HR Specialist (Diversity, Equity and Inclusion)

Contract

This is a IICA-2 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 5 years of experience, depending on education. More about IICA-2 contracts.

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 HR Specialist, Diversity, Equity & Inclusion (DEI) is responsible for successful implementation of UNOPS Diversity, Equity and Inclusion strategy, ensuring that HR practice reflects and enables a diverse workforce and inclusive work environment. Reporting into the Head of Organization Culture and Engagement, the DEI Specialist collaborates with colleagues and managers across the organization to embed DEI practice across all areas of work and to champion the DEI agenda in UNOPS.

Functional Responsibilities

Summary of Key Functions:

1. DEI Action-Planning and Implementation
2. DEI Policies and Processes
3. Capacity Building
4. Research and Analytics

1) DEI Action Planning and Implementation - Design tools and initiatives to support the thematic transition from Gender, Diversity and Inclusion (GDI) to Diversity, Equity and Inclusion (DEI) in the UNOPS workforce and culture. - Drive implementation of UNOPS GDI-to-DEI strategy and annual work plans, including measuring and reporting on progress against success indicators on the GDI-to-DEI strategy pillars. - Advise and support the People Analytics team to make DEI data accessible and communicate progress against the strategy and work plans. - Advise and support leaders, HR practitioners and Employee Resource Groups (ERGs) on DEI initiatives and interventions. - Develop and implement support tools and mechanisms for diverse populations to establish effective support networks within the organization. - Design and facilitate intentional DEI dialogues with personnel and leaders across all functions, units and regions of the organization. - Partner with and support Country Offices on the implementation of Regional and Country DEI action plans and play an advocacy role for these changes. - Create, build and sustain effective working relationships and networks with key external DEI partners, and identify new partners to broaden the networks.

2) DEI Policies and Processes - Partner with relevant HR work streams to develop, implement, monitor and review processes and procedures (e.g. talent outreach, talent management, learning and development, internal grievances, etc) which address UNOPS DEI needs and promote gender equality. - Provide advice, guidance and support on DEI issues to regional and country offices. - Serve as Secretariat and technical advisor for UNOPS DEI/GDI Advisory panel.

3) Capacity building - Develop internal campaigns to build capacity, raise awareness, and influence leaders and personnel on DEI across the organization. - Develop DEI training curriculum in partnership with the Learning Team and other key stakeholders. - Proactively build relationships with leaders, stakeholders and colleagues across the organization to drive high-impact DEI initiatives in line with UNOPS vision and values.

4) Research and Analytics - Provide inputs and recommendations on metrics for measuring the effectiveness of DEI initiatives and prepare periodic reports to senior management on the value of such initiatives. Also, provide recommendations and advice on how to improve the metrics. - Review and/or prepare diversity-related communications, reports and surveys. - Lead research, analysis and evaluation of DEI-related data. Identify and implement relevant analysis, evaluation and reporting tools. - Analyze people data from DEI perspectives and advise on appropriate responses to any identified issues.

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: - An Advanced university degree (master's or equivalent) preferably in Human Resources, Development Studies, Gender and/or Diversity Studies, Law, Political Sciences, Social Sciences or other related field is required. - A combination of Bachelor’s degree with additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above.

Experience: - A minimum of 5 years experience in Human Resources, Project management, Policy development, Learning and Development and/or communications is required. - A minimum of 3 years experience working on Diversity, Equity and Inclusion initiatives, such as gender parity, diversity, equity and inclusion in policy development, learning and development initiatives or similar areas is required. - Previous experience working in an international environment is required. - Experience of working with Diversity Equity and Inclusion in an international HR context, is highly desirable. - Experience in facilitation and training delivery is an asset. - Experience working in the UN and/or with international organizations is an asset. - Strong experience in research and policy-level analysis is an asset. - Experience in global gender parity, diversity, equity and/or inclusion communications is an asset.

Language requirements: - Fluency in English is required. - Knowledge of French and/or Spanish is a distinct asset.

Contract type, level and duration

Contract type: International Individual Contractor Agreement (IICA) Contract level: IICA-2 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.
• This position is based in Copenhagen, Denmark which is a family duty station.

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.