Human Resources Advisor – Talent Management and Change (Retainer), Home based 206 views


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. 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. With over 6,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, where they need it. By implementing around 1,000 projects for our partners at any given time, UNOPS makes significant contributions to results on the ground, often in the most challenging environments.

The People and Change Group (PCG) helps UNOPS empowering people, driving organisational excellence and managing change across the organisation in order to help UNOPS deliver on its strategic intent. We are seeking qualified Senior HR practitioners to support our team remotely: (1) consultants to regularly review and advise on the grade level for example when we are undergoing internal realignment projects or when we are limited for resources internally; and/ or (2) consultants who can support a variety of HR project as subject matter expert and project manager.

The HR Advisor – Talent Management and Change will work in close collaboration with the People stream within the People and Change Practice Group. The role will be home-based and the consultant would work for a fixed daily fee on a retainer basis.

The consultant can be engaged for both work packages or one work package at a time or both, depending on organisational needs:

Work package 1: Job classification and/or developing job descriptions and classifying positions

UNOPS uses the UN International Civil Service Commission’s Job Classification system to assess the value of work characteristics and to reflect the position of the job in the organization. This provides a framework for linking the critical competencies, behaviors and measures of success (deliverables) at each grade level of the organisation.

The consultant would be expected to classify Job Descriptions that have already been prepared internally by an HR Specialist. This could be for example, when we are undergoing internal realignment projects. Tasks therefore may include:

  • Classifying posts in accordance with established International Civil Service Commission (ICSC) standards.
  • Monitoring grading patterns throughout the Organization to ensure consistency.
  • Reviewing proposals for organisational structuring or restructuring with respect to grading patterns.
  • Presenting justification for classification decisions when required.

The consultant would also be expected to prepare Job Descriptions based only on functional input that has been collated by the HR Specialist, Organisational Design. This is likely to be in peak work periods when we have limited resources internally. Tasks therefore may include:

  • Revising or redesigning the job descriptions.
  • Developing job descriptions in coordination with internal resources as required (liaising over email or chat).
  • Carrying out desk audits, where necessary, as part of job analysis. Preparing reports on job classification issues;
  • Classifying posts in accordance with established International Civil Service Commission (ICSC) standards.

Work package 2: SME advice and implementation of country level or global HR projects

We would call on HR Advisor – Talent Management to support PCG in delivering on specific country level or global HR projects. The consultant would work independently, under the guidance of PCG, on specific projects where substantive HR expertise is required. Tasks therefore may include:

  • Provides SME advice in the area of Human Resources and/or Organisational Design and creates relevant frameworks for projects
  • Ability to prepare a project outline, including but not limited to setting relevant and achievable milestones and indicating required resources etc. Actively drives the project and ensures the milestone are met, with the highest quality possible.
  • Ability to lead HR projects, which would include collaboration with various global stakeholders and internal PCG teams.

These projects are likely to be in the area of Talent Management or Organisational Design.

DELIVERABLES

The deliverables for each scenario are outlined below:

Work package 1: Job classification and/or develop job description and classify position

  • Job classification summary report with justification for classification decision when required. Expected turnaround time: max. 48 hours
  • Job description approved by relevant UNOPS stakeholder.
  • Job classification summary report with justification for classification decision when required. Expected turnaround time: To be agreed for each engagement.

Work package 2: SME advice and implementation of country level or global HR projects

  • SME advice is sound and reflects state of the art research/ best practices in the respective area and also takes into account the specific requirements of UNOPS.
  • Project plan is solid and considers the variety of parameters of such projects.
  • Project implementation is aligned to the project plan and meets milestones and keeps within the budget. Any risks or obstacles are highlighted and addressed.
  • High quality output for all parts of the project.

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization. (for levels IICA-2, IICA-3, LICA Specialist- 10, LICA Specialist-11, NOC, NOD, P3, P4 and above)

Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.

Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles.

Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).

Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.

Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.

Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.

Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Education:

  • Advanced university degree (Masters or equivalent) in a relevant discipline.
  • A combination of Bachelor’s degree with two additional years of work experience may be accepted in lieu of the advanced university degree.

Experience:

  • Minimum of 7 years of relevant experience. Within these 7 years, at least 3 years of experience in job design, job evaluation or organizational development, preferably in the UN system, or in an international setting applying ICSC classification standards.
  • Strong understanding of human resources management policies and practices of the UN system.
  • Relevant experience in designing and/or leading the implementation of global and/or country level HR projects, ideally in the UN or other international organisations (such as NGOs, private sector, government) would be an asset.
  • Strong understanding of current state of the art/ best practices in the area of HR is an asset.

Language:

  • Fluency and proficiency in English.
  • Knowledge of another official UN language is an asset.

Contract type: International ICA (Retainer)Contract level: IICA-3Contract duration: 12 months, renewable subject to available funds and satisfactory performanceFor more details about the ICA contractual modality, please follow this link: https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.aspx

  • Please note that the closing date is midnight Copenhagen time
  • Applications received after the closing date will not be considered.
  • Only those candidates that are short-listed for interviews will be notified.
  • Qualified female candidates are strongly encouraged to apply.
  • UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
  • Work life harmonization – UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
  • UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
  • For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
  • The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.

It is the policy of UNOPS to conduct background checks on all potential recruits/interns.

Recruitment/internship in UNOPS is contingent on the results of such checks.

Click the button below to visit the original announcement on the recruiting organization’s website.






More Information

Apply for this job
Share this job

Career Jobs International

Career Jobs International

About Us

Career Jobs International Employment Vacancies is one stop Job Website for all your Job Vacancies search…….

Social Media Auto Publish Powered By : XYZScripts.com
Advertisment ad adsense adlogger