The People and Culture Group (PCG) positions UNOPS as a people-centered, high-performing organization by driving the development of HR policies, talent frameworks, and inclusive practices aligned with the strategic plan. Through the Integrated People Strategy, PCG empowers personnel, fosters an engaging and inclusive work culture, and enables the delivery of sustainable development solutions. Partnering closely with UNOPS leadership, PCG delivers on the organization’s People Goals—shaping culture, nurturing leaders, enabling flexibility and fairness, building future-ready teams, and setting people up for success. Core capabilities include strategic HR partnering, policy integration, and process simplification through digitization. PCG prioritizes leadership development, workforce diversity, personnel well-being, and innovation in HR practices. By focusing on culture transformation and talent excellence, PCG ensures that UNOPS remains agile, equitable, and capable of delivering results in complex operational environments.

The Workplace Conduct Team (WCT), located within the People and Culture Group (PCG), supports colleagues and managers in addressing and resolving workplace concerns through informal conflict resolution and administrative, management-led interventions. The function is focused on the early, constructive resolution of issues that do not rise to the level of misconduct, contributing to a safe, respectful, and inclusive workplace environment.

Reporting to the Senior Manager (Workplace Relations and Conduct), the HR Specialist (Workplace Relations and Conduct) manages complex workplace relations matters within the WCT mandate and supports the informal resolution of interpersonal conflict. The role includes facilitating or recommending appropriate non-disciplinary interventions; providing confidential guidance and advice to personnel and managers on conduct standards, roles, and responsibilities; and supporting management-led actions aimed at preventing escalation and restoring effective working relationships. 

The position is responsible for documenting cases in line with established procedures, referring matters to appropriate support services where relevant, and ensuring compliance with UNOPS policies within the scope of the WCT function. Where concerns may fall outside the WCT mandate, the role provides guidance on appropriate referral pathways

The HR Specialist contributes to preventive and awareness initiatives, supports the strengthening of a respectful workplace culture, and collaborates with stakeholders across HQ, regional, and country offices. The role requires sound judgment, discretion, emotional intelligence, and the ability to manage sensitive matters with professionalism and strict confidentiality.

1. Workplace Relations and Conduct Case Management  

• Oversee complex Workplace Relations and Conduct cases and provide guidance to personnel and managers on conduct standards, workplace responsibilities, and available recourse within the UNOPS Internal Justice framework.

• Liaise and mediate with disputing parties to achieve solutions to workplace concerns, including identifying options for resolution of issues on an informal basis and provide advice on conflict management and conflict prevention to managers and personnel.

• Plan and implement appropriate non-disciplinary, administrative interventions and conflict-management measures, including:

  • a) gathering relevant background information and clarifying key issues, including matters referred by the Internal Audit and Investigation Group (IAIG) or other oversight bodies;

  • b) conducting informal conversations or outreach with involved parties;

  • c) assessing perspectives, needs, and contributing factors to the conflict; and,

  • d) preparing clear and concise case summaries, guidance notes, or recommended next steps;

• Provide confidential advice to personnel and managers regarding rights, responsibilities, conduct and available support options within the UNOPS Internal Justice system.

• Support the implementation of disciplinary decisions, coordinating with relevant stakeholders to ensure actions are carried out in line with policy, while also advising managers on appropriate follow-up measures and, where needed, supporting workplace relations and conflict resolution efforts to promote a respectful and productive work environment.

• Promote principles of an inclusive workplace in all interactions, free from harassment, abuse of authority and discrimination.

• Support liaison with relevant internal stakeholders such as Ethics, IAIG, Legal Group, and regional HR colleagues.

• Ensure strict compliance with confidentiality obligations in line with UNOPS policies and procedures.

1. Support for Strategic Review and Continuous Improvement of Systems, Processes and Tools   

• Contribute to the design and ongoing improvement of Workplace Relations and Conduct tools, workflows, and processes to ensure alignment with organizational needs and digitalization initiatives.

• Assist in gathering stakeholder feedback, preparing user guidance, and supporting implementation roll-out across the organization. 

• Participate in internal working groups and meetings as requested.

1. Operational Coordination and Oversight

• Coordinate support resources for Workplace Relations and Conduct matters, including triaging incoming matters and supporting workflow prioritization.

• Provide guidance to junior personnel in the team as delegated.

• Ensure accurate filing, case tracking, and process documentation.

1. Support for HR Policy Compliance, Training and Guidance 

• Assist in developing, reviewing and interpreting HR policies. 

• Support and deliver training, information sessions, and capacity-building activities on Workplace Relations and Conduct related policies and subject matters for managers and personnel.

• Assist with drafting guidance documents, communication materials, and awareness-raising content.

• Promote a people-centered approach in all aspects of the function’s work.

1. Monitoring, Reporting and Analysis

• Contribute to the preparation of Workplace Relations and Conduct statistics and periodic reports.

• Conduct trend analysis to identify risk areas, recurring issues, or opportunities for organizational improvement.

• Support the development and monitoring of action plans related to workplace culture, well-being, and inclusion.

1. Knowledge Building & Sharing

• Support the organization, facilitation and delivery of training and learning sessions on workplace conduct topics.

• Participate in knowledge-sharing initiatives and Communities of Practice (CoPs), contributing insights and lessons learned.

• Conduct research on workplace conduct-related topics and contribute to the drafting of reports, summaries and briefing notes.

Required

• Bachelor’s degree (or equivalent) in Law or related fields with 7 years of relevant experience OR

• Master’s degree (or equivalent) in any of the above or related fields with 5 years of relevant experience is required

Desired

• A globally or nationally recognized professional certificate in conflict management, mediation, investigations or related areasis desired.

• Membership in a Bar or qualification to practice law in at least one jurisdiction is desired.

Required

• Relevant experience is work in workplace relations, conflict management employee relations, investigations support, ethics or similar functions.

• Experience in supporting grievance management, interpersonal conflict resolution and related case management is required.

Desired

• Experience in providing HR-related legal advice in an international organization, UN system organization, or similar institutional environment is desired.

• Knowledge of UN Internal Justice systems and related jurisprudence, particularly in the context of litigation before an administrative tribunal, is desired.

• Please note that UNOPS does not accept unsolicited resumes. 
• Please note that UNOPS will at no stage of the recruitment process request candidates to make payments of any kind.
• Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Applications received after the closing date will not be considered. 
• Please note that only shortlisted candidates will be contacted and advance to the next stage of the selection process, which involves various assessments. 
• UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of many diverse nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. UNOPS seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. 
• Qualified women and candidates from groups which are underrepresented in the UNOPS workforce are encouraged to apply. These include in particular candidates from racialized and/or indigenous groups, members of minority gender identities and sexual orientations, and people with disabilities. 
• We would like to ensure all candidates perform at their best during the assessment process. If you are shortlisted and require additional assistance to complete any assessment, including reasonable accommodation, please inform our human resources team when you receive an invitation.

• For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post. 
• For retainer contracts, you must complete a few mandatory courses (they take around 4 hours to complete) in your own time, before providing services to UNOPS. Refreshers or new mandatory courses may be required during your contract. Please note that you will not receive any compensation for taking courses and refreshers. For more information on a retainer contract here. 
• For more details about the contract types, please click here.
• All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda. 
• It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks.