HR Specialist

The UNOPS Global Portfolios Office (GPO) brings together diverse expertise to help partners deliver impact worldwide. With hubs in New York, Geneva, and Vienna, and expert teams operating globally, GPO leads multi-regional initiatives that advance sustainable development, climate action, and peacebuilding - including in some of the world’s most challenging environments. By leveraging our collective expertise and global networks, GPO supports UNOPS’ strategic priorities and the Sustainable Development Goals across more than 130 countries. We work closely with major global partners - including governments, international financial institutions, and UN agencies - to deliver a wide range of services, such as project management, fund management, hosting services, and HR support.

As part of the Global Portfolios Office, UNOPS Geneva provides comprehensive solutions in secretariat hosting, operational support, and fund management. We manage global programmes, including the Water, Environment and Climate (WEC) Portfolio, offering project management, procurement, HR, and financial services. Geneva hosts the secretariats of eight global partnerships focused on health (RBM, Stop TB, ATscale), nutrition (SUN), water/sanitation (SHF), humanitarian leadership (GELI), urban development (Cities Alliance), and disaster displacement (PDD). We also provide fund management for EIF and UN Water, and operational support to Geneva-based partners like the Global Fund and UNHCR. 

Under the direct supervision of the Geneva HR Manager, and  under  the  overall  direction  of  the  Head  of  Support  Services,  and  collaborating  closely  with  PCG, S/he  ensures  consistent  application  of  appropriate  policies,  rules,  guidelines,  procedures  and  practices  in  service  provision in assigned Portfolios/Entities. The  HR  Specialist  supports  the  business  unit  in  the  management,  implementation  and  oversight  of  HR  service  lines  and  initiatives  to  meet  client  needs.  Specifically,  s/he  supports  the  HR  Manager  in  driving  consistency  and  quality  across  services  provided and might supervise other practitioners in the HR team.

This position is based in Switzerland and the contract fee is not exempt from Swiss laws, including but not limited to laws regarding taxation, social security, accident and health insurance. The incumbent  will be required to pay taxes,  social security  and any other  legal requirements  under Swiss laws.

The HR Specialist will ensure the consistent application of UNOPS HR policies, rules, and procedures across assigned portfolios and entities. The role supports the effective management, implementation, and oversight of key HR service lines - such as recruitment, contract administration, policy interpretation, learning, and personnel realignment - in close coordination with stakeholders in the business unit, the region and HQ, and in alignment with client/partners needs.

1.  Support to policy development and  implementation

2.  Advisory Services

3.  Talent Acquisition and Administration 

4.  Team Management 

5.  Knowledge Building and Knowledge Sharing 

1.  Support to Policy development and implementation 

●  Contribute to HR policy development and corporate HR initiatives by providing data on trends, risks and opportunities and sharing local HR best practices. 

●  Maintain an effective level of business literacy about the office/program/unit's objectives and plans, and in consultation with Management, take the lead on the implementation of the corporate HR strategy and initiatives. 

●  Design and lead projects in support of HR initiatives for the attainment of business objectives in line with the corporate HR strategy. 

●  Partner with leadership to develop and implement workforce planning initiatives employing HR business processes mapping, to ensure efficient and effective services and workflows. Monitor workforce status and trends. 

●  Communicate HR policy changes and new HR initiatives to management and personnel, guiding as needed. 

2.  Advisory Services 

●  Provide guidance on HR policy application for personnel management, assessing and anticipating HR needs to provide value-added consultative service to management on human resource-related issues. 

●  Define, develop, model and deliver HR services, programs, and communications to add value for prospective and current personnel, and UNOPS partners. 

●  Under the guidance of the Geneva HR Manager, advise, assist and mediate, 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, providing guidance and coaching as needed. Foster the relationship between supervisors and personnel, encouraging dialogue and two-way constructive feedback. 

●  In collaboration with management as appropriate, encourage continuous improvement and professional growth by advising on, planning, and tracking learning and development activities. 

●  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  

●  Oversee  the  application  and  implementation of  talent  acquisition  and  management  policies  and  processes  covering  Recruitment,  Onboarding,  Position  Management,  Performance  Management,  Learning  and  Development,  Change  Management,  Job  Classification,  Salary  and  benefits  administration,  Contract  Administration,  Succession  Planning and Out-processing.  

●  Under  the  guidance  of  Geneva  HR  Manager,  coordinate  the  efficient  administration  of  contractual  modalities,  loans,  exchanges,  and  secondments  in  the  given  geography,  including oversight of engagement with relevant partners.  

●  In  collaboration  with the HR  Manager  and  PCG units,  coordinate  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  coherent,  well-developed  plans  for  obtaining,  developing,  and  managing  critical  talent.  Develop,  utilize  recruitment  plans,  tools  and  contribute  to  policy  guidance  to  efficiently  and  effectively  recruit  and  retain  a  diverse  workforce to meet the needs of the business objectives. 

4.  Team Management  

●  Facilitate the engagement and provision of high quality results and services of the team supervised through effective recruitment, work planning, performance management,  coaching, and promotion of learning and development.  

●  Provide oversight, ensuring compliance by team members with existing policies and best practices.  

●  As and when assigned, support the HR team in the absence of the HR Manager 

5.  Knowledge building and knowledge sharing  

●  Organize, facilitate and/or deliver training and learning initiatives for personnel on  HR-related topics.  

●  Lead, approve and conduct initiatives on capacity development and knowledge building  for HR personnel, including network development, plans, learning plans and activities,  HR practice information and best practice benchmarking.  

●  Oversee team’s contributions to HR knowledge networks and communities of practice  including collaborative synthesis of lessons learnt and dissemination of best practices in  human resources management.  

●  Guide team’s collection of feedback, ideas, and internal knowledge about processes and  best practices and utilize productively.  

●  Guide the development and maintenance of HR analytic parameters and data. 

The  effective  and  successful  achievement  of  results  by  the  Human  Resources  Specialist  directly  affects  the  capacities  and  performance  of  the  HR  teams  in  their  management,  and  implementation  of  Human  Resources  service  lines  and  initiatives  for  the  given  portfolios/entities.  These affect  client  satisfaction  as  well  as  the  readiness  and  capabilities  of  the  human  capital,  to  effectively  develop  and  implement  the  programmes  and  projects  of  UNOPS.  This  promotes  the  credibility  of  the  organization  as  an  effective  service  provider  in  project  services  and  management. 

Required

• Bachelor’s degree (or equivalent) in Human  Resources  management,  Business  Administration,  social  or  behavioral  sciences 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

Required

• A  minimum  of  5  years  of  professional-level  human  resources  experience,  including  HR  advisory  services,  in  a  major  area(s)  of  human  resources  management  (HR  Contract  Administration,  HR  Reporting,  Recruitment  or  Organizational  Design)  in  an  international,  public  or  corporate  organization  at  the  national  and/or international level.

Desirable 

• Knowledge of UNOPS HR policy and processes is an asset.  Relevant experience in a multicultural setting is desirable.  

• Some  experience  in  UN  system  organizations  preferably  in  a  developing country is desirable.  

• Proficiency  in  the  usage  of  computers  and  office  software  packages as well as web-based management systems is desirable.  

• UNOPS does not accept unsolicited resumes. 
• 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. 
• Only shortlisted candidates will be contacted and invited to proceed to the next stage of the selection process, which may include various assessments. 
• UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of a wide range of nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. We strive to sustain and strengthen this diversity, fostering an inclusive working environment where all personnel are treated with respect and have equal access to opportunities.
• UNOPS evaluates all applications based on the skills, qualifications and experience outlined in the vacancy announcement. We are committed to a fair and transparent selection process and welcome diverse perspectives, including those of women, indigenous and racialized communities, individuals of diverse gender identities and sexual orientations, and persons with disabilities.
• We are committed to enabling all candidates to perform at their best during the assessment process. If you are shortlisted and require support or reasonable accommodation to complete any assessment, please inform our human resources team upon receiving your invitation.
• UNOPS has zero tolerance for sexual exploitation and abuse (SEA), sexual harassment, and other forms of abusive conduct, including discrimination, abuse of authority, and harassment. To uphold these standards, background checks are conducted for all final candidates to help ensure that individuals with a history of such conduct are not hired. By applying for a position with UNOPS, candidates acknowledge and consent to these verification processes.
  

• 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.