Contribution to People & Change practice and strategy implementation via the
following functional responsibilities:
●
Organizational
Development / Learning Organisation
○
Actively driving the learning organisation
objectives by supporting the development of mechanisms for training needs
management, knowledge transfer/retention
○
Providing the strategic outlook on the
organisational development needs
○
Actively informing the L&D agenda
development/objectives, based on the needs detected via the work on the change
management portfolio / engagements. Working with offices, e.g. following the CM
missions / initiatives, to close any capability gaps.
●
Change Management / HR Transformation
○
Provision of change management advice
and support to offices globally
○
Support to driving
PCG’s effort in HR innovation and digitization
○
Development of
business cases for change initiatives and HR transformation project(s),
ensuring they remain valid throughout the project life cycle.
●
Learning
and Development
○
Corporate learning management: support the
achievements of global learning impacts through management of the global budget
assigned to learning and development.
○
Design and development of learning programmes:
contribute and/or lead projects to develop new or existing programmes, and
provide advising to other units on best practices for developing their own
programmes.
○
Drive excellence in learning operations:
contribute to the development, improvement and implementation of efficient
processes to deliver training and evaluate the impact of learning, including
the efficient use of learning technologies to manage and deliver training.
●
Project
Management
○
Produce and update
project documentation including plan, budget, risk analysis, stakeholder
analysis and communications plan.
○
Implement project plan
and manage critical milestones for successful project delivery.
○
Manage the production
of work products, taking responsibility for overall progress and use of
resources and initiating corrective action where necessary.
○
Establish solid
working relationships with the project board and other key stakeholders. Manage
project communications and ensure stakeholders are aware of project activities,
progress and exceptions.
●
Knowledge
Sharing / Knowledge Management
○
Actively driving the change management
capability building across the organization
○
Contribute to the
ongoing maintenance of UNOPS Change Management
framework and body of knowledge, to ensure the organisation is incorporating
best practice approaches.
Contribute to the dissemination and sharing of best
practices and lessons learned for organisational development planning and
knowledge building.
IV. Impact of Results
|
The results of the Change Management Specialist contributes
to the effective implementation of the organizational goals, specifically the
people perspective of the UNOPS balanced score card.
The Change Management Specialist
will contribute to enhanced and improved change management practice globally,
assessing the impact of changes and ensuring their learning and development
needs are implemented in the field offices.
The key results have an impact on the overall efficiency in
human resources management and success in development, introduction and
implementation of good practices.
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