Human Resources Manager

Contract

This is a IICA-3 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 7 years of experience, depending on education. More about IICA-3 contracts.

Background Information - UNOPS

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.

UNOPS Geneva Office is part of the Europe and Central Asia Regional Office (ECR), and manages one of UNOPS largest portfolios. It provides quality services and integrated solutions to its partners in the areas of operational support (including HR, Procurement, Finance, Travel, Administration and ICT) as well as management of grants and trust funds. The Geneva Office also hosts global entities working in support of health, nutrition, humanitarian support, sustainable urban development and disaster displacement.

Based in the support services structure, reporting directly to the Head of Support Services and collaborating closely with IPAS HR, the HR Manager leads the HR Team and ensures consistent application of appropriate policies, rules, guidelines, procedures and practices in service provision in UNOPS Geneva.

The HR Manager supports the business unit in the management, implementation and oversight of HR service lines and initiatives to meet client needs, i.e. including HR strategy, resourcing , contract management , policy design, interpretation and guidance, learning and personnel re-alignment exercises in consultation with HQ.

In driving UNOPS HR management standards and best practice across the Geneva office (incl. the hosted entities),the HR Manager is expected to forge close working relationships with key internal stakeholders

Whilst ensuring effective delivery of HR services, the HR Manager is also expected to contribute to the retention, development and p with business units within Geneva This requires establishing and maintaining effective, working relationships with key stakeholders as well as actively participating in the internal and external knowledge management activities

Specifically, s/he is the primary HR focal point, lead and manage of the HR function in the Geneva Office. The HR Manager is responsible for quality management and compliance by team members within existing policies frameworks and best practices.

Functional Responsibilities

Support to Policy development and implementation - Contribute to HR policy development and corporate HR initiatives by providing data on trends, risks and opportunities and sharing back information on local HR best practices. - Maintain an effective level of business literacy about the, office and portfolio objectives and plans as well as the UNOPS HR strategy, policies and standards. In consultation with the relevant stakeholders, take the lead on the implementation of the UNOPS corporate HR strategy, initiatives and standards across the Geneva Office Ensure appropriate standards are met across the hosted entities. - Design and lead projects in support of HR initiatives for attainment of business objectives in line with the UNOPS corporate HR strategy. - Map the HR business processes and establish internal Standard Operating Procedures (SOP’s) in HR management across the Geneva Office. Develop procedures and practices that contribute to the enhancement and improvement of HR management and service provision in Geneva. - Design and manage the HR unit workflows in the Geneva Office and ensure they are aligned to customer needs and compliant with HR policy. - Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed. - Partner with IPAS HR to ensure appropriate oversight and to contribute towards continuous improvement of practices - Partner with leadership to develop and implement workforce planning initiatives, employing HR business processes mapping, to ensure efficient and effective services and work flows. Monitor workforce status and trends.

Advisory Services - Provide guidance on HR policy application for personnel management in the Geneva office, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues.. - Under the guidance of IPAS HR, advise, assist and mediate, as needed, on sensitive matters including grievances and workplace disputes, performance improvement plans, complex employee relations matters, etc. - Partner with line managers to have ownership for implementation of HR policies and effective team management, providing guidance and coaching as needed. Foster the relationship between supervisors and personnel, encouraging dialogue - Develop and build the local HR capability, in line with the corporate focus and under the guidance of and in consultation with PCG and IPAS HR. - In collaboration with key stakeholders, 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. - Advise senior management and line management (portfolio and project managers) on transparent and competitive process for project recruitment, adequate Job Descriptions and Terms of Reference (including classification of TORs as delegated by PCG), standard matrix of recruitment processes and request for contracts.

Talent Acquisition and Administration - Oversee 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. - 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. - Identify key talent areas for the Geneva office 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. - Lead and provide advice and facilitate best practice in relation to the talent acquisition and administration practices (listed above). - Under the guidance of IPAS HR, coordinate the efficient administration of contractual modalities, loans, exchanges, and secondments for Geneva, including engagement with relevant partners. - 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 objective

Team Management - Leadership and management of the HR Team within the Geneva Office support service function, driving UNOPS standards in the operational HR function management, HR advisory services and oversight to the Geneva Office. - 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. - Provide oversight, ensuring compliance by team members with existing policies and best practices. - Foster empowerment and a high performing culture whilst acting in accordance with the UNOPS leadership mindset and role modeling UNOPS values

Strategic Support to Geneva Senior Management Team

• Support the Geneva SMT and business units in the planning/development of appropriate HR structures and systems – to optimise the delivery of new engagements
• Develop relevant resources for the various HR services provided by Geneva office to facilitate information sharing with regards to business development
• Provide guidance and support to SMT in the draft/review concept notes for further discussion with clients and donors and participate in larger proposals leading the HR stream.
• Participate in missions, discussions and negotiations with partners and stakeholders for new business opportunities and potential HR engagements
• Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the Geneva office. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters.

• Advice to senior management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation) and on best practices for staff retention and their commitment to the organization

• Lead, approve and 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.

• Oversee the Geneva office team’s contributions to HR knowledge networks and communities of practice including collaborative synthesis of lessons learnt and dissemination of best practices in human resources management.
• Guide the development and maintenance of HR analytic parameters and data.
• Organize, facilitate and/or deliver training and learning initiatives for the Geneva office, on HR-related topics.
• Guide team’s collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively, sharing relevant information with colleagues in PCG and IPAS HR.
• Establish and develop a tracking system in order to capture lessons learnt to enhance quality and compliance of HR services delivery

Knowledge building and knowledge sharing

• Lead, approve and 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.
• Oversee the Geneva office team’s contributions to HR knowledge networks and communities of practice including collaborative synthesis of lessons learnt and dissemination of best practices in human resources management.
• Guide the development and maintenance of HR analytic parameters and data.
• Organize, facilitate and/or deliver training and learning initiatives for the Geneva office, on HR-related topics.
• Guide team’s collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively, sharing relevant information with colleagues in PCG and IPAS HR.
• Establish and develop a tracking system in order to capture lessons learnt to enhance quality and compliance of HR services delivery,
• Survey and identify new learning opportunities to enhance the continuous professionalization of personnel

Education/Experience/Language requirements

Education - Advanced University degree in Human Resources management, Business Administration, social or behavioral sciences. - A first-level university degree with a relevant combination of academic qualifications and two (2) years of additional experience ( 9 in total) related to the position may be accepted in lieu of the master’s degree.

Experience - A minimum of 7 years of relevant professional-level human resources experience, including HR advisory services, in a major area(s) of human resources management (HR Contract Administration, HR Reporting, Recruitment or Organizational Design) in an international, public or corporate organization at the national and/or international level of which at least 3 years at the managerial level - Experience in provision of HR advisory services to senior management, Benefits and Entitlements Management, Resourcing, Change Management and Recruitment and Selection is required - Knowledge of UNOPS HR policy and processes is an asset. - Relevant experience in a multicultural setting is desirable. - Some experience in UN system organizations preferably in a developing country is desirable. - Proficiency in the usage of computers and office software packages as well as web-based management systems.

Language: - Fluency in English is essential. - Knowledge of French is an asset.

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.

Contract type, level and duration

1. Contract type: ICA
2. Contract level: I-ICA 3 / ICS-11
3. Contract duration open ended

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

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.