Functions
/ Key Results Expected:
- 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 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.
Advisory Services
●
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.
●
As the first face of HR, ensure that new hires'
first impressions are positive and that they have all in-processing information
completed.
●
Under the guidance of the Project Support Officer (PSO), HR Officer provides
solutions to a wide spectrum of complex HR issues in a collaborative,
client-oriented manner.
Talent Acquisition and
Administration
●
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.
●
Actively
participate in work force planning at the office and project level and guide
clients through recruitment and selection processes. Take lead on requisition
initiation, longlisting, testing and interviews, formal approvals, selection
minutes, reference checking, fee calculation, offers and rejections, and
updating recruitment on-line information system.
●
Liaise with UNOPS’ HR related groups such as
SSC on personnel administration matters and submit transactional HR service
data (normally within the ERP system).
●
Research precedents and present
recommendations to supervisor, taking into account institutionalized
exceptions. Undertake research on a range of HR related issues and assist in
the preparation of notes/reports.
●
Establish and maintain monitoring systems,
advising the supervisor on the status of pending requests and approaching
deadlines. Follow up on team work processes to ensure clearance, approvals and
timely workflows
●
Answer questions and follow-up with personnel
and management to ensure completion of absences requests, performance
management cycle, and other HR processes etc. in electronic information
systems.
●
Liaise with relevant HQ and UN system units to
exchange information and follow up on pending issues.
●
Set up and maintain reference files/records.
●
Follow up or process payroll verification
●
Monitor status of HR actions to facilitate
timely action by supervisor and line management, including on transactions
initiated, expiring appointments/contracts, and pending separation actions.
●
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 the relevant business units
Team Management
●
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.
●
Provide
oversight, ensuring compliance by team members with existing policies and best
practices.
Knowledge building and
knowledge sharing
●
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.
●
Undertake
research on a range of HR related issues and provide content for notes/reports
including quarterly and year-end reports for monitoring, statistical and review
purposes by management.
●
Liaise with relevant HQ and UN system units to
exchange information and follow up on pending issues.
Impact
of Results:
The effective and successful achievement of results by the
Human Resources Officer directly impact on the efficient performance of key elements
of HR systems and services of the relevant business unit. These affect aspects of client satisfaction
as well as of the readiness and capabilities of the human capital of the unit,
to effectively develop and implement the programmes and projects of UNOPS. This contributes to the credibility of the
organization as an effective service provider in project services and
management.