Talent Acquisition Manager

Organizational Context

Organizational Setting

The position is in the Employee Experience Unit of the Talent Management Service, Human Resources Management Department (HRMD). The purpose of the Talent Management Service is to prepare a ready and skilled workforce for the future. 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.

Purpose Statement

The Talent Acquisition Manager leads WIPO's end-to-end talent acquisition function and plays a central role in shaping and continuously improving the Organization's recruitment strategy and operating model. The incumbent ensures that talent acquisition is aligned with WIPO's strategic workforce planning priorities and evolving organizational needs, transforming and modernizing recruitment delivery by assessing and optimizing the service delivery model to improve efficiency, effectiveness, and quality of hire.

The incumbent provides strategic insight on labor market trends, talent availability, and emerging skills requirements to support informed workforce decisions, while building WIPO's reputation as an employer of choice through a compelling, authentic, and well-communicated employer brand. The role also manages strategic engagement with Member State networks and stakeholder communities to expand WIPO's global talent reach.

Reporting Lines

The incumbent works under the supervision of the Senior Manager, Employee Experience Unit.

Duties and Responsibilities

The incumbent will perform the following principal duties:

• Develop and implement a forward-looking, data-informed talent acquisition strategy aligned with WIPO's workforce planning priorities, partnering with HR leadership and business stakeholders to identify critical skills, prioritize talent pools, and develop hiring forecasts and capacity plans.
• Lead the Talent Acquisition team, setting clear priorities and performance expectations, building individual and collective capability, and fostering a culture of high performance, continuous learning, and accountability through data-driven insights.
• Design and oversee structured, evidence-based selection processes tailored to key talent segments, ensuring consistent assessment quality, equitable hiring practices, and a positive candidate experience at every stage of the recruitment lifecycle.
• Develop and promote WIPO's employer value proposition (EVP) and employer brand, ensuring consistent and compelling positioning across key talent markets and outreach channels.
• Develop and execute targeted global sourcing and outreach strategies, including strategic partnerships with universities, professional associations, and talent networks, to build diverse, high-quality candidate pipelines and expand WIPO's reach into key talent markets.
• Prioritize the adoption of technology and automation across the recruitment function; monitor the evolving HR technology landscape, optimize the use of AI-enabled tools and applicant tracking systems to streamline processes and improve hiring outcomes, and evaluate and manage external partners and delivery models (including outsourcing arrangements) to strengthen recruitment capacity and efficiency.
• Co-design and oversee WIPO's onboarding program in collaboration with the WIPO Academy, ensuring new staff are effectively integrated, connected to the organization's culture and values, and supported from pre-boarding through end of probation; measure effectiveness and iterate based on new joiner and manager feedback.
• Ensure that recruitment and selection activities are conducted in full compliance with WIPO Staff Regulations and Rules and HR Policies, providing oversight of recruitment governance processes, including support to hiring managers and Appointment Boards, and ensuring appropriate documentation and record management.
• Perform other duties as required.

Requirements

Education (Essential)

• Advanced university degree (master's or equivalent) in Human Resources, Business Administration, Organizational Development, Industrial-Organizational Psychology, Data or Information Sciences, Engineering or a related field.
• A first-level degree with two additional years of qualifying experience may be considered.
• Certification in assessment tools and methodologies (e.g., psychometric testing, structured interview frameworks).

Education (Desirable)

• Professional HR or talent acquisition certification (e.g., CIPD, LinkedIn Certified Recruiter, or equivalent) is desirable.

Experience (Essential)

• Minimum seven (7) years of progressive experience in talent acquisition, recruitment operations, or strategic workforce recruitment, including experience leading recruitment processes or teams in complex organizations.
• Demonstrated experience transforming and modernizing talent acquisition functions, including the application of AI-driven tools and digital technologies to reinvent sourcing, assessment, and recruitment delivery within an established organizational framework.
• Proven experience in employer branding, digital recruiting, and candidate experience design.
• Significant experience in operational management of a talent acquisition function, including leading teams, managing service delivery frameworks, overseeing multiple concurrent recruitment processes, and driving operational efficiency.
• Experience in skills-based recruitment, structured assessment, and fair and evidence-based hiring practices.

Experience (Desirable)

• Experience in business analysis processes, digital transformation and HR technology implementation.
• Experience working in an international organization or engaging with governance bodies, Member State representatives, or comparable institutional stakeholders.

Language (Essential)

• Excellent written and spoken knowledge of English.

Language (Desirable)

• Knowledge of other UN languages, particularly French.

Job Related Competencies (Essential)

• Talent identification and market intelligence capabilities, including proficiency with HR technology systems, applicant tracking systems (ATS), and AI-enabled recruitment tools.
• Ability to translate strategic objectives into practical and efficient recruitment solutions.
• Creative and data-driven approach to employer branding and candidate attraction.
• Strong stakeholder management and diplomatic skills, with the ability to engage effectively with senior stakeholders, governance bodies, and divers institutional partners in a complex organizational environment.
• Demonstrated diplomatic skills with the ability to effectively engage with Member State representatives, international networks, and institutional stakeholders to advance WIPO’s talent acquisition objectives.
• Client-orientated approach with an ability to create and lead a high-quality client service delivery model within a small team.
• Ability to interpret recruitment metrics, labor market data and workforce trends to inform talent acquisition strategy and decision-making.
• Strategic communication and influencing skills.

Organizational Competencies

1. Communicating effectively.
2. Showing team spirit.
3. Demonstrating integrity.
4. Valuing diversity.
5. Producing results.
6. Showing service orientation.
7. Seeing the big picture.
8. Seeking change and innovation.
9. Developing yourself and others.

For more information, including on the salaries and benefits, please check the WIPO Careers website.