Human Resources Senior Officer

Contract

This is a IICA-1 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 2 years of experience, depending on education. More about IICA-1 contracts.

Background Information - UNOPS

UNOPS supports the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations.

With over 7,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, wherever they need it.

A flexible structure and global reach means that we can quickly respond to our partners' needs, while offering the benefits of economies of scale.

Background Information - Job-specific

THMCO

Thailand Multi Country Office (THMCO) is a UNOPS business unit under the UNOPS Asia Regional Office and it was established to better support, develop and oversee the UNOPS portfolio of projects in South East Asia and the Pacific.

THMCO comprises three main portfolios –THMCO Thailand, THMCO Indonesia and THMCO Pacific and provides a wide range of services including Project Management, Transactional HR, Financial, and Procurement to clients that include other UN entities, INGOs and governments/government agencies donors.

Under the direct supervision of the Human Resources Senior Officer, the incumbent will deliver high-quality and consistent delivery of effective HR services (recruitment, contract and performance management of talent) to the client office, ensuring full compliance with UN rules and regulations, UNOPS policies and procedures and internal Standard Operating Procedures (SOPs) in HR management. Under the guidance, the incumbent provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner.

Functional Responsibilities

Duties and Responsibilities

Under the general guidance and supervision of the HR Senior Officer, the incumbent responsibilities include the following:

Summary of Key Functions

1. Support to policy development and implementation
2. Advisory Services
3. Talent Acquisition and Administration
4. Team Management
5. Knowledge Building and Knowledge Sharing

1. Support to policy development and implementation - Contribute to HR policy development and corporate HR initiatives by assisting to generate and maintaining data on trends, risks and opportunities and sharing local HR best practices. - Undertake projects in support of the HR initiatives for attainment of business objectives in line with the corporate HR strategy. - Generate strategic and operational workforce data for planning, including related statistical summaries and movements of UNOPS personnel withing the relevant business unit/s. - Ensure appropriate mapping of HR business processes to enable efficient and effective services and workflows. - Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

2. Advisory Services - Provide guidance on HR related systems and processes, including but not limited to, Recruitment, Contracts, Benefits and Entitlements consistent with UNOPS rules and procedures. - Provide advice to personnel on HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development. - In collaboration with IPAS HR, assist to provide guidance 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.

• Collaborate with leadership to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity.

3. Talent Acquisition and Administration - Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Performance Management, Learning and Development, Change Management, Job Classification, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing. - In collaboration with IPAS HR, oversee administration of entitlements for all personnel and the efficient administration of contractual modalities, loans, exchanges, and secondments in the region. Inform and advise UNOPS and project personnel, consultants, partners on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding. - Oversee the provision of personnel reporting within the office, ensuring that systems and data are updated and in place. - Lead recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy. Utilize and maintain recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. Maintain personnel rosters. - Provide support in realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions as well as due process. - In collaboration with HQ, identify key talent areas and provide coherent, well-developed plans for obtaining, developing, and managing critical talent. Develop, utilize and recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. - Liaise with UNOPS’ HR related units such as SSC on all personnel administration matters. - Implement organizational changes and realignment exercises affecting personnel in UNOPS in accordance with UNOPS policy, ensuring personneling actions are taken in an efficient manner. - Partner with business units to take a lead role in engagement and work enrichment initiatives and development of annual training plans in collaboration with PCG.

4. Team Management - Facilitate the engagement and provision of high quality results and services of the team supervised through effective work planning, performance management, coaching, and promotion of learning and development. - Provide oversight, ensuring compliance by team members with existing policies and best practices

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

The effective and successful achievement of results by the Human Resources Senior Analyst directly impact on the efficient performance of HR systems, talent acquisition and administrative services of the relevant business unit. These affect client satisfaction and the readiness and capabilities of the human capital of the unit, to effectively develop and implement the programmes and projects of UNOPS. This promotes the credibility of the organization as an effective service provider in project services and management.

Competencies

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:

• Minimum advanced university degree (master's degree or equivalent) in Human Resources Management, Public Administration, Industrial Psychology, Business Administration, social or behavioral sciences or any related field.
• A relevant first university degree (bachelor's degree or equivalent) combined with additional two (2) years of relevant experience will be considered in lieu of advanced university degree.
• HR certification is an added advantage.

Experience:

• Minimum of two (2) years of professional-level human resources management experience in an international, public or corporate organization at the national and/or international level is required.
• Experience in facilitating/managing the following processes required: recruitment and selection, on-boarding, performance management, learning and development, contract administration, reporting.
• 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 G Suite application as well as web-based management systems

Language Requirements:

• Fluency in English is required.

Contract type, level and duration

Contract type: International Individual Contractor Agreement

Contract level: ICS-9/ LICA-9/ IICA-1 Contract duration: Open-ended

Disclaimer: If the selected candidate is a local person, a Local ICA contract will be offered.

The position is based in a family duty station

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
• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post

• 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.

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. ****Female candidates are strongly encouraged to apply.****

This position is based in a family duty station.