HR Officer (Personnel Development)

Contract

This is a LICA Specialist-8 contract. This kind of contract is known as Local Individual Contractor Agreements. It is normally only for nationals. It's an external contract. It usually requires 0 years of experience, depending on education. More about LICA Specialist-8 contracts.

Background Information - Myanmar

UNOPS Myanmar is one of UNOPS leading offices in Asia, acting as fund manager for three of the largest development programmes in the country, namely Access to Health, Livelihood and Food Security Fund (LIFT) and Joint Peace Fund (JPF). In addition, UNOPS Myanmar is Principal Recipient for the Global Fund to Fight AIDS, Tuberculosis and Malaria in Myanmar and Cambodia, and for the Global Fund’s Regional Artemisinin-resistance Initiative targeting drug resistant malaria in the Greater Mekong sub-region. UNOPS provides procurement, infrastructure and project management services to a wide range of organizations in the country, including the Government of Myanmar, international development partners, other UN agencies, NGOs and INGOs. UNOPS Myanmar plays a critical role in ensuring that the quality of services provided to its partners meets stringent requirements of speed, efficiency and cost effectiveness.

Background Information - Job-specific

Under the direct supervision of the HR Manager and the overall direction of the Head of Support Services, as well as the technical guidance of IPAS HR, the Human Resources Officer (Personnel Development) delivers high-quality and consistent delivery of effective HR services (recruitment, contract, learning, career development, performance management of talent, and career development) to the client office, ensuring full compliance with UN rules and regulations, UNOPS policies and procedures and internal Standard Operating Procedures (SOPs) in HR management and continuous improvement of UNOPS MMCO employee journey and staff development cycle. Under the guidance, the HR Officer (Personnel Development) provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner.

Functional Responsibilities

Functions / Key Results Expected 1. Support to personnel development policy and project formulation implementation 2. Advisory Services 3. Talent Acquisition and Administration 4. Team Management

1. Support to personnel development policy and project formulation and implementation - Contribute to MMCO and corporate HR policy development and initiatives by compiling and maintaining data on trends, risks and opportunities and sharing local HR best practices, with a strong focus on learning, career development, and performance management, for continuous improvement of UNOPS MMCO employee journey and staff development cycle - As the main focal point for Personnel Development functional stream, support the HR Manager in development and conceptualisation of personnel development strategy, plans, and initiatives/ projects.Act as the functional advisor, and lead in implementation, monitoring, and continuous improvement of personnel development activities throughout the staff development cycle, such as onboarding, induction, staff retention and engagement, learning and development, performance management, talent management, and career development. - Provide technical or administrative services in support of personnel development and HR initiatives for attainment of business objectives in line with the corporate HR strategy. - Generate strategic and operational personnel development data for planning, including related statistical summaries, findings, summaries and reports for regular review, monitoring, and improvement of personnel development service delivery - Communicate personnel development policy changes and new initiatives to management and personnel, providing guidance as needed. - Coordinate, organize, facilitate and/or deliver training, learning, and career development initiatives and projects, including virtual and face-to-face workshops, e-learning courses, certification programs, talent development programme among others. - When delegated, proctor official certification programmes for project management (PRINCE2) exams.

2. Advisory Services - Provide guidance on HR related systems and processes including but not limited to Recruitment, Contracts, Position Management, Benefits and Entitlements, Learning and Development, Performance Management, and Career Development, consistent with UNOPS rules and procedures. - Provide advice and answers to personnel on routine cases for HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development. - Assist to provide guidance as needed on sensitive matters including grievances, potential violations in code of conduct, harassment, abuse, workplace disputes, performance improvement plans, complex employee relations matters, etc. - Encourage line management responsibility for implementation of HR policies and effective team management, encouraging dialogue and two-way constructive feedback. - Collaborate with leadership to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity.

3. Talent Acquisition and Administration

• Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Performance Management, Learning and Development, Change Management, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing.
• Administer contracts, entitlements, loans, exchanges, and secondments. Inform and advise UNOPS personnel, consultants, partners and project personnel on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding.
• Support recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy. Utilize and maintain recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. Maintain personnel rosters.
• Provide technical inputs into, and organize straightforward components of, regional and national 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 and provide elements of coherent, well-developed plans for obtaining, developing, and managing critical talent. Utilize recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives.
• Liaise with UNOPS’ HR related groups on personnel administration matters.
• Guide business units in engagement and work enrichment initiatives and development of annual training plans.

4. Team Management - Support efficient planning and management of the HR unit, including drafting annual recruitment plans, implementing designated projects in line with the corporate HR strategy, overseeing personnel file systems as well as provision of related statistical summaries and tracking movements of UNOPS personnel within relevant business unit/s. - Act as lead for the Personnel Development functional stream providing relevant advice and support to the HR team. - May supervise other personnel members in the provision of HR client services by assigning work, facilitating work planning, managing performance, motivating, developing and coaching team members to deliver high quality results and services.

5. Knowledge building and knowledge sharing - Organize, facilitate and/or deliver training and learning initiatives for personnel and other personnel on HR-related topics. - Provide sound contributions to knowledge networks and communities of practice by synthesizing of lessons learnt and dissemination of best practices in human resources. - Substantively contribute to the planning and development of the HR components of the office annual report. - Collect feedback, ideas, and internal knowledge about processes and best practices and put to use productively.

Impact of Results

The effective and successful achievement of results by the Human Resources Officer directly impact on the efficient performance of key elements of HR systems and services of the relevant business unit. These affect aspects of client satisfaction as well as of the readiness and capabilities of the human capital of the unit, to effectively develop and implement the programmes and projects of UNOPS. This contributes to the credibility of the organization as an effective service provider in project services and management

Education/Experience/Language requirements

Education: - Advanced University degree preferably in Human Resources management, Business Administration, social or behavioral sciences, Pedagogy, Psychology, Education or related field is required - Or a First University degree preferably in Human Resources Management, Business Administration, Social or Behavioural Science, Pedagogy, Psychology, Education or related fields combined with 2 additional years of relevant experience will be considered in lieu of the Master’s Degree.

Experience:

• A minimum of one year of experience in professional-level recruitment and/or HR generalist services in an international, public, or corporate organization.
• A first-level university degree in combination with an additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above.
• Demonstrated experience in a similar role within an international organisation environment is a strong asset.
• Some experience in UN system organizations preferably in a developing country is desirable.
• Proficiency in the usage of computers and office software packages (MS Office) and experience in the use of google suite applications.

Language Requirements:

• Fluency in English and Myanmar is required.
• Working knowledge of another, official UN language is desirable.

Competencies

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

Contract type: ICA

Contract level: Local ICA Specialist Contract duration: Open-ended, subject to organizational requirements, availability of funds and satisfactory performance

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.