HR Specialist, People Analytics

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

Reporting to the Deputy Director, PCG, the HR Specialist (People Analytics) partners with PCG leadership in HQ and HR Leads across countries and regions to provide user-friendly access to people data and deliver evidence-based insights on the people and organizational aspects of UNOPS.

The HR Specialist (People Analytics) supervises the team which is accountable for improving the quality, accuracy, user-friendliness and availability of people data in reports and dashboards. They also have responsibility for HR data security and stewardship under the leadership and guidance of the Deputy Director, PCG.

To succeed in the role, the People Analytics Specialist is required to demonstrate strong project management skills and client orientation as well as expertise in data management, metrics and reporting, descriptive and prescriptive analytics, and data visualization.

Functional Responsibilities

Summary of functions:

1. Data Collection, Quality and Governance
2. Data Analysis, Reporting and Insights
3. Strategic Partnering
4. HR Data Security and Stewardship
5. Team Management
6. Knowledge Sharing and Capacity Building

Data Collection, Quality and Governance

• Define and drive implementation of key processes for managing all people-data requests.
• Oversee the processes for collecting, cleaning and analyzing HR/people data from various sources, including tracking sheets, ERP, talent management system, performance management system, and other relevant databases.
• Drive continuous improvement, standardization and automation of people data reporting to enable an evidence-based approach to HR/ people management.
• Work with People & Culture leadership to define and document key people terms and metrics and enforce usage across the organization.
• Provide resources which enable users to find relevant data sets, queries, reports and models for effective self-service activity.
• Collaborate with the IT Group (ITG) to ensure data accuracy, integrity and security, and assist in the implementation of data governance practices.
• Ensure ongoing maintenance and customization of dashboards for accuracy and reliability of data displayed while updating visualizations as required and considering feedback from stakeholders to improve dashboards’ effectiveness.

Data Analysis, Reporting and Insights

• Lead the analysis, reporting and dashboarding of people-related indices as required by UNOPS strategy and management results framework.
• Oversee the analyses and preparation of reporting and dashboards on UNOPS people data, including for external stakeholders such as UN Women and the UN Chief Executive Board, and to inform senior management decision-making, e.g. through the Quarterly Management Reviews (QMRs).
• Translate key metrics into new dashboards and reports with compelling visualizations and actionable recommendations to guide decision-making regarding the organization’s talent and organizational practices.

Strategic Partnering

• Collaborate with PCG leadership and HR stakeholders in countries and regions to identify and understand data and analytics requirements and continuously improve the processes to align with evolving needs.
• Advise users within PCG and across the organization on best use of data for their specific needs and purposes,
• Identify, prioritize and implement improved data quality and additional data capture opportunities in partnership with key stakeholder functions such as ITG and Finance Group (FG).
• Participate actively across initiatives and projects to automate HR/people reports and internal processes using new and existing tools.

• Perform predictive analysis and forecasting using HR data to support HR policy formulation, workforce planning and talent management strategies.

  HR Data Security and Stewardship

• Serve as the HR data security focal point. Work with accountable functions/ stakeholders across the organization, e.g. ITG, Internal Audit and Investigations Group (IAIG), etc, to address non-compliances.

• Review and enhance HR data security measures to ensure transparency whilst protecting sensitive and confidential data
• Support PCG/ HR colleagues at HQ, regions and countries to understand and comply with UNOPS’ HR data security and data protection requirements and guidelines.
• Support HR data security and protection assessments and audits.

Team management

• Manage the team of People Analytics supporting PCG, facilitating the engagement and provision of high quality results through effective work planning, coaching, and promotion of learning and development.
• Provide oversight, ensuring compliance by team members with existing policies and best practices.
• Build engagement and foster a diverse and inclusive work environment, respectful of all, and ensure that the highest standards of conduct are observed.
• Promote teamwork, collaboration and diversity, by providing timely guidance and supervision to the team, to enable them to perform their duties responsibly, effectively and efficiently.
• Plan, recruit, manage and develop a flexible and diverse workforce, with the skills and competencies needed to ensure optimum performance.

Knowledge Sharing and Capacity Building

• Contribute to the dissemination and sharing of knowledge, best practices and lessons learned for building data literacy across the HR community in UNOPS, e.g. through webinars, written communications, and practical support.
• Stay updated on industry trends and best practices in HR data analytics, and propose innovative approaches to improve data analysis and reporting capabilities.

By overseeing the development and implementation of HR analytics and data-driven insights, the HR Specialist (People Analytics) enables the senior management of UNOPS to make more effective, impactful and evidence-based decisions about the people who drive the organization’s success.

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 - A Master’s degree, preferably in business administration, economics, management, engineering, data science or other related field is required. - A Bachelor’s degree and two additional years of relevant experience may be accepted in lieu of a Master’s degree

Experience - A minimum of five (5) years of progressively responsible experience in business analysis, management support or other analytics and/or business intelligence related projects. - Excellent data management experience, including strong competency with MS Excel and/or Google Sheets is required. - Knowledge of BigQuery or similar tools is an asset. - Supervisory experience is required. - Experience working in analytics in HR/People functions in an international organization is required.

Language Requirements - Fluent in spoken and written English. - Knowledge of another official UNOPS language is an asset.

Contract type, level and duration

Contract type: International ICA Contract level: IICA2, ICS10 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

• 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.