Details
Mission and objectives
UNOPS DNK organization mission TBD
Context
The UNOPS People & Culture Group (PCG) is implementing a strategic transformation of its Talent Acquisition function to enhance the effectiveness, consistency and digital enablement of recruitment services across the organization. As part of this effort, the Talent Acquisition function is strengthening its knowledge management, information governance, process documentation and digital collaboration practices to support a modern, data-informed and user-centered recruitment ecosystem.
This assignment will support the Talent Acquisition function in consolidating institutional knowledge, improving access to recruitment-related resources, supporting the transition and governance of talent acquisition systems and strengthening communication and collaboration across Talent Acquisition teams. The UN Volunteer will work closely with colleagues from the Talent Acquisition Centre of Expertise, Recruitment Services Support (RSS), and Surge Recruitment teams to develop sustainable knowledge-sharing practices and accessible digital resources that enhance service delivery and operational efficiency.
This assignment will support the Talent Acquisition function in consolidating institutional knowledge, improving access to recruitment-related resources, supporting the transition and governance of talent acquisition systems and strengthening communication and collaboration across Talent Acquisition teams. The UN Volunteer will work closely with colleagues from the Talent Acquisition Centre of Expertise, Recruitment Services Support (RSS), and Surge Recruitment teams to develop sustainable knowledge-sharing practices and accessible digital resources that enhance service delivery and operational efficiency.
Task description
Under the direct supervision of the Head of Talent Acquisition, the Talent Acquisition Knowledge Management and Digital Transformation Specialist will undertake the following tasks:
A. Talent Acquisition Knowledge Management Framework
• Assess existing Talent Acquisition documentation, resources, guidance materials, tools, and repositories across relevant teams.
• Identify information gaps, duplication, outdated materials, and opportunities to improve knowledge sharing and accessibility.
• Develop and support implementation of knowledge management frameworks, governance mechanisms, repository structures, and practices that promote ownership, maintenance, accessibility, and continuous improvement.
• Consolidate, organize, and preserve institutional knowledge and key Talent Acquisition assets within approved organizational repositories and digital platforms.
B. Talent Acquisition Digital Knowledge Hub and Intranet Development
• Design, develop, and maintain digital knowledge hubs, intranet resources, and self-service tools supporting Talent Acquisition services.
• Review, standardize, update, and create content aligned with Talent Acquisition strategies, operating models, services, and stakeholder needs.
• Develop user-friendly information architecture, navigation structures, and content governance mechanisms.
• Support migration, organization, and consolidation of Talent Acquisition resources across approved digital platforms.
C. Talent+ Transition and Digital Platform Knowledge Management
• Support the transition of Talent+ ownership through the establishment of structured knowledge management practices.
• Document system processes, workflows, functionalities, roles, user requirements, and operational procedures.
• Develop and maintain centralized repositories, user guides, reference materials, FAQs, and knowledge products.
• Promote effective system adoption, knowledge sharing, user experience, and alignment with broader Talent Acquisition digital resources.
D. Talent Acquisition Information Management and Repository Governance
• Review and improve information management practices across shared drives, repositories, mailboxes, and historical records.
• Develop information architecture, folder structures, document classification approaches, naming conventions, and governance standards.
• Organize and consolidate historical recruitment information, operational resources, lessons learned, and institutional knowledge.
• Support consistent document management practices and migration of key resources into approved repositories.
E. Talent Acquisition Process Documentation and Operational Excellence
• Document Talent Acquisition processes, workflows, and service delivery models across functional areas.
• Develop process maps, standard operating procedures, playbooks, toolkits, checklists, and guidance materials.
• Identify opportunities to enhance efficiency, standardization, digitalization, stakeholder experience, and operational excellence.
• Capture good practices and lessons learned to support continuous improvement initiatives.
F. Employer Branding, Communications and Resource Development
• Develop and strengthen communication, outreach, and employer branding resources supporting Talent Acquisition objectives.
• Create templates, presentations, FAQs, toolkits, guidance materials, and stakeholder-facing products for internal and external audiences.
• Support communication initiatives related to recruitment, early career programmes, employer branding, and Talent Acquisition transformation.
• Ensure consistency of messaging, accessibility, formatting, and branding standards across Talent Acquisition materials.
Expected Outputs
• Talent Acquisition knowledge management framework and governance approach.
• Consolidated knowledge repositories, improved information management practices, and repository governance guidance.
• Digital knowledge hubs, intranet resources, and self-service materials.
• Talent+ documentation, knowledge repositories, user guidance materials, and transition resources.
• Process documentation, standard operating procedures, recruitment toolkits, and operational improvement recommendations.
• Communication toolkits, employer branding resources, templates, and stakeholder-facing guidance materials.
• Recommendations supporting continuous improvement, organizational learning, and modernization of Talent Acquisition services.
A. Talent Acquisition Knowledge Management Framework
• Assess existing Talent Acquisition documentation, resources, guidance materials, tools, and repositories across relevant teams.
• Identify information gaps, duplication, outdated materials, and opportunities to improve knowledge sharing and accessibility.
• Develop and support implementation of knowledge management frameworks, governance mechanisms, repository structures, and practices that promote ownership, maintenance, accessibility, and continuous improvement.
• Consolidate, organize, and preserve institutional knowledge and key Talent Acquisition assets within approved organizational repositories and digital platforms.
B. Talent Acquisition Digital Knowledge Hub and Intranet Development
• Design, develop, and maintain digital knowledge hubs, intranet resources, and self-service tools supporting Talent Acquisition services.
• Review, standardize, update, and create content aligned with Talent Acquisition strategies, operating models, services, and stakeholder needs.
• Develop user-friendly information architecture, navigation structures, and content governance mechanisms.
• Support migration, organization, and consolidation of Talent Acquisition resources across approved digital platforms.
C. Talent+ Transition and Digital Platform Knowledge Management
• Support the transition of Talent+ ownership through the establishment of structured knowledge management practices.
• Document system processes, workflows, functionalities, roles, user requirements, and operational procedures.
• Develop and maintain centralized repositories, user guides, reference materials, FAQs, and knowledge products.
• Promote effective system adoption, knowledge sharing, user experience, and alignment with broader Talent Acquisition digital resources.
D. Talent Acquisition Information Management and Repository Governance
• Review and improve information management practices across shared drives, repositories, mailboxes, and historical records.
• Develop information architecture, folder structures, document classification approaches, naming conventions, and governance standards.
• Organize and consolidate historical recruitment information, operational resources, lessons learned, and institutional knowledge.
• Support consistent document management practices and migration of key resources into approved repositories.
E. Talent Acquisition Process Documentation and Operational Excellence
• Document Talent Acquisition processes, workflows, and service delivery models across functional areas.
• Develop process maps, standard operating procedures, playbooks, toolkits, checklists, and guidance materials.
• Identify opportunities to enhance efficiency, standardization, digitalization, stakeholder experience, and operational excellence.
• Capture good practices and lessons learned to support continuous improvement initiatives.
F. Employer Branding, Communications and Resource Development
• Develop and strengthen communication, outreach, and employer branding resources supporting Talent Acquisition objectives.
• Create templates, presentations, FAQs, toolkits, guidance materials, and stakeholder-facing products for internal and external audiences.
• Support communication initiatives related to recruitment, early career programmes, employer branding, and Talent Acquisition transformation.
• Ensure consistency of messaging, accessibility, formatting, and branding standards across Talent Acquisition materials.
Expected Outputs
• Talent Acquisition knowledge management framework and governance approach.
• Consolidated knowledge repositories, improved information management practices, and repository governance guidance.
• Digital knowledge hubs, intranet resources, and self-service materials.
• Talent+ documentation, knowledge repositories, user guidance materials, and transition resources.
• Process documentation, standard operating procedures, recruitment toolkits, and operational improvement recommendations.
• Communication toolkits, employer branding resources, templates, and stakeholder-facing guidance materials.
• Recommendations supporting continuous improvement, organizational learning, and modernization of Talent Acquisition services.
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.