HR Business Process and Change Manager (Re-advertisement)

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 - Job-specific

Business Transformation and Digitalisation Programme (BTD)

As a fundamental part of the organizational change effort, UNOPS is embarking on a digital transformation journey to enhance its operational efficiency, effectiveness, and agility. The Business Transformation and Digitalisation Programme (BTD) aims to overhaul processes, systems, and digital capacity of personnel by leveraging digital technologies and solutions and to ensure coherent alignment of our digital architecture and landscape of systems and tools with the core needs of the organization . A programme team is being established to provide business driven leadership for and support to UNOPS digital transformation.

The BTD will impact all parts of UNOPS organization, including headquarters functional business units and geographic (regional) business units , involving both process re-engineering and systems implementation. Each UNOPS functional business unit (Procurement, Human Resources, Finance, Project Management and Infrastructure, Partnerships, and Legal), known internally as practices will be represented by a Business Process and Change Manager that will act as a representative of the functional entity within which they are embedded.

To support the HR Director with the implementation of this ambitious programme, UNOPS is seeking a highly skilled and experienced Business Process and Change Manager.

The Business Process and Change Manager will be part of the Practice team and will work closely with the BTD (in particular, he/she will be working under the coordination of the Digital Transformation Business Process Coordinator on the process engineering part of the programme as well as with the Systems Project Manager on the digitalization part of the programme). This requires a deep understanding of the organization, its HR policies, tools and processes, both at the strategic as well as the operational levels; as well as a consultative and facilitative approach, to process re-engineering, development of digital systems and reporting.

The BTD is expected to last four (4) years.

Role of the Digital Transformation Business Process and Change Manager

The Digital Transformation Business Process and Change Manager will be responsible for coordinating and driving the process reengineering activities for HR as well as the definition of the functional requirements for HR, under the supervision of the Practice Director and in coordination with the Business Transformation and Digitalisation Programme (both the Business Process Coordinator and the Systems Project Manager).

The key functions of the role include:

• Act as the central point of contact and coordinator for all business process redesign initiatives for HR, including acting as a representative of the practice as well as also of regional and field offices interests.
• Identify, analyze, and redesign business processes for HR to align with best practices, enhance operational efficiency, and support the successful implementation of business transformation initiatives (including digital ones), ensuring that reengineered processes and new/improved systems deliver the organization's digital transformation goals.
• Translate assessments into improvement projects and business solutions, covering both process and IT applications.
• Lead and drive the training, communications, and change management required in order to make the change stick.

The HR Business Process and Change Manager reports to the Deputy Director People & Culture, who provides broad supervision and guidance.

This recruitment aims to fill an ongoing, full-time position based in Copenhagen, Denmark. Depending on actual needs, BTD Programme may decide to recruit endorsed qualified professionals for contracts with different working conditions (short/long term, part/full-time, retainer, regular or ongoing positions).

Functional Responsibilities

1. Project Planning and Monitoring: In collaboration with the BTD Support Office and Programme Management Office, as well as with the Practice Director:

• Develop comprehensive project plans for HR business process improvement initiatives, including timelines, milestones, and resource allocation
• Define HR project objectives, deliverables, and success criteria
• Implement robust HR project monitoring mechanisms to track progress, identify risks, and recommend mitigation measures.
• Regularly review HR project plans and adjust as necessary to ensure timely completion of deliverables.

2. Business Process Analysis and Assessment:

- Conduct thorough analysis of existing business processes and identify opportunities for improvement and optimization. - Collaborate with stakeholders (practitioners in the field and other parties involved) to understand their requirements, pain points, and challenges related to current processes. - Utilize process mapping and analysis techniques to identify process gaps, bottlenecks, and inefficiencies. - Collaborate with stakeholders to prioritize processes for reengineering based on their impact, feasibility, and alignment with UNOPS's strategic goals. - Drive process improvements and standardization to enhance efficiency, effectiveness, and quality across UNOPS's HR functional areas.

3. Process Reengineering and Optimization:

- Coordinate and deliver, for HR, the design and implementation of optimized business processes that align with UNOPS's digital transformation objectives, including the update of policies, guidelines, procedures, process maps and other outputs. - Assess the operational and functional requirements of the business in order to define standards and identify opportunities for improving performance and optimizing business processes. - Develops high quality, value-added (in the Lean sense), and responsive HR business processes. - Participate actively to process redesign workshops, working closely with the Digital Transformation Business Process Coordinator, subject matter experts, and other stakeholders. - Implement industry best practices and innovative approaches to streamline processes, enhance efficiency, and promote automation.

4. Development of Functional Requirements:

- Contribute to the development of HR functional requirements for the UNOPS BTD. - Collaborate with stakeholders to gather and analyze requirements related to HR business processes, systems, and technologies. - Participate actively in IT functional requirements definition workshops, working closely with the Digital Transformation Systems Project Manager, Vendors Solutions Specialists, and other stakeholders. - Translate business requirements into clear and comprehensive written functional requirements documents. - Ensure alignment of HR functional requirements with the overall programme objectives and organizational strategies. - Support the testing of new / improved systems

5. Change Management and Stakeholder Engagement:

- Proactively manage key internal stakeholders, including within the practice and across the organization to ensure a good understanding of the objectives and business benefits for the transformation - Collaborate with IT teams, systems project managers, and stakeholders to align business processes with digital solutions and technologies. - Develop and implement for HR change management strategies to ensure smooth adoption of new processes and technologies, with the support of the Digital Transformation Change Management Coordinator - Establish a communication plan to keep HR stakeholders informed of the progress, achievements, and challenges of the process redesign as well as systems design and implementation projects. - Engage and collaborate with stakeholders at all levels to obtain buy-in and support for HR process improvement and digitization initiatives. - Provide guidance and support to HR project teams, practitioners, and stakeholders during process reengineering as well as systems design and implementation efforts. - Ensure effective change adoption, training, and communication strategies are implemented.

6. Performance Measurement and Monitoring:

- Establish key performance indicators (KPIs) and metrics to measure the effectiveness and efficiency of optimized processes. - Implement monitoring mechanisms to track process performance and identify areas for continuous improvement. - Conduct regular performance reviews, analyze data, and provide recommendations for further enhancements. - Prepare regular status reports, executive summaries, and presentations to update HR Director and relevant stakeholders on the HR process redesign and digitization projects’ overall performance, key milestones, and outcomes.

7. Documentation and Knowledge Management:

- Contribute the development of standardized process documentation, including process maps, standard operating procedures, and guidelines, with the support of the BTD Business Process Coordinator. - Establish a centralized repository to store and manage process documentation and related knowledge assets. - Ensure that process documentation is easily accessible and updated as per the evolving business needs. - Foster a culture of continuous improvement within the HR and its community of practitioners, encouraging the sharing of best practices, lessons learned, and success stories. - Capture feedback and suggestions from stakeholders (particularly HR practitioners), incorporating them into future iterations of the process redesign and system implementation initiatives. - Engage with external partners, industry experts, and communities of practice to exchange knowledge and best practices. - Foster a culture of collaboration, knowledge sharing, and continuous improvement within the Business Transformation and Digitalisation Programme.

8. Training and Capacity Building:

- Develop and deliver training programmes and workshops to enhance HR reengineered processes and new / improved systems understanding and drive adoption across the organization, with the support of the BTD. - Provide coaching and guidance to HR practitioners in implementing and maintaining optimized processes and new / improved systems. - Ensure that process-related documents, functional systems documents and training materials are kept up-to-date and leveraged whenever organizational changes occur.

Impact of Results The effective and successful performance by the Digital Transformation Business Process and Change Manager would lead to the following impacts:

• Enhanced Operational Efficiency: The successful implementation of optimized processes would lead to improved efficiency and productivity across the organization. This would result in cost savings, reduced manual workloads, and faster project delivery, ultimately increasing operational effectiveness.
• Improved Service Delivery: By optimizing its processes, UNOPS would be able to enhance its service offerings to its partners and stakeholders. The Business Process and Change Manager’s efforts would lead to enabling UNOPS to provide high-quality services and meet evolving stakeholder expectations.
• Increased Organizational Performance: The successful adoption of optimized processes would enable UNOPS to achieve higher levels of organizational performance. By automating manual processes, reducing errors, and optimizing resource allocation, the Business Process and Change Manager would contribute to improved project outcomes, better financial management, and increased client satisfaction, positioning UNOPS as a leading global project services organization.
• Enhanced Collaboration and Communication: The Business Process and Change Manager's focus on process optimization in relation to the digital transformation would foster a culture of collaboration and effective communication within UNOPS. Through the dissemination of best practices in process redesign and optimization, the Business Process and Change Manager would facilitate seamless information sharing, cross-functional collaboration, and knowledge management, promoting innovation, synergy, and teamwork among personnel.
• Strategic Alignment and Future Readiness: The Business Process and Change Manager's successful fulfillment of objectives that would align UNOPS with emerging trends and future demands from partners. By helping implement a robust business and digital transformation, the Business Process and Change Manager would ensure that UNOPS remains agile, and adaptable, positioning the organization as a leader within the UN system for project services.
• Positive External Perception: Achieving the objectives of the BTD (including process redesign) would enhance UNOPS's reputation and image among external stakeholders, including partner organizations, donors, and the wider development community. UNOPS would be recognized as an innovative, technology-driven organization committed to leveraging digital solutions for sustainable development, attracting new partnerships, funding opportunities, and talent.

Overall, the impact of a successful Digital Transformation Business Process and Change Manager would be transformative for UNOPS, driving efficiency, effectiveness, and innovation throughout the organization and positioning it for long-term success in the digital era.

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/Experience/Language requirements

Education: - An advanced degree preferably in Human Resources management, Business Administration, Social or Behavioral sciences, Public Administration, or other related field. - A combination of Bachelor’s degree with an additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above. - Strong knowledge of business process management methodologies, tools, and best practices. Lean Six Sigma, or other process improvement certifications would be an advantage. - Professional certification in HR area is desirable

Experience: - A minimum of 7 years of relevant and progressive professional experience in Human Resources Management is required. - Experience of working with HR in regional, country or programme operations is a distinct asset - Familiarity with UNOPS or UN HR policies, processes, tools and systems is required. - Experience in facilitating workshops, engaging stakeholders, and managing change it is required. - Experience in business process analysis, redesign, and optimization is highly desirable. - Familiarity with digital technologies and their application in process optimization and automation is desirable. - Experience in large scale digital transformation of the HR function would be an asset.

Language Requirements: - Full working knowledge of English is essential. - Knowledge of another official UNOPS language (French, Spanish) is an asset.

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.
• For retainer contracts, you must complete a few Mandatory Courses (they take around 4 hours to complete) in your own time, before providing services to UNOPS. For more information on a retainer contract here.
• 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.