engagement initiatives, talent marketplaces, and skills inventory; track implementation, gather feedback, and support scale‑up based on user experience and organizational impact. /li liContribute to Change and Communication Strategies – help develop communication and training materials that support employee awareness and use of talent tools and processes. Foster a positive, informed user community across the organization. /li liMonitor Trends and Share Insights – stay current with innovations in employee experience, technology, and HR practices. Provide insights to improve WIPO’s digital talent environment and culture initiatives. /li liPerform other related duties as required. /li /ul h3Requirements /h3 pFirst‑level university degree in Human Resources management, communications, public or business administration, law, science, social sciences or related field. /p pCertificate in Project Management. /p h3Experience (Essential) /h3 ul liAt least six years of relevant professional talent management experience, including experience at the international level. /li liExperience in planning and executing projects, including using data to inform project recommendations, drafting project plans, creating communication material, managing risks and setting up monitoring and evaluation mechanisms. /li liExperience working with HR systems, including Enterprise Resource Platforms. /li liExperience in creating and implementing change, communication or engagement plans to transform work culture. /li liExperience in technology support, content management, or related roles. /li liExcellent written and spoken knowledge of English. /li liGood knowledge of French and/or other UN official languages. /li /ul h3Job Related Competencies (Essential) /h3 ul liBig‑picture perspective with an ability to identify solutions and initiatives meeting both business and people’s needs. /li liProject management skills with knowledge of project principles, techniques, and tools. /li liStrong understanding of internal mobility, workforce planning, and succession concepts. /li liInstructional design and facilitation skills across varied learning formats. /li liSystems thinker who connects onboarding to performance, career development, and growth. /li liProficiency in digital tools, AI‑enabled applications, and online collaboration platforms. Commitment to continuous learning and the adoption of emerging technologies. /li /ul h3Job Related Competencies (Desirable) /h3 ul liKnowledge of using employee‑centered and design thinking methodologies. /li liCommunicating effectively. /li liShowing team spirit. /li liDemonstrating integrity. /li liProducing results. /li liShowing service orientation. /li liSeeing the big picture. /li liSeeking change and innovation. /li liDeveloping yourself and others. /li /ul h3Information /h3 pMobility: WIPO staff members are international civil servants subject to the authority of the Director General and may be assigned to any activities, office or duty station of the Organization. Accordingly, the selected candidate may be required to move from time to time to new functions and/or to another duty station. /p pSalary and Allowances: Total annual salary consists of a net annual salary (net of taxes and before medical insurance and pension fund deductions) in US dollars and a post adjustment. Please note that this estimate is for information only. The post adjustment multiplier (cost of living allowance) is variable and subject to change (increase or decrease) without notice. The figures quoted below are based on the April 2026 rate of 89.4%. /p pGrade: P3 /p p$64,121 /p pPost adjustment $57,324 /p pPost adjustment $121,445 /p pCurrency: USD. Salaries and allowances are paid in Swiss francs at the official rate of exchange of the United Nations. /p pInitial fixed‑term appointment of two years, renewable subject to satisfactory performance and other applicable conditions. The selected candidate’s appointment will be subject to an overall term of five years in this position, with normally no possibility of renewal beyond that term. The selected candidate may, however, apply and be considered for other positions at WIPO. /p pThis is not applicable to WIPO staff members on fixed‑term, continuing or permanent appointments, who were recruited following a competition under Staff Regulation 4.10 (“Appointment Boards”). /p pThis vacancy announcement may be used to fill other posts at the same grade with similar functions in accordance with Staff Rule 4.9.5. /p pApplications from qualified women as well as from qualified nationals of unrepresented Member States of WIPO and underrepresented geographical regions are encouraged. /p pThe Organization reserves the right to make an appointment at a grade lower than that advertised. /p h3Legal Statements /h3 pBy completing an application, candidates understand that any willful misrepresentation made on this web site, or on any other documents submitted to WIPO during the application, may result in disqualification from the recruitment process, or termination of employment with WIPO at a later date, if that employment resulted from such willful misrepresentations. /p pIn the event that your candidature is shortlisted, you will be required to provide, in advance, a scanned copy of your identification and the degree(s)/diploma(s)/certificate(s) required for this position. /p pAdditional testing/interviewing may be used as a form of screening. Initial appointment is subject to satisfactory professional references. /p pAdditional background checks may be required. /p /p #J-18808-Ljbffr