Human Capital and Talent Management Analyst
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THE ORGANIZATIONAL SETTING
The International Civil Aviation Organization (ICAO), a specialized agency of the United Nations, is mandated to ensure the safe,
efficient, and sustainable development of international civil aviation. ICAO’s Capacity Development and Implementation (CDI) Bureau is currently undertaking a structural transformation under the Fit-for-Purpose Organization (FFPO) Project a initiative that aims to modernize CDI’s operating model, consolidate its three core Operational pillars, Operations Product Solutions and Enablement, and strengthen workforce alignment with ICAO’s strategic objectives and capacity-building mandate to Member States.
Under the overall supervision of the CDI Office In Charge (OIC) and the direct oversight of the FFPO Project Manager, the Human Capital and Talent Management Analyst will provide dedicated HR support throughout the FFPO project’s implementation lifecycle. The incumbent will play a critical role in ensuring that CDI Bureau has the appropriate talent architecture, competencies, job structures, and people development systems required to deliver on its mandate during and after the transformation.
The consultant will operate under the direction of CDI and work in close coordination with HR to ensure alignment with established policies, processes, and systems. The role will support CDI workforce transition activities while liaising with HR on areas such as recruitment, performance management, and learning processes in accordance with existing frameworks.
MAJOR DUTIES AND RESPONSIBILITIES
The Human Capital and Talent Management Analyst provides analytical, operational, and advisory human resources support to the CDI/FFPO Project across six integrated work streams: talent acquisition and workforce planning, learning and capacity development, performance management, HR data and analytics, organisational design and job architecture, and project and change management support. The incumbent contributes to building a future-fit, capability-aligned workforce for CDI Bureau and ensures that the FFPO Project’s people-related milestones are delivered on time and to quality.
The following key deliverables are expected to be produced by the end of the assignment:
- Updated and ICAO-classified job descriptions and organisational structure narratives for CDI Bureau under the FFPO three-pillar framework, benchmarked against UN system best practices.
- Revised HR guidelines, aligning and mapping organizational Term of References with Job Descriptions and 360 Performance Evaluations reflecting FFPO restructuring requirements.
- Completed analytics dashboard and workforce metrics reporting framework delivering regular data-driven insights to CDI management and HR.
- Targeted learning and capacity development programme for CDI staff transitioning to restructured roles, including induction sessions and individual development plans.
- Completed FFPO performance management cycle, with competency frameworks aligned to revised post profiles.
- Documented FFPO HR processes, workflows, governance arrangements, and change management communications package.
Within delegated authority, the Human Capital and Talent Management Analyst will be responsible for the following duties:
- Conduct functional analysis and job evaluation exercises to support the redesign of CDI Bureau’s organisational structure under the FFPO Project’s three-pillar framework.
- Draft, review, and revise job descriptions for existing and newly created posts in line with ICAO classification standards and the evolving FFPO structure.
- Revise and update existing administrative instructions, recruitment manuals, and HR guidelines to reflect FFPO restructuring requirements, facilitating internal review and approval by providing the necessary supporting documentation and policy advice.
- Streamline and optimize HR processes and workflows, ensuring efficiency gains are documented and transitions to updated processes are properly managed.
- Support staff-to-position mapping exercises and produce organisational charts, role mapping documents, and structure narratives to support management decision-making.
- Contribute to the development of Job Descriptions and Terms of Reference (ToRs) for consultants and short-term staff engaged under the FFPO Project.
- Conduct training needs assessments (TNA) for CDI/FFPO staff in coordination with section managers and functional leads.
- Design, coordinate, and facilitate capacity-building programmes, workshops, and induction sessions aligned with the
- FFPO Project’s implementation phases.
- Develop learning pathways and individual development plans (IDPs) for CDI Bureau staff transitioning to restructured roles.
- Monitor participation rates, evaluate training effectiveness, and report on learning outcomes to support evidence-based decision making.
- Identify and coordinate internal and external training providers, e-learning platforms, and UN system-wide learning opportunities relevant to CDI/FFPO competency requirements.
- Support workforce planning analysis, including projections of staffing requirements under different restructuring scenarios.
- Support end-to-end restructuring processes under the FFPO Project, in compliance with ICAO Staff Regulations, Rules, and Administrative Instructions.
- Maintain restructuring tracking tools and staffing dashboards; provide timely status updates to the FFPO Project Lead and CDI management.
- Provide guidance and coaching to managers and staff on goal-setting, mid-cycle reviews, and annual performance appraisal processes (PACE).
- Contribute to the development or revision of competency frameworks and behavioural indicators applicable to CDI/FFPO roles.
- Analyze performance data to identify trends, skills gaps, and areas requiring targeted management intervention, present findings and training plans to senior management.
- Support end-to-end restructuring processes under the FFPO Project, in compliance with ICAO Staff Regulations, Rules, and Administrative Instructions.
- Maintain restructuring tracking tools and staffing dashboards; provide timely status updates to the FFPO Project Lead and CDI management.
- Design and maintain HR dashboards covering key workforce metrics (headcount, vacancy rate, time-to-fill, training completion, performance ratings) for the CDI/FFPO Project.
- Collect, clean, and analyze HR data from ICAO’s enterprise systems to produce regular and ad-hoc reports for CDI management and HR.
- Support the development of workforce planning models for the FFPO project, including projected staffing requirements under different restructuring scenarios.
- Present HR analytics insights through clear visualizations, narrative summaries, and briefing materials.
- Ensure data integrity, confidentiality, and compliance with ICAO’s data governance policies and applicable data protection frameworks.
- Contribute to project reports, briefing notes, meeting minutes, and internal communications related to the people workstream of the FFPO transformation.
- Support the design and delivery of change management initiatives, including workshops, communications strategies, and transition support activities for CDI staff.
- Review organizational recommendations related to CDI HR and staffing processes; propose action plans for development of process and procedure documentation in accordance with those recommendations.
- Assist in documenting HR processes, standard operating procedures, workflows, and governance arrangements established under the FFPO restructuring.
- Monitor the FFPO people workstream milestones, flag risks or delays to the Project Manager and HR, and provide post-implementation support until restructured HR processes operate stably.
- An advanced university degree (master’s or equivalent) in Human Resources Management, Business Administration, Public Administration, Organizational Psychology, or a closely related field is required. A first-level university degree in the above fields in combination with two additional years of qualifying professional experience may be accepted in lieu of the advanced university degree.
- Professional HR certifications (e.g., SHRM-CP/SCP, CIPD, CHRP) are considered an asset.
- A minimum of two (2) years of progressively responsible professional experience in human resources management.
- Demonstrated experience in at least three of the following areas: talent acquisition and recruitment; learning and development programme design and delivery; performance management system implementation or advisory support; HR data analysis, reporting, or HR administration; organisational design, job analysis, or job classification.
- Experience in human resources management within the United Nations Common System or another international organization.
- Experience supporting organizational transformation, restructuring, or change management initiatives.
- Experience reviewing and revising HR policies, administrative instructions, or process and procedure documentation in an international organizational context.
- Experience with HR analytics and data visualization tools (Power BI, Tableau, or equivalent).
- Experience developing and delivering end-user training on HR or ERP systems.
Technical Competencies – HR Systems and Digital Tools
The incumbent is expected to demonstrate proficiency in the use of HR management systems, digital tools, and workforce analytics platforms. Knowledge of emerging HR technologies and people analytics methodologies is considered an asset.
| Tool Category |
Systems / Platforms |
| HR Information Systems (HRIS) |
SAP HR,Oracle HCM, Unit4Business World (UBW),or equivalent UN enterprise HR system |
| Applicant Tracking Systems (ATS) |
ICAO Inspira, iCIMS, or equivalent recruitment management platform |
| HR Analytics & Reporting |
Power BI, Tableau, or similar datavisualization and workforce analytics platforms |
| Learning Management Systems (LMS) |
Digital learning platforms and e-learning content management tools |
|
Performance &Talent Management |
Digital performance appraisal, goal management, andtalent review systems |
| Workforce Planning Tools |
Organizational designsoftware, headcount modelling, and scenario-planning tools |
| Productivity & Collaboration Platforms |
Microsoft OfficeSuite (advanced Excel,data modelling), SharePoint, Microsoft Teams, or equivalent |
- Fluent reading, writing and speaking abilities in English.
- A working knowledge of any other language of the Organization (Arabic, Chinese, French, Russian, Spanish).
This consultancy is initially for six (6) months with a possibility of extension. It is a full-time position requiring at least three days a week in the Montreal office. Please note that the monthly rate for Band B varies from CAD 5,097 to CAD 8,122.
