The Global Water Partnership (GWP) is a multi-stakeholder action network and intergovernmental organisation dedicated to working with countries towards the equitable, sustainable, and efficient management of water resources. We comprise 3,000+ partner organisations in over 180 countries. Our network of 65+ Country Water Partnerships and 13 Regional Water Partnerships convenes, and brokers coordinated action by government and non-government actors. A long-time advocate for integrated water resources management, we draw on implementation experience at the local level and link it across our Network and to global development.
The GWP global secretariat is located in Stockholm, Sweden. More information: www.gwp.org. Comprised of about 35 individuals - about three quarter of whom work out of Sweden and the rest out of remote-working locations around the world - the team includes a majority of non-Swedish staff and is diverse in terms of nationalities, professional backgrounds, gender and age. The organisation is led by a Management Team of five, including the Executive Secretary and CEO, the Chief Operating Officer (COO) and Deputy ES, the Chief Finance Officer, the Head of Communications and the Head of Cap-Net (www.cap-net.org)). The Executive Secretary is responsible for all HR related decisions (Article 11, 3 (3)/GWPO Statutes).
The relationships between GWPO staff and the organisation as an employer, and between staff amongst themselves are regulated, in addition to the individual letter of appointment, through a number of policies, including:
SCOPE OF THE ROLE
GWPO is looking to appoint an Ombudsperson/Mediation Specialist to offer informal services for resolving potential disputes/conflicts arising between GWPO as an employer and GWPO’s staff, as well as between GWPO staff, before such disputes or conflicts may need to resort to the formal Dispute Resolution Procedure. The Ombudsperson will help staff and management to resolve workplace conflicts in an informal, confidential manner with the aim of maintaining a harmonious workplace environment. The Ombudsperson shall serve all staff members of the organisation as well as management. All staff members, as well as management, may bring work-related issues/matters of concern to the Ombudsperson at any stage in an informal, confidential, and conciliatory manner, without requesting prior approval by GWPO.
The objective of an Ombudsperson intervention in a dispute is one of conciliation by seeking mutually acceptable solutions through informal means. The process is confidential and is performed in an independent and neutral manner. The Ombudsperson acts in the joint interest of the individual and the employing organization on matters arising from employment. The Ombudsperson is an advocate for due process and fair treatment of all contract holders.
DUTIES AND TASKS
Impartiality and neutrality
The Ombudsperson is not an advocate to any party in a dispute. The Ombudsperson does not implement a decision and is not a policy maker but strives to find a fair resolution in a dispute brought to his/her attention.
The Ombudsperson is independent in structure and function from other organisational entities and officials. While hired by a decision and signature of the Executive Secretary, the Ombudsperson is free in their action and decisions from instructions by the Executive Secretary or anyone else, within the framework of these Terms of Reference. The Ombudsperson gives an account of their work through an annual report. For contractual purposes only, the Ombudsperson reports to the GWPO Management Team and may hold informal meetings with the GWPO Management Team as well as informal meetings with individual staff.
The Ombudsperson is an informal third party who assists in seeing that all staff members are treated equitably, and that justice is done. The Ombudsperson does not participate in any formal adjudicative or administrative procedure of the organisation relating to workplace disputes or concerns.
The Ombudsperson will perform the following tasks in the context of providing confidential and impartial services to address work-related issues arising between staff and between staff and management:
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