Chief People Officer and Director of the People and Performance Group

Contract

This is a D-1 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 15 years of experience, depending on education.

Salary

The salary for this job should be between 231,544 USD and 292,185 USD.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

Background Information - Job-specific

UNOPS is an operational arm of the United Nations, supporting the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to help people build better lives and countries achieve sustainable development. UNOPS areas of expertise cover infrastructure, procurement, project management, financial management and human resources.

Working with us

UNOPS offers short- and long-term work opportunities in diverse and challenging environments across the globe. We are looking for creative, results-focused professionals with skills in a range of disciplines.

Diversity

With over 5,000 UNOPS personnel and approximately 7,000 personnel recruited on behalf of UNOPS partners spread across 80 countries, our workforce represents a wide range of nationalities and cultures. We promote a balanced, diverse workforce — a strength that helps us better understand and address our partners’ needs, and continually strive to improve our diversity through initiatives and policies that encourage recruitment of qualified female candidates and strengthen our inclusion.

Work life harmonization

UNOPS values its people and recognizes the importance of balancing professional and personal demands.

Role of the Chief People Officer and Director, People and Performance Group (PPG)

Reporting to the Chief Financial Officer and Director of Administration, the Chief People Officer and Director People and Performance, will work with UNOPS leaders to build a workforce and culture that enables the organization to deliver on its strategy. The role works collaboratively across the organization to build a positive, inclusive and high-performing workplace for its people and the beneficiaries of our work.

The Director is responsible for directing and managing the strategic HR functions of the organization, including the development and implementation of the overall human resources strategy, and ensuring its alignment with the vision and goals of the Organization.

The Director is at the forefront of UNOPS HR transformation journey that strengthens performance and engagement. This requires dual focus on the digitization of the organization, by driving both the efficiency of HR operations and simultaneously leading the digital transformation of the workforce.

The Director will have overall functional responsibility, as well as lead several key strategic, organization wide initiatives, including but not limited to:

• HR Strategy, serving as an advisor to the organization on the implementation of the future vision and strategy for human resource management at UNOPS. Ensure effective HR solutions are provided as part of organizational design and improvement projects.Talent Management, ensuring the organization has the right people, in the right role, with the right competencies, skills and performance, at the right time through effective and innovative outreach, recruitment, succession planning and mobility practices.
• Set, define and manage the organizational standards on structure and job design.
• Gender, Diversity and Inclusion, driving an inclusive culture of well-being, through the focus areas of gender parity, geographical representation, disability inclusion, anti-racism and LGBTQI+.
• Learning and Development, working with personnel across the organization to elevate competencies through formalized, pragmatic development programs and practices.
• HR policy and implementation, ensuring the organization is in compliance with the rules, regulations, policies and procedures and standards of the UN system, whilst promoting accountability, ethics and integrity.
• Understanding our people and their needs through more effective HR data and impact measurement.

The role will therefore require strong experience with organizations moving to an ambitious digital strategy and an understanding what this means for the people and engagement agenda. It requires the ability to partner and drive programmes and transformations, with a breadth of perspective covering organization design, capability, efficiency, engagement and cultural implications. This is an exciting opportunity to leverage your HR leadership experience to support UNOPS mission to help people build better lives and countries achieve peace and sustainable development.

*** A headhunting company is supporting this recruitment. If you are to be considered for this role, please expect to be contacted by them.

Functional Responsibilities

Summary of functions:

1. Strategic HR advice and insights
2. Group and strategic HR leadership
3. People leadership
4. Representation and partnership

1. Strategic HR advice and insights - Under the guidance of the Chief Financial Officer and Director of Administration contribute to the formulation of UNOPS overall strategies and policies, providing advice and insights to the Senior Leadership Team (SLT) and participating in the senior management group on strategic people and culture matters. - Advise the Chief Financial Officer and Director of Administration on developing an ambitious and innovative vision for Human Resource management for the organization. - Drive the development and oversee the implementation of the HR strategy for UNOPS. Ensure the strategic alignment of HR management policies and services with the organizational goals of UNOPS, sustaining the organization's ability to adapt and respond to the external environment. - Support the Chief Financial Office and Director of Administration, to ensure the Executive Director and Senior Leadership Team are kept informed of risks, issues, trends, and changes which are relevant to people and culture. - Provide the Chief Financial Officer and Director of Administration and the Senior Leadership Team (SLT), with critical HR reporting, information and insight to senior management on workforce trends and emerging issues, to proactively anticipate, plan and meet future workforce needs.

2. Group and strategic HR leadership- Develop the strategy and establish priorities for the People and Performance Group, aligned with the vision of the Chief Financial Officer and Director of Administration. - Lead the People and Performance Group in the delivery against its plans and objectives, reporting on progress to the Chief Financial Officer and Director of Administration. Ensure services and priorities are aligned, integrated, high quality and responsive. - Lead strategic HR initiatives in line with UNOPS strategy, desired culture and HR/digital transformation agenda. - Lead the People and Performance Group in becoming an enabler for the organization in achieving our people goals and desired organizational culture. - Enhance the UNOPS employee experience, working to strengthen an inclusive and collaborative culture that promotes the wellbeing of our people. - Leading a strong talent management function, driving best practices in recruitment, mobility, identification of high performing talent and succession planning. - Shape UNOPS organizational standards on structure and job design and lead the workforce planning approach to support the delivery of UNOPS strategy and work plans. - Lead and champion a dynamic learning and development culture, empowering individuals and teams to identify critical learning needs and providing easy access to learning opportunities. - Lead and evolve HR policies and practices that support UNOPS strategy and future workforce needs, embody the culture of the Organization and support our projects with innovative resourcing options and integrity. - Drive a continuous listening strategy for UNOPS, continuously measuring employee engagement and leading the framework for organization-wide actions and response. - Strengthen the Speak Up culture by leading internal grievances case and system management and following up with counterparts and senior leadership. - Leverage HR metrics and scorecards to provide people insights that support key business decisions. - Establish and maintain open dialogue with UNOPS colleagues, personnel/management associations and other related bodies to share ideas and encourage cooperation in enhancing HR management and services and/or resolve HR issues/problems. - Lead the UNOPS Diversity & Inclusion strategy to position UNOPS as a progressive and inclusive organization in the UN system, that champions gender parity, inclusion and anti-racism commitments.

3. People leadership- Promote teamwork and collaboration by providing the People and Performance Group with clear direction, objectives and guidance to enable them to perform their duties responsibly, effectively and efficiently. - Plan, recruit and develop a diverse and flexible workforce with the skills and competencies needed to ensure optimum performance. - Strengthen the overall well-being of personnel, through innovative thinking and approaches to well-being, personal development, coaching and mentoring and other strategies. - Foster a positive work environment, respectful of all, and ensure appropriate focus on team wellbeing, diversity, inclusion, and that the highest standards of conduct are observed.

4. Representation and partnership- Represent UNOPS in senior inter-agency and external meetings/bodies dealing with human resource management policy setting and decision-making, to contribute to the development of creative HR initiatives, influence policy discussion, formulation and design and/or to collaborate and harmonize approaches with UN common system policies, practices and approaches. - Collaborate with internal and external partners, colleagues and stakeholders to keep abreast of evolving trends, share ideas for improvements and build partnerships/alliances on common interests and initiatives. - Support UNOPS mandates, direction and goals through strategic discussions with stakeholders.

Competencies

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization. Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.

Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role). Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries. Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements. Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving. Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Education/Experience/Language requirements

Education: - Advanced university degree (Master’s degree or equivalent) preferably in Human Resources Management, Business Administration, Public Psychology, or other relevant social sciences related fields is required. - A Bachelor degree (or equivalent) combined with 2 additional years of relevant work experience can be accepted in lieu of the Master’s degree (total of 12 years of experience).

Experience:

• A minimum of 10 years of relevant professional managerial experience in a HR function within the public, private and/or not-for-profit sector at both national and international levels.
• At least 5 years of leadership experience including demonstrated experience of supervising teams, is required.
• Demonstrated experience in HR advisory at the strategic level, including driving global talent management programmes.
• Experience in digital transformation will be a strong advantage.
• Experience in the UN system is highly desirable.

Language requirements: - Full working knowledge of English. - Fluency in French or Spanish is desirable.Knowledge of another official UN language is an asset.

Contract type, level and duration

Contract type: Staff Contract level: D-1 Contract duration: Open-ended, subject to organizational requirements, availability of funds and satisfactory performance.

For more details about United Nations staff contracts, please follow this link: https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/UN-Staff-Contracts.aspx

*** A headhunting company supports the recruitment process. If you are to be considered for this role, please expect to be contacted by them.

Additional Considerations

• Please note that the closing date is midnight Copenhagen time
• Applications received after the closing date will not be considered.
• Only those candidates that are short-listed for interviews will be notified.
• Qualified female candidates are strongly encouraged to apply.
• UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
• Work life harmonization - UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
• For retainer contracts, you must complete a few Mandatory Courses (around 4 hours) in your own time, before providing services to UNOPS.
• The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.

It is the policy of UNOPS to conduct background checks on all potential recruits/interns. Recruitment/internship in UNOPS is contingent on the results of such checks.