Human Resources Manager
Main Duties
Summary of Key Functions
- Support to Policy Development and Implementation
- Advisory Services & Change Management
- Talent Acquisition and Administration
- Team Management
- Knowledge Building and Knowledge Sharing
1. 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 local HR best practices;
- Maintain an effective level of business literacy about the office/program/unit’s objectives and plans, and in consultation with Management, take the lead on the implementation of the corporate HR strategy and initiatives;
- Design and lead projects in support of HR initiatives for attainment of business objectives in line with the corporate HR strategy;
- Collaborate 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; and
- Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.
2. Advisory Services and Change Management
- 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;
- Define, develop, model and deliver HR services, programs, and communications to add value for prospective and current personnel, and UNOPS partners;
- Under the guidance of 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, and other business;
- 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 as appropriate, encourage continuous improvement and professional growth by advising on, planning, and tracking learning and development activities; and
- 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
- 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;
- Drive and initiate recruitment outreach activities, to improve the quality of applications and their diversity. Contribute to source diverse talent on short and medium outlook for senior and positions which are difficult to fill;
- In collaboration with the People and Culture Group (PCG), contribute to develop an employer branding strategy to position UNOPS as international and inclusive employer of choice in particular among underrepresented groups;
- In collaboration with PCG, develop recruitment branding initiatives to build awareness among specific talent audiences in specific job categories (i.e.: leadership, civil engineering, project management, ICT) or even specific groups (i.e.: women, diaspora, talent with disabilities);
- Contribute to develop the digital talent attraction strategy (i.e. LinkedIn, Facebook, Instagram,);
- Contribute to develop innovative recruitment campaigns including media, print, web/online content and event promotion;
- Under the guidance of IPAS HR, coordinate the efficient administration of contractual modalities, loans, exchanges, and secondments in the given geography, including oversight of engagement with relevant partners;
- 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 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;
- Liaise with UNOPS‘ HR related units such as Shared Service Centre on all personnel administration matters; and
- Collaborate with business units to take a lead role in engagement and work enrichment initiatives and development of annual training plans in consultation and collaboration with People Change Group (PCG) Learning Unit.
4. 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; and
- 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;
- 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 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 team’s collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively; and
- Guide the development and maintenance of HR analytic parameters and data.
Requirements
Education
- Advanced University degree (Master’s degree or equivalent) in Human Resources Management, Business Administration, Public Administration or other relevant discipline is required.
- A First level University degree (Bachelor’s degree or equivalent) in combination with a minimum of seven (7) years‘ qualifying experience, may be accepted in lieu of the advanced university degree.
- Certification in Human Resource Management (or related), is desirable.
Experience
- A minimum of 5 years of professional-level human resources experience is required.
- Experience in HR advisory services is required.
- Experience in one or more areas of human resources management such as (but not limited to) HR Contract Administration, HR Reporting, Recruitment or Organizational Design is required.
- Personnel supervisory experience in Human resources is highly desirable
- Experience in the UN/UNOPS is highly desirable.
- International experience in working with a range of stakeholders in emergency or conflict/post-conflict countries is desirable.
- Proficiency in the usage of computers is required, with preference for experience with Google Workspace and web-based management systems.
Language
- Fluency in English is required.
Kontaktperson:
Globalcareersfair HR Team