HR Specialist - Policy

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

The People and Culture Group (PCG) is a strategic HR unit, helping UNOPS empower people, drive organizational excellence and manage change across the organization in order to help UNOPS deliver on its strategic intent.

We are a hard-working and committed team, bringing together experienced professionals with strategic HR management, including talent management and recruitment, learning and development, HR policy, organizational design and personnel well-being expertise – all of us having a passion for achieving results and building innovation into our way of doing business.

The Policy & Compliance stream focuses, among other things, in ensuring compliance with HR policy. Challenges against administrative decisions affecting the contractual rights and obligations of holders of Individual Contractor Agreements are reviewed by the HR Policy & Compliance stream by conducting fact-finding exercises, policy review, and liaising with lawyers in the Legal Group. The role will interact with senior stakeholders across the organization including HQ, Regional and country offices. The role will work independently on case management, under the guidance of the Senior HR Manager - Policy and Compliance.

As a result of the work done in conducting the administrative review, the incumbent will develop training and capacity-building resources to be disseminated across the organization to ensure that UNOPS personnel and managers enjoy a strong Speak Up culture, and are able to use dual-communication channels to ensure proper performance management and full adherence to UNOPS values and principles.

The role will require emotional intelligence, judgment and decision making, and discretion. The role requires an ability to objectively and professionally manage sensitive cases, often involving interactions with a wide range of senior stakeholders.

**The organizational unit is Copenhagen but we could consider accepting applicants willing to be based at locations where UNOPS has a presence and basing the role there could be beneficial for the organization.

Tentative period for conducting tests and interviews: 26 February to 6 March, 2024.

A Cover Letter explaining how you meet the job requirements is required to be considered for the role.**

Functional Responsibilities

Summary of functions:

1. Case management; advice and guidance on requests for administrative review. Conflict management.
2. Advise and provide training on requests for administrative review & conflict management.
3. Suggest changes to policies and tools to improve efficiency in the management of contractual disputes.
4. Reporting, and action plan implementation.

1. Case management; advice and guidance on requests for administrative review. Conflict management.

• Responsible for determining facts in relation to requests for administrative review, define the administration position on those facts based on the applicable policies, and interact with the counterpart lawyers in the Legal Group to formulate a recommendation to management on how the dispute has to be solved.

2. Advise and provide training on requests for administrative review & conflict management.

• Provide practical advice and support to management and personnel on the effective handling of requests for administrative review & conflict management.
• Reactively advise and counsel as well as proactively educate managers and personnel in respect of rights, responsibilities, code of conduct and other relevant challenges associated with administrative review & conflict management.
• Support the development of comprehensive training materials and deliver training to managers and personnel at large on matters related to requests for administrative review & conflict management.

3. Suggest changes to policies and tools to improve efficiency in the management of contractual disputes.

• Provide practical advice on administrative review & conflict management.
• Reactively advise and counsel as well as proactively educate managers and personnel in respect of rights, responsibilities, code of conduct and other relevant challenges associated with administrative review & conflict management.

4. Reporting and action plan development

• Support the preparation of reports for consumption by a broad range of internal and external stakeholders, Respond to queries from and attend meetings including with the Joint Inspection Unit of the United Nations system (JIU), or internal and external audits on internal grievances matters, as required.

• Support the Senior HR Manager, Policy and Compliance, the SR HR Officer, Internal Grievances, and the D&I Specialist, with the development, implementation and monitoring of action plans introducing measures to create a more inclusive and positive work environment, addressing the needs of a diverse workforce, including on disability, LGBTI, mental health and staff wellbeing;

• Act as focal point for UNOPS and PPG in joint bodies and working groups related to the management of contractual disputes, HR policy compliance, workforce engagement and well-being, and coordinate activities, as appropriate;

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: - Advanced university degree in law, or first university degree in law with extensive experience in a similar position. Professional certification in Human Resource Management would be an asset.

Experience:

• At least 5 years of progressively responsible experience managing or solving (interpersonal or contractual) disputes, interpersonal conflict, employer-employee claims, or equivalent (e.g., regulatory compliance) .
• Within these 5 years, at least 2 years of experience in an Ethics office, internal investigations, or HR department of an international organization or providing legal advice to the HR department of an international organization; alternatively, at least 2 years of experience in an Ombudsman office or regulatory compliance office).
• Within these 5 years, at least 1 year of experience working within the UN system, international organisations or similar institutions is a distinct asset.
• Field / projects-based office experience is highly desirable.

Language Requirements: - Full working knowledge of English - Working knowledge of Spanish is a distinct asset

Contract type, level and duration

Contract type: 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.

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.