HR Advisor - Internal Grievances

1. Internal grievances case management; advice and guidance on interpersonal conflict management

• Responsible for the design, development and management of a robust and effective case management system for internal grievances, with  the appropriate input from key stakeholders

• Plan and conduct preliminary assessments on new (complex) complaints or coordinate and direct the implementation of more simple cases by more junior colleagues, including:

1. Locating and securing evidence.

2. Rapport building and interviewing witnesses and other parties, including senior stakeholders

3. Assessing credibility.

4. Processing and synthesizing facts and complex issues.

5. Drafting detailed preliminary assessment reports.

6. Drafting findings in a clear, concise, and logical report, including recommendations to the decision makers for matters to be referred for investigation when warranted, and/or additional/alternative management actions

7.  Accurately and comprehensively documenting cases and follow up action plans and their progress

• Act as primary supervisor to the Internal Grievances Analyst (ICS-8), and others as required.

• Act as advisor to the PCG leadership team on specific cases, including recommendations on the appropriate course of action, case prioritization and risk management. 

• Reactively advise and counsel as well as proactively educate managers and personnel in respect of rights, responsibilities, code of conduct and other relevant challenges associated with the harassment free workplace and nurturing the enabling work environment.

• Advise Director PCG, as well as other relevant senior management on conflict management issues;

• Take the lead in managing independently internal grievances matters (specific case decisions, processes and systems, governance/decision making), following up with counterparts such as the Ethics Office, the Internal Audit and Investigations Group, the Legal Group, or other internal or external stakeholders, as required, ensuring appropriate actions are taken promptly to reach a resolution

2. Managing and coordinating the work of the Network of Peers and other resources

• Manage and coordinate the resources to support PCG internal grievances work, including the Network of Peers, which is a corporate pool of trained personnel who can support PCG with preliminary assessments, when appropriate. 

• Manage these engagements and identify appropriate resources to be deployed. 

• Manage the establishment of a training program for UNOPS personnel to be trained in fact-finding and conflict solving regarding Internal Grievances.  

• Manage the training of the different cohorts of Network of Peers, including input on design and development of the program, format and methodology, with colleagues from the learning stream.

• Manage the engagement and deployment of Network of Peers to conduct fact-finding or conflict management assignments, including ensuring that the network represents a diverse  

• Represent PCG and provide leadership and guidance to the Network of Peers assignments entrusted to the Network of Peers, which may include virtual or in country engagements 

3.  HR policy compliance, development and advice 

• Advise the Deputy Director PCG on the policy development direction, based on the trends and challenges observed as part of the internal grievances management.

• Ensure the organization adopts and maintains a victim centered approach, and take the lead in proposing policies and initiatives which will enable UNOPS to further develop this area.

• Provide practical advice and support to management and personnel on the effective implementation of UNOPS policies and adoption of procedures related to internal grievances and HR policy compliance.

• Develop comprehensive training materials and deliver training to managers and personnel at large on Internal Grievances related matters.

• Build awareness and understanding of HR policies related to standards of conduct, diversity and inclusion through consultation and engagement across the organization;

• Establish proactive HR information distribution channels, information sessions and workshops;

4. Reporting, strategic input and action plan development

• Analyze and consolidate trends and other relevant insights into reports concerning internal grievances (planned and ad hoc reports) as well as compliance - sharing findings with the Senior HR Manager - Policy & Compliance and Deputy Director PCG, and making proposals to inform corporate actions

• Prepare reports for consumption by a broad range of internal and external stakeholders, Respond to queries from and attend meetings including with the Joint Inspection Unit of the United Nations system (JIU), or internal and external audits on internal grievances matters, as required.

• In collaboration with the D&I Specialist, develop, implement and monitor action plans introducing measures to create a more inclusive and positive work environment, addressing the needs of a diverse workforce, including on disability, LGBTI, mental health and staff wellbeing;

• In collaboration with the Head of Change Management, the Senior HR Manager - Policy & Compliance, and the D&I Specialist, based on the internal grievances trends, identify corporate actions that will build an enabling environment and a culture that is in keeping with UNOPS values and make suggestions for their implementation. 

• Represent UNOPS and PCG in joint bodies and working groups related to internal grievances, HR policy compliance, workforce engagement and well-being, and coordinate activities, as appropriate;