HR Manager

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Description

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• Strategic Support to HQ  Senior Management Team
• Advisory Services
• Talent Acquisition and Management
• Team Leadership
• Support to Policy Development and Implementation
• Knowledge Building and Knowledge Sharing

• Support HQ Directors and  business units in the planning/development of appropriate HR structures and systems – to optimize service delivery
• 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.
• Develop a business partnering approach to ensure the highest possible level of service and client satisfaction, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues and maintaining an effective level of business literacy about business units’ objectives and plans

• Provide guidance on HR policy application for personnel management in HQ, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues.
• Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in HQ. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters.
• 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  HR capabilities within teams, 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 on transparent and competitive process for recruitments, adequate Job Descriptions and Terms of Reference (including classification of TORs as delegated by PCG), standard matrix of recruitment processes and request for contracts.

• 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 HQ units 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 HQ, 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

• Leadership and management of the HR Team within the HQ support service function, driving UNOPS standards in the operational HR function management and HR advisory services. 
• 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 

• 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 objectives and plans of the HQ business units, 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 HQ business units.
• 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 HQ. Develop procedures and practices that contribute to the enhancement and improvement of HR management and  service provision in  HQ.  
• Design and  manage the HR unit workflows in HQ 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.

• 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 HQ  teams’ 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 HQ, 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.
• Survey and identify new learning opportunities to enhance the continuous professionalization of personnel

• Advanced University degree preferably 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.

• 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, Learning and Development, Recruitment or Organizational Design) in an international, public or corporate organization are required

• a minimum of 3 years of experience in team management is required, including at least 1 year managing a large team (5+ persons)
• a minimum of 1 year of experience managing recruitments is required
• a minimum of 1 year of experience in the provision of HR advisory services to senior management is required
• Knowledge of UN/UNOPS HR policies and processes is an asset.
• Minimum one year of international experience working in a multicultural setting is required  
• 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 system is required

• Fluency in English is required. 
• Proficiency in another UN language, such as French or Spanish, would be an asset.

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