Head Talent Acquisition and Outreach

Contract

This is a P-5 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 10 years of experience, depending on education. More about P-5 contracts and their salaries.

Background Information - Job-specific

People and Culture Group

The People and Culture Group (PCG) drives the right culture and working environment in UNOPS by enabling UNOPS to deliver on its strategic intention through:

• embedding of UN core values and standards;
• developing fit-for-purpose People & Culture standards, policies, systems and platforms; and,
• creating an optimal working environment in which personnel are able to flourish and perform at the highest level to achieve UNOPS’ mission.

The Role

The Head of Talent Acquisition and Outreach plays a pivotal role in shaping UNOPS’ talent landscape and organizational capability in attracting, engaging and retaining high-caliber professionals.

As a key member of the PCG senior leadership team, the Head of Talent Acquisition and Outreach leads the implementation of UNOPS’ Talent Acquisition strategy, innovation and operations while overseeing the full life cycle in sourcing and recruiting the best talent globally.

The Head of Talent Acquisition and Outreach utilizes their leadership skills to drive change, improve processes, provide analytics, and develop strategic orientation for Talent Acquisition. They will lead a team of recruiters responsible for performing tasks and delivering results across the end-to-end processes for recruiting, assessing and selecting candidates in line with UNOPS’ policies and processes while applying best practices in candidate attraction and engagement.

There will be flexibility in the Duty Station as it can be in Copenhagen (HQ) or any other country where UNOPS has an office.

Functional Responsibilities

Summary of functions: 1. Strategic Leadership 2. Talent acquisition strategy 3. Recruitment and Staffing Excellence 4. Mobility and Talent Deployment

Strategic Leadership - Lead the development and growth of the Talent Acquisition and Outreach team, fostering a culture of continuous improvement. - Manage key resources and partnerships to meet talent needs and ensure high quality service delivery to hiring managers by developing and deploying strategic talent attraction initiatives. - Act as a strategic business partner with hiring managers to craft effective sourcing and recruitment strategies. Cultivate strong relationships within the organization and the hiring community, influencing and enhancing the recruiting process and hiring decisions. - Collaborate closely with the Diversity, Equity & Inclusion (DEI) team to shape and promote inclusive hiring best practices. Drive efforts to recruit diverse talent and foster a culture of inclusive excellence. - Manage the Talent Acquisition budgeting process as part of the People and Culture Group.

Talent acquisition strategy - Manage the maintenance and execution of current job descriptions and assessments instruments ensuring they align with organizational needs. - Innovate and implement creative, forward-thinking sourcing strategies and techniques to establish a robust pipeline of highly qualified candidates. - Lead innovation efforts by exploring and researching technology solutions. Propose enhancements and extensions to existing capabilities. - Stay updated on the latest trends and best practices in Talent Acquisition. Provide comprehensive training, coaching, and guidance to the Talent Acquisition team on emerging recruitment practices, tools, and innovations. Extend training on recruitment and selection to staff members. - Actively participate in outreach activities to elevate the UNOPS employer brand, ensuring that the organization remains a preferred employer of choice. - Develop innovative recruitment campaigns across various media channels, including print, web/online content, and events, to enhance brand awareness..

Recruitment and Staffing Excellence - Serve as global process owner for Talent Acquisition and Outreach at UNOPS. Own and drive continuous improvement to UNOPS’ recruitment, assessment and selection processes for effectiveness and efficiency. - Develop and oversee robust global metrics and key performance indicators (KPIs) to measure the effectiveness of talent acquisition efforts. Leverage data to identify actionable insights and improvements. - Review and continuously optimize the performance of the global Talent Acquisition and Outreach team. - Manage routine reporting, including presentations for the executive management team, to provide transparent insights into talent acquisition processes. - Initiate and maintain effective programs to enhance workforce retention, ensuring that top talent remains engaged and committed. - Champion best practices and contemporary recruiting methods across the organization, ensuring that recruitment processes are efficient and aligned with industry standards. - Collaborate closely with colleagues on strategic workforce planning. Gain insights into future hiring needs and proactively advise on strategies to meet organizational priorities, including achieving gender and geographical balance.

Mobility and Talent Deployment - Partner with HR teams, regional offices, and other relevant internal stakeholders to facilitate the internal mobility of personnel into new opportunities. - Strategically plan and implement sourcing strategies for senior leadership positions and critical roles across the organization. - Identify and implement innovative solutions to attract under-represented diverse candidates, promoting diversity and inclusion. - Optimize resource allocation to reduce time-to-hire and operational costs while ensuring efficient talent deployment.

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. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles. 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 or related disciplines. - Two (2) additional years of relevant experience in combination with a relevant first-level university degree (Bachelor’s or equivalent) as a substitute to the requirement of a Master’s degree. - Internationally recognized HR professional or Talent Management certification is a plus.

Experience - 10 years of relevant progressively responsible experience in HR management, including a minimum of 5 years of formal or related hands-on leadership experience in several of following areas: recruitment operations and analytics, recruitment and assessment, talent sourcing, branding and/or workforce planning, all of which should be in organizations with global/ international presence is required. - Extensive experience in sourcing techniques and/or global labor market knowledge is required; - Demonstrated experience in the delivery of talent acquisition services in a multicultural environment is required; - Demonstrated experience working with executive recruitment firms in bringing in top talent at leadership levels is required; - Experience in both, traditional and new media applications used in talent search is required (e.g applicant tracking systems, LinkedIn, online job boards, etc.) is required; - Demonstrated experience in branding and developing attractive Employee Value Propositions (EVPs) is required; - Proven project management experience is desired.

Language Requirement - Full working knowledge of English is essential. - Knowledge of another official UNOPS language is an asset.

Contract type, level and duration

Contract type: Fixed-term appointment Contract level: P5, ICS12 Contract duration: One year initially, renewable subject to satisfactory performance and funding availability. Duty Station: Flexible (Copenhagen (HQ) or any other country where UNOPS has an office).

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

Additional Information

• Please note that UNOPS does not accept unsolicited resumes.
• Applications received after the closing date will not be considered.
• Please note that only shortlisted candidates will be contacted and advance to the next stage of the selection process, which involves various assessments.
• UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of many diverse nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. UNOPS seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce.
• Qualified women and candidates from groups which are underrepresented in the UNOPS workforce are encouraged to apply. These include in particular candidates from racialized and/or indigenous groups, members of minority gender identities and sexual orientations, and people with disabilities.
• We would like to ensure all candidates perform at their best during the assessment process. If you are shortlisted and require additional assistance to complete any assessment, including reasonable accommodation, please inform our human resources team when you receive an invitation.

Terms and Conditions

• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post.
• All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda.
• It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks.