HR Specialist (Retainer)

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 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 the support services structure, reporting directly to the Head of Support Services and collaborating closely with IPAS HR, the HR Specialist ensures consistent application of appropriate policies, rules, guidelines, procedures and practices in service provision in a given geography.

Background: AUMCO

The Austria Multi-Country Office (AUMCO) was set up in August 2019 as a part of the UNOPS Europe & Central Asia Region (ECR). Specifically, AUMCO aims to enable achievement of Agenda 2030 and the Paris Agreement through global programmes and tailored interventions in the Balkans, South Caucasus, and Central Asia, focused on:

• Infrastructure
• Procurement
• Project Management (full service, back on track)
• HR and Transactional Services
• Grant Management
• Technical and Advisory Services

Background: Job-Specialist

HR Specialist supports the Multi Country Office in the management, implementation and oversight of HR service lines and initiatives to meet client needs. This includes provision of recruitment, contract management, learning and development support to management and projects, as well as advice and guidance regarding various HR and change management exercises.

This is a retainer role, and the incumbent will be asked to provide HR service and advice, covering some of the following functions and areas, as and where required and assigned by the management.

Functional Responsibilities

Support to policy development and implementation - Contribute to sharing of HR best practices, and help manage HR initiatives for attainment of business objectives. - Maintain an effective level of business literacy about the office/program/unit's objectives and plans, and in consultation with Management, and help implement HR strategy and initiatives. - Partner with leadership to develop and implement workforce planning initiatives, business process mapping, etc, as required, to ensure efficient and effective services and work flows. Help monitor workforce status and trends. - Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance, as needed.

Advisory Services - Provide guidance on HR policy application for personnel management, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues. - Facilitate the delivery of HR services, programs, and communications to add value for prospective and current personnel, and UNOPS partners. - In coordination with IPAS HR, advise, assist and mediate, 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, providing guidance and coaching as needed. Foster the relationship between supervisors and personnel, encouraging dialogue and two-way constructive feedback. - In collaboration with management, and 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, as and where needed.

Talent Acquisition and Administration - As assigned, facilitate 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. - With coordination from IPAS HR, coordinate the efficient administration of contractual modalities, loans, exchanges, and secondments, including oversight of engagement with relevant partners, as and where required. - 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, as and where required. - Identify key talent areas 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, as and where required.

Team Management - 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. - Help ensure compliance by team members with existing policies and best practices.

Knowledge building and knowledge sharing - Organize, facilitate and/or deliver training and learning initiatives for personnel on HR-related topics. - 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. - Contribute to HR knowledge networks and communities of practice including collaborative synthesis of lessons learnt and dissemination of best practices in human resources management. - Guide collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively. - Develop and maintain HR analytics parameters and data.

Education/Experience/Language requirements

Education: Advanced University degree in Human Resources management, Business Administration, social or behavioral sciences. Or a university degree in related fields combined with 2 additional years of relevant work experience.

Experience:

A minimum of 5 years of professional-level human resources management experience, including in the area of recruitment and HR advisory services is required.

Relevant experience in an international/multicultural setting is desirable.

Some experience in UNOPS or other UN system organizations, and preferably in a developing country, is desirable.

Proficiency in the usage of computers and office software packages (MS Office) as well as web-based management systems is desirable.

Language Requirements:

Fluency in English is required. Working knowledge of another, official UN language, particularly Russian, is desirable.

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

Contract type: ICA

Contract level: ICS10/IICA2 Contract duration: Retainer Ongoing ICA – ‘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 Considerations

• Please note that the closing date is midnight Copenhagen time
• Applications received after the closing date will not be considered.
• Only those candidates that are short-listed for interviews will be notified.
• Qualified female candidates are strongly encouraged to apply.
• UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
• Work life harmonization - UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
• 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 (around 4 hours) in your own time, before providing services to UNOPS.
• The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.

It is the policy of UNOPS to conduct background checks on all potential recruits/interns. Recruitment/internship in UNOPS is contingent on the results of such checks.