HR Manager

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 - IPAS

The United Nations Office for Project Services (UNOPS) is an operational arm of the United Nations, supporting the successful implementation of its partners' peacebuilding, humanitarian and development projects around the world. UNOPS supports partners to build a better future by providing services that increase the efficiency, effectiveness and sustainability of peace building, humanitarian and development projects. Mandated as a central resource of the United Nations, UNOPS provides sustainable project management, procurement and infrastructure services to a wide range of governments, donors and United Nations organizations.

Based in Copenhagen, Denmark, the UNOPS Integrated Practice Advice and Support (IPAS) serves all the regions and headquarters, primarily with advice and solutions to everyday implementation challenges. IPAS consists of a diverse team of subject matter experts in the seven practice areas of HR, Administration, Legal, Finance, Procurement, Surge, Project Management and Infrastructure. IPAS has three main roles:

Support to operations in the field offices: IPAS provides timely advice and supports actively finding of solutions to everyday implementation challenges, based on policy and best practices. It also provides operational support in specific areas.

Business efficiency: IPAS recommends changes to policies, processes and operating standards based on the feedback and experience of the field offices. IPAS also ensures transparent and efficient project implementation, in line with policy and business needs.

Body of knowledge: IPAS contributes to research and coordination within the policy groups and project practitioners. It provides structured knowledge and subject matter expertise which is used across practice areas to provide coherent and tailored advice to the requesting offices.

Background Information - Job-specific

Under the IPAS HR Practice Advisor's supervision, the incumbent will manage the team of HR Associates and Assistants in charge of recruitment and contract management for UNOPS Headquarters in Copenhagen. The incumbent would have to keep a balance between operational implementation efficiencies and policy/rules requirements, but also contribute towards long-term solutions by channeling practical recommendations through the IPAS HR Practice Advisor for improvements in HR policies and processes. Based in the support services structure, reporting directly to the Head of Support Services and collaborating closely with IPAS HR, the HR Manager leads the HQ HR Team and ensures consistent application of appropriate policies, rules, guidelines, procedures and practices in service provision in UNOPS HQ.

The HR Manager supports HQ business units in the management, implementation and oversight of HR service lines and initiatives to meet client needs, i.e. including HR strategy, resourcing , contract management, policy interpretation and guidance, learning and personnel re-alignment exercises in consultation with IPAS HR.

In driving UNOPS HR management standards and best practices across HQ business units, the HR Manager is expected to forge close working relationships with key internal stakeholders

Whilst ensuring effective delivery of HR services, the HR Manager is also expected to work with unit heads on the retention, development and performance management of personnel in HQ business units. This requires establishing and maintaining effective working relationships with key stakeholders as well as actively participating in the internal and external knowledge management activities.

Specifically, s/he is the primary HR focal point, lead and manager of the HR function in UNOPS HQ. The HR Manager is responsible for quality management and compliance by team members with existing policies frameworks and best practices.

Relocation to Copenhagen, Denmark is a strict requirement for this position. The role requires face to face interaction with team members and senior stakeholders based in Copenhagen and cannot be performed remotely.

Functional Responsibilities

1. Strategic Support to HQ Senior Management Team

2. Advisory Services

3. Talent Acquisition and Management

4. Team Leadership

5. Support to Policy Development and Implementation

6. Knowledge Building and Knowledge Sharing

1. Strategic Support to HQ Senior Management Team and Business Partnering - Support HQ Directors and business units in the planning/development of appropriate HR structures and systems – to optimize service delivery - Advice to senior management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation) and on best practices for staff retention and their commitment to the organization. - Develop a business partnering approach to ensure the highest possible level of service and client satisfaction, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues and maintaining an effective level of business literacy about business units’ objectives and plans

2. Advisory Services - Provide guidance on HR policy application for personnel management in HQ, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues. - Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in HQ. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters. - Under the guidance of IPAS HR, advise, assist and mediate, as needed, on sensitive matters including grievances and workplace disputes, performance improvement plans, complex employee relations matters, etc. - Partner with line managers to have ownership for implementation of HR policies and effective team management, providing guidance and coaching as needed. Foster the relationship between supervisors and personnel, encouraging dialogue - Develop and build the HR capabilities within teams, in line with the corporate focus and under the guidance of and in consultation with PCG and IPAS HR. - In collaboration with key stakeholders, as appropriate, encourage continuous improvement and professional growth by advising on, planning, and tracking learning and development activities. - Collaborate with leadership to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity. - Advise senior management and line management on transparent and competitive process for recruitments, adequate Job Descriptions and Terms of Reference (including classification of TORs as delegated by PCG), standard matrix of recruitment processes and request for contracts.

3. Talent Acquisition and Administration - Oversee the application and implementation of talent acquisition and management policies and processes covering Recruitment, Onboarding, Position Management, Performance Management, Learning and Development, Change Management, Job Classification, Salary and benefits administration, Contract Administration, Succession Planning and Out-processing. - In collaboration with IPAS HR, coordinate personnel realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions as well as due process. - Identify key talent areas for HQ units and provide coherent, well-developed plans for obtaining, developing, and managing critical talent. Develop, utilize recruitment plans, tools and contribute to policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. - Lead and provide advice and facilitate best practice in relation to the talent acquisition and administration practices (listed above). - Under the guidance of IPAS HR, coordinate the efficient administration of contractual modalities, loans, exchanges, and secondments for HQ, including engagement with relevant partners. - Develop, utilize recruitment plans, tools and contribute to policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objective

4. Team Leadership - Leadership and management of the HR Team within the HQ support service function, driving UNOPS standards in the operational HR function management and HR advisory services. - Facilitate the engagement and provision of high quality results and services of the team supervised through effective recruitment, work planning, performance management, coaching, and promotion of learning and development. - Provide oversight, ensuring compliance by team members with existing policies and best practices. - Foster empowerment and a high performing culture whilst acting in accordance with the UNOPS leadership mindset and role modeling UNOPS values

5. Support to Policy development and implementation - Contribute to HR policy development and corporate HR initiatives by providing data on trends, risks and opportunities and sharing back information on local HR best practices. - Maintain an effective level of business literacy about the office and objectives and plans of the HQ business units, as well as the UNOPS HR strategy, policies and standards. In consultation with the relevant stakeholders, take the lead on the implementation of the UNOPS corporate HR strategy, initiatives and standards across HQ business units. - Design and lead projects in support of HR initiatives for attainment of business objectives in line with the UNOPS corporate HR strategy. - Map the HR business processes and establish internal Standard Operating Procedures (SOP’s) in HR management across HQ. Develop procedures and practices that contribute to the enhancement and improvement of HR management and service provision in HQ. - Design and manage the HR unit workflows in HQ and ensure they are aligned to customer needs and compliant with HR policy. - Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed. - Partner with IPAS HR to ensure appropriate oversight and to contribute towards continuous improvement of practices - Partner with leadership to develop and implement workforce planning initiatives, employing HR business processes mapping, to ensure efficient and effective services and work flows. Monitor workforce status and trends.

6. Knowledge building and knowledge sharing - Lead, approve and conduct initiatives on capacity development and knowledge building for HR personnel, including network development, plans, learning plans and activities, HR practice information and best practice benchmarking. - Oversee the HQ teams’ contributions to HR knowledge networks and communities of practice including collaborative synthesis of lessons learnt and dissemination of best practices in human resources management. - Guide the development and maintenance of HR analytic parameters and data. - Organize, facilitate and/or deliver training and learning initiatives for HQ, on HR-related topics. - Guide team’s collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively, sharing relevant information with colleagues in PCG and IPAS HR. - Survey and identify new learning opportunities to enhance the continuous professionalization of personnel

Education/Experience/Language requirements

Education Requirements: - Advanced University degree preferably in Human Resources management, Business Administration, social or behavioral sciences. - A first-level university degree with a relevant combination of academic qualifications and two (2) years of additional experience ( 9 in total) related to the position may be accepted in lieu of the master’s degree.

Experience Requirements: - A minimum of 7 years of relevant professional-level human resources experience, including HR advisory services, in a major area(s) of human resources management (HR Contract Administration, HR Reporting, Learning and Development, Recruitment or Organizational Design) in an international, public or corporate organization are required - Within these 7 years:

-a minimum of 3 years of experience in team management is required, including at least 1 year managing a large team (5+ persons)

-a minimum of 1 year of experience managing recruitments is required

-a minimum of 1 year of experience in the provision of HR advisory services to senior management is required

• Knowledge of UN/UNOPS HR policies and processes is an asset.
• Minimum one year of international experience working in a multicultural setting is required
• Some experience in UN system organizations preferably in a developing country is desirable.
• Proficiency in the usage of computers and office software packages as well as web-based management system is required

Language Requirements: - Fluency in English is required. - Proficiency in another UN language, such as French or Spanish, would be an asset.

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.

Contract type, level and duration

1. Contract type: ICA
2. Contract level: I-ICA 3
3. Contract duration : Open-ended, subject to organizational requirements, availability of funds and satisfactory performance

Relocation to Copenhagen, Denmark is a strict requirement for this position.

For more details about the ICA contractual modality, please follow this link: https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.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.
• 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.