HR Advisor - Internal Grievances

Contract

This is a IICA-3 contract. This kind of contract is known as International Individual Contractor Agreements. It is normally internationally recruited only. It's an external contract. It usually requires 7 years of experience, depending on education. More about IICA-3 contracts.

Background Information - PCG

The People and Change Group (PCG) is a strategic HR unit, helping UNOPS empower people, drive organizational excellence and manage change across the organization in order to help UNOPS deliver on its strategic intent.

We are a hard-working, dynamic, and committed team, bringing together experienced professionals with strategic HR management, including talent management and recruitment, learning and development, HR policy, organizational design and change management expertise – all of us having a passion for achieving results and building innovation into our way of doing business. We welcome agility, autonomy, results-orientation and self-drive.

PCG offers a unique work environment in UNOPS headquarters in Copenhagen, Denmark, located in the UN City building, one of Copenhagen’s landmarks. UNOPS HQ offers a safe, family-friendly environment with multiple opportunities for networking and an active lifestyle in a city known for its excellent urban design and planning.

The PCG team is a diverse team in terms of age, nationalities and family situations. This notwithstanding, we are keen on increasing our diversity with every new hire. We fully embrace the UNOPS approach to work-life balance, including flexible working hours and remote working arrangements.

Background Information - Job-specific

The Internal Grievances function focuses on enabling an efficient, progressive, fair, diligent and transparent management of personnel (internal grievances and) relations. Reporting to the Deputy Director, PCG, and receiving technical supervision from the Senior HR Manager - Policy and Compliance, the HR Advisor - Internal Grievances is responsible for independently handling complex internal grievances cases and improving organizational maturity of the internal grievances function. The role will interact with senior stakeholders across the organization including HQ, Regional and country offices. The role will work independently on case management, under the guidance of PCG Deputy Director and will require emotional intelligence, judgement and decision making and discretion. The role requires an ability to objectively and professionally manage sensitive cases, often involving interactions with a wide range of senior stakeholders.

This is a key new position for the organization. Over the years UNOPS has been displaying significant efforts in consolidating its Speak Up culture. This position will enable the organization address internal grievances of personnel in alignment with international best practices.

Functional Responsibilities

1. Internal grievances case management; advice and guidance on interpersonal conflict management

• Responsible for the design, development and management of a robust and effective case management system for internal grievances, with the appropriate input from key stakeholders
• Plan and conduct preliminary assessments on new (complex) complaints or coordinate and direct the implementation of more simple cases by more junior colleagues, including:

1. Locating and securing evidence.
2. Rapport building and interviewing witnesses and other parties, including senior stakeholders
3. Assessing credibility.
4. Processing and synthesizing facts and complex issues.
5. Drafting detailed preliminary assessment reports.
6. Drafting findings in a clear, concise, and logical report, including recommendations to the decision makers for matters to be referred for investigation when warranted, and/or additional/alternative management actions
7. Accurately and comprehensively documenting cases and follow up action plans and their progress

• Act as primary supervisor to the Internal Grievances Analyst (ICS-8), and others as required.
• Act as advisor to the PCG leadership team on specific cases, including recommendations on the appropriate course of action, case prioritization and risk management.
• Reactively advise and counsel as well as proactively educate managers and personnel in respect of rights, responsibilities, code of conduct and other relevant challenges associated with the harassment free workplace and nurturing the enabling work environment.
• Advise Director PCG, as well as other relevant senior management on conflict management issues;

• Take the lead in managing independently internal grievances matters (specific case decisions, processes and systems, governance/decision making), following up with counterparts such as the Ethics Office, the Internal Audit and Investigations Group, the Legal Group, or other internal or external stakeholders, as required, ensuring appropriate actions are taken promptly to reach a resolution

  2. Managing and coordinating the work of the Network of Peers and other resources

• Manage and coordinate the resources to support PCG internal grievances work, including the Network of Peers, which is a corporate pool of trained personnel who can support PCG with preliminary assessments, when appropriate.

• Manage these engagements and identify appropriate resources to be deployed.
• Manage the establishment of a training program for UNOPS personnel to be trained in fact-finding and conflict solving regarding Internal Grievances.
• Manage the training of the different cohorts of Network of Peers, including input on design and development of the program, format and methodology, with colleagues from the learning stream.
• Manage the engagement and deployment of Network of Peers to conduct fact-finding or conflict management assignments, including ensuring that the network represents a diverse

• Represent PCG and provide leadership and guidance to the Network of Peers assignments entrusted to the Network of Peers, which may include virtual or in country engagements

  3. HR policy compliance, development and advice

• Advise the Deputy Director PCG on the policy development direction, based on the trends and challenges observed as part of the internal grievances management.

• Ensure the organization adopts and maintains a victim centered approach, and take the lead in proposing policies and initiatives which will enable UNOPS to further develop this area.
• Provide practical advice and support to management and personnel on the effective implementation of UNOPS policies and adoption of procedures related to internal grievances and HR policy compliance.
• Develop comprehensive training materials and deliver training to managers and personnel at large on Internal Grievances related matters.
• Build awareness and understanding of HR policies related to standards of conduct, diversity and inclusion through consultation and engagement across the organization;

• Establish proactive HR information distribution channels, information sessions and workshops;

  4. Reporting, strategic input and action plan development

• Analyze and consolidate trends and other relevant insights into reports concerning internal grievances (planned and ad hoc reports) as well as compliance - sharing findings with the Senior HR Manager - Policy & Compliance and Deputy Director PCG, and making proposals to inform corporate actions

• Prepare reports for consumption by a broad range of internal and external stakeholders, Respond to queries from and attend meetings including with the Joint Inspection Unit of the United Nations system (JIU), or internal and external audits on internal grievances matters, as required.
• In collaboration with the D&I Specialist, develop, implement and monitor action plans introducing measures to create a more inclusive and positive work environment, addressing the needs of a diverse workforce, including on disability, LGBTI, mental health and staff wellbeing;
• In collaboration with the Head of Change Management, the Senior HR Manager - Policy & Compliance, and the D&I Specialist, based on the internal grievances trends, identify corporate actions that will build an enabling environment and a culture that is in keeping with UNOPS values and make suggestions for their implementation.
• Represent UNOPS and PCG in joint bodies and working groups related to internal grievances, HR policy compliance, workforce engagement and well-being, and coordinate activities, as appropriate;

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.(for levels IICA-2, IICA-3, LICA Specialist- 10, LICA Specialist-11, NOC, NOD, P3, P4 and above) 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

Advanced university degree in law. Professional certification in Human Resource Management would be an asset.

Experience

At least 7 years of progressively responsible experience managing interpersonal conflict, employer-employee grievances, harassment claims, or equivalent.

Within these 7 years, at least 2 years of experience in an Ethics office, internal investigations, or HR department of an international organization or providing legal advice to the HR department of an international organization.

Within these 7 years, at least 1 year of experience either (1) in litigation either before the administrative tribunal of an international organization or before national courts, (2) drafting investigation reports of any type, or, (3) managing administrative procedures on behalf of the administration or private parties (e.g, drafting tender documents, appeals against fines, applications for patent rights, etc.).

Experience working within the UN system, international organizations or similar institutions is a distinct asset.

Excellent communication skills, ability to influence and inspire.

Analytical, innovative and proactive, with advanced interviewing/information elicitation skills.

Solution and client oriented.

Field experience is highly desirable.

Languages

Full working knowledge of English.

Knowledge of Spanish or French is an asset.

Background Information - UNOPS

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 4,000 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 gender balance through initiatives and policies that encourage recruitment of qualified female candidates.

Work life harmonization

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

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.