Human Resources Officer

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.  

Located in Nairobi, Kenya, the Kenya Multi Country Office manages a growing portfolio of engagements, including associated strategic and operational risks. The KEMCO sub-region currently consists of an established Operation Centre in Nairobi/Kenya which manages a portfolio of engagements in multiple countries in East and South Africa. This includes primarily transactional projects in partnership with the Nairobi based UN Agencies, UN-Habitat and UNEP, and multiple ‘operational’ projects in Kenya, Burundi, Malawi, Uganda, Tanzania, Zambia, Zimbabwe and several island states.

Under the direct supervision of the HR Manager, the Human Resources Officer  delivers 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 HR Officer provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner. The HR officer may supervise HR Associate and HR Assistant (based on the need of the office). 

This position is based in Nairobi, Kenya - family duty station. 

• Contribute to HR policy development and corporate HR initiatives by compiling and maintaining data on trends, risks and opportunities and sharing local HR best practices.

• Provide technical or administrative services in support of 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 within the relevant business unit/s. 

• Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

• Provide guidance on HR related systems and processes including but not limited to Recruitment, Contracts, Position Management, Benefits and Entitlements consistent with UNOPS rules and procedures.

• Provide advice and answers to personnel on routine cases for HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development.

• 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, 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. 

• Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Performance Management, Learning and Development, Change Management, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing.

• Administer contracts, entitlements, loans, exchanges, and secondments. Inform and advise UNOPS personnel, consultants, partners and project personnel on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding.

• Support 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 technical inputs into, and organize straightforward components of, regional and national 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 elements of coherent, well-developed plans for obtaining, developing, and managing critical talent.  Utilize 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 groups on personnel administration matters.

• Guide business units in engagement and work enrichment initiatives and development of annual training plans.  

• Support efficient planning and management of the HR unit, including drafting annual recruitment plans, implementing designated projects in line with the corporate HR strategy, overseeing personnel file systems as well as provision of related statistical summaries and tracking movements of UNOPS personnel within relevant business unit/s. 

• May supervise other personnel members in the provision of HR client services by assigning work, facilitating work planning, managing performance, motivating, developing and coaching team members to deliver high quality results and services.

• Organize, facilitate and/or deliver training and learning initiatives for personnel and other personnel on HR-related topics.

• Provide sound contributions to knowledge networks and communities of practice by synthesizing of lessons learnt and dissemination of best practices in human resources.

• Substantively contribute to the planning and development of the HR components of the office annual report.

• Collect feedback, ideas, and internal knowledge about processes and best practices and put to use productively.