Summary of Key Functions
- Support to policy development
and implementation
- Advisory Services
- Talent Acquisition and
Administration
- Team Management
- Knowledge Building and
Knowledge Sharing
- 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.
● 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.
Communicate HR policy changes and new HR
initiatives to management and personnel, providing guidance as needed.
2. Advisory Services
● 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, etc.
● 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.
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.
● 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.
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.
- 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.
- Guide the development and
maintenance of HR analytic parameters and data.
IV. Impact of Results
The effective
and successful achievement of results by the Human Resources Specialist
directly affects the capacities and performance of the HR teams in their management,
and implementation of Human Resources service lines and initiatives for the given
geography. These affect client satisfaction as well as the readiness and
capabilities of the human capital, to effectively develop and implement the
programmes and projects of UNOPS. This promotes the credibility of the
organization as an effective service provider in project services and
management.