The United Nations Office for Project Services (UNOPS) is an operational arm of ...
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 inCopenhagen, Denmark, the UNOPS Integrated Practice Advice and Support (IPAS) serves all the regions and headquarters, primarily with advice and solutionsto everyday implementation challenges. IPAS consists of a diverse teamof subject matter experts in the seven practice areas of HR, Administration,Legal, Finance, Procurement, Surge, Project Management and Infrastructure. IPAS hasthree main roles:
Support to operations in the fieldoffices: IPAS providestimely advice and supports actively finding of solutions to everydayimplementation challenges, based on policy and best practices. It also providesoperational support in specific areas.
Businessefficiency: IPASrecommendschanges to policies, processes and operating standards based on the feedbackand experience of the field offices. IPAS also ensures transparent andefficient project implementation, in line with policy and business needs.
Body of knowledge: IPAS contributes to research andcoordination within the policygroups and projectpractitioners. Itprovides structuredknowledge and subject matter expertise which is used across practiceareas to provide coherent and tailored advice to the requesting offices.
Under the IPAS HR Practice Advisor's supervision, the incumbent will manage the ...
Under the IPAS HR Practice Advisor's supervision, the incumbent will manage the team of HR Associates and Assistants in charge of recruitment and contract management for UNOPS Headquarters in Copenhagen. The incumbent would have to keep a balance between operational implementation efficiencies and policy/rules requirements, but also contribute towards long-term solutions by channeling practical recommendations through the IPAS HR Practice Advisor for improvements in HR policies and processes.
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 HQ HR Team and ensures consistent application of appropriate policies, rules, guidelines, procedures and practices in service provision in UNOPS HQ.
The HR Manager supports HQ business units in the management, implementation and oversight of HR service lines and initiatives to meet client needs, including HR strategy, resourcing , contract management, policy interpretation and guidance, learning and personnel re-alignment exercises in consultation with IPAS HR.
In driving UNOPS HR management standards and best practices across HQ business units, 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 work with unit heads on the retention, development and performance management of personnel in HQ business units. 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 manager of the HR function in UNOPS HQ. The HR Manager is responsible for quality management and compliance by team members with existing policies frameworks and best practices.
Relocation to Copenhagen, Denmark is a strict requirement for this position. The role requires face to face interaction with team members and senior stakeholders based in Copenhagen and cannot be performed remotely.1. Strategic Support to HQ Senior Management Team ...
1. Strategic Support to HQ Senior Management Team
2. Advisory Services
3. Talent Acquisition and Management
4. Team Leadership
5. Support to Policy Development and Implementation
6. 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.
3. 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 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
4. Team Leadership
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
5. 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 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
Education Requirements: Advanced University degree preferably in...
Education Requirements:
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
Within these 7 years:
-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
Develops and implements sustainable business strategies, thinks long term and ex...
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: ICA Contract level: I-ICA 3
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