General Information

Position Title
Process Re-design Specialist (HR)
Job Category
Human Resources
Duty Station(s)
Copenhagen, Home based
Seniority Level
Mid Level
ICS Level
ICS 10
Contract Type
ICA - IICA - Regular
Contract Level
IICA 2
Posting Start Date
03-Aug-2026
Posting End Date
10-Aug-2026
Duration
7 months with potential for extension up to another 5 months based on funding. Total contract duration can not exceed beyond 12 months

Job Highlight

This role is pivotal in driving UNOPS's digital transformation by optimizing HR processes, leading to significant enhancements in operational efficiency, service delivery, and overall organizational performance. Successful outcomes will elevate UNOPS's reputation as an innovative, technology-driven organization committed to sustainable development, attracting new partnerships and talent.

About the Project Office

This is a maternity cover position. Application open for internal candidates only.

Job Specific Context

The Process Redesign Specialist will be responsible to drive the redesign of processes,

leveraging selected digital technologies. They will be part of PCG, reporting to HR

Innovation and Digitalization Lead, delivering on process innovation and digitalisation

outcomes, as a seconded resource from PID, with secondary reporting line to the Director

of the Process Innovation and Digitalization Programme.

This role requires a strong understanding of methodologies and tools for process mapping and simplification, as well as a consultative and facilitative approach to process re-engineering and HR processes.


The key functions of the role include:

● Identify, analyze data and re-design business processes for the relevant practice.

● Support the supervisor and PCG policy team, as well as subject matter experts in the

review of policies, taking into account re-designed processes.

● Coordinate the process by which re-designed processes are matched with digital

technologies, in close collaboration with UNOPS IT and vendors to ensure that practice

ambitions and requirements.

● Support training, communications, and change management required to make

the change stick.

Role Purpose

The Process Re-design Specialist (HR) is responsible for leading the analysis, redesign, and optimization of Human Resources processes, integrating digital technologies to enhance efficiency, effectiveness, and innovation within UNOPS' HR functions. This role ensures that re-engineered processes align with strategic objectives and contribute to the successful digital transformation outlined by the Process Innovation and Digitalisation Programme (PID).

Functions / Key Results Expected

1. Re-designed processes and policies

Conduct in-depth analysis of the relevant HR processes and recent assessments.

Identify inefficiencies, bottlenecks, and areas for optimization within the processes.

Support the PCG leadership and relevant HR subject matter experts in the review of policies, taking into account re-designed processes and UNOPS new policy framework.

Coordinate the process by which re-designed processes are matched and leveraged by digital technologies, in close collaboration with UNOPS IT and vendors to ensure that practice ambitions and requirements.

Ensure that business requirements are accurately aligned with technical specifications and desired user experience.

Collaborate closely with the PID Programme team to design and execute process improvement initiatives. Provide regular updates on progress and challenges related to process improvement efforts.

2. Documentation and Reporting

Prepare comprehensive documentation of process analysis, improvement recommendations, and outcomes.

Maintain accurate records of project activities, decisions, and progress.

Contribute to the preparation of progress reports and presentations for program stakeholders.

Track, monitor and report on the implementation of digital transformation initiatives to ensure that they progress according to plan, and escalate any risks and issues in a timely manner.

Undertake benefits realization analysis for implemented initiatives to assess the impact on the change in relation to the intended outcomes or KPIs.

Maintain a set of best practices for all processes where the PID Program is involved.

3. Stakeholder Engagement and support to change management

Engage and collaborate with stakeholders at various levels to obtain feedback on proposed changes.

Assist in developing communication and training materials to promote understanding and adoption or reviewed processes.

Liaise with the change management and communication team to ensure that the appropriate messaging (content, format and frequency) is sent out to the right audiences to support smooth roll out of projects and change initiatives. E.g., Newsletters, online articles, broadcasts, webinars, among others

4. Training and Capacity Building:

Provide coaching and guidance to practitioners in implementing and maintaining optimized processes and new / improved systems.

Ensure that process-related documents, functional systems documents and training materials are kept up to date and leveraged whenever organizational changes occur.

Support the development and delivery of training programmes and workshops to enhance practices, reengineered processes and new / improved systems understanding and drive adoption across the organization, with the support of the PID.

Skills

Analytical Skills, Business Process Re-engineering, Change Management

Competencies

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organisation. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organisation.
Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organisational 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 Requirements

Required

  • An advanced degree, preferably in Business Administration, Human Resource Management, Public Administration, or other

    related field.


    Desired

  • Strong knowledge of business process management methodologies, tools, and best practices, through Lean Six Sigma, or other process improvement certifications would be an advantage.

Experience Requirements

Required

  • A minimum of 5 years of progressive professional experience with human resources policies, and/or processes, and/or tools,

    and/or systems, and/or analysis and/or HR management is Required.


Desired

  • Experience in recruitment and/or talent management in an international environment is desirable.

    Experience in process re-engineering is highly desirable.

    UN/UNOPS HR experience is an advantage

    Familiarity with digital technologies and their application in process optimization and automation is highly desirable.

Language Requirements

Language Proficiency Level Requirement
English Fluent Required

Additional Information

  • 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.
 
Terms and Conditions
  • 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.
At Impactpool we do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.