HR Officer (Personnel Operations) At UNOPS

Background Information – Myanmar
UNOPS Myanmar is one of UNOPS leading offices in Asia, acting as fund manager for three of the largest development programmes in the country, namely Access to Health, Livelihood and Food Security Fund (LIFT) and Joint Peace Fund (JPF). In addition, UNOPS Myanmar is Principal Recipient for the Global Fund to Fight AIDS, Tuberculosis and Malaria in Myanmar and Cambodia, and for the Global Fund’s Regional Artemisinin-resistance Initiative targeting drug resistant malaria in the Greater Mekong sub-region. UNOPS provides procurement, infrastructure and project management services to a wide range of organizations in the country, including the Government of Myanmar, international development partners, other UN agencies, NGOs and INGOs. UNOPS Myanmar plays a critical role in ensuring that the quality of services provided to its partners meets stringent requirements of speed, efficiency and cost effectiveness.

Background Information – Job-specific
Under the direct supervision of the HR Manager and the overall direction of the Head of Support Services, as well as the technical guidance of IPAS HR, the Human Resources Officer (Personnel Operations) delivers high-quality and consistent delivery of effective HR administration and operations services (recruitment, contract and 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 and continuous improvement of UNOPS MMCO employee journey. Under the guidance, the HR Officer provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner.

Functional Responsibilities
Functions / Key Results Expected

Support to policy development and implementation
Advisory Services
Talent Acquisition and Administration
Team Management

1. 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, with a strong focus on HR administration and operations, for continuous improvement of MMCO employee journey.
As the main focal point for the Personnel Operations (HR Admin and Operations) functional stream, support the HR Manager in development and conceptualisation of HR Operational strategy, plans, and initiatives/ projects including workforce planning. Act as the functional advisor, and lead in implementation, monitoring, and continuous improvement of HR Admin and Operational activities throughout the staff development cycle, such as recruitment, contract administration and management, rewards, retention and engagement, separation.
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.

2. 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.

3. 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.

4. 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.
Act as lead for the Personnel Operations (HR Admin and Operations) functional stream providing relevant advice and support to the HR team.
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.

5. 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.

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

Education/Experience/Language requirements

Education:

Advanced University degree in Human Resources management, Business Administration, social or behavioral sciences.
Or a First University degree in Human Resources management , Business Administration, social or behavioral science or related fields combined with 2 additional years of relevant experience will be considered in lieu of the Masters Degree.

Experience:

A minimum of one year of experience in professional-level recruitment and/or HR generalist services in an international, public or corporate organization.
A first-level university degree in combination with an additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above.
Some experience in UN system organizations preferably in a developing country is desirable.
Proficiency in the usage of computers and office software packages (MS Office) and experience in the use of google suite applications.

Language Requirements: