HR Officer At UNOPS

1. Learning and Development

Contribute to HR L&D development and corporate HR L&D 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 L&D initiatives for attainment of business objectives in line with the corporate HR strategy.
Manage the delivery of the regular in-country induction/onboarding programme for all personnel.
Communicate L&D policy changes and new L&D initiatives to management and personnel, providing guidance as needed.
Identify the learning needs and develop the annual learning plan through compilation of training requirements and training needs assessment in coordination with the learning focal points in the funds and programmes
Organize, facilitate and/or deliver training and learning initiatives, including virtual and face to face workshops, e-learning courses, certification programs, among others.
Collate data and produce L&D related reports required for monthly review and reporting.
Analyze the data and report on main findings and suggestions for improvement
Act as the focal person for L&D activities for UNOPS Myanmar, provide reports on participants’ feedback and conduct brainstorming sessions for continuous improvement of the L&D service delivery.
When delegated, proctor official certification programmes for project management (PRINCE2) exams.

2. Advisory Services

Provide guidance on HR and L&D 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 recruitment activities and learning activities, and career development.
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, annual learning 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.

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 or related fields combined with 2 years of relevant experience.

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.
Experience in managing learning and development activities/initiatives is required.
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, Google Suite, etc) is required.

Language