UN Women: HR Business Partner – Regional Office (4 positions)
Note: This advertisement is for 4 positions. If applying for more than 1 position, the candidates should indicate their preference among the positions in the order of preference.
- HR Business Partner – Europe and Central Asia and Arab States Regions based in Istanbul, Turkey
- HR Business Partner – East and Southern Africa Regional Office based in Nairobi, Kenya
- HR Business Partner – Asia and the Pacific Regional Office based in Bangkok, Thailand
- HR Business Partner – West and Central Africa Regional Office based in Dakar, Senegal
UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.
The Human Resource Section is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs and for providing advisory support to the Executive Director in the formulation and implementation of UN Women's overall mission, strategy and plans of actions.
Under the supervision of the RO Director, with matrix reporting to and functional oversight from the HR Deputy, the Human Resources Business Partner will serve as an advisor to management on human resources-related issues in that region. The HR Business Partner will oversee the coordination of recruitment, compliance, benefits, compensation, and employee relations activities He/she ensures workforce planning is in place that is aligned with business objectives.
Duties and Responsibilities
Lead the regional implementation of and provide technical support to the development of new human resources (HR) policies, guidelines, procedures and standard operating procedures (SOPs), and adopt them to regional context where necessary:
- Monitor and lead proper implementation of HR policies, guidelines, practices and Standard Operating Procedures in the region and provide advice, when necessary;
- Provide technical contributions on HR strategic planning/discussions on the direction of human resource services, goal setting and annual work planning;
- Provide technical guidance to the Regional Office (RO), Multi Country Offices (MCO) and Country Offices (CO) in implementing policies, guidelines and procedures in relation to HR operations (contract management, recruitment and selection, benefits and entitlements);
- Oversee the HR strategic planning/discussions on HR goal setting and annual work planning for the region;
- Lead training of regional personnel on HR systems and conduct training and build capacity in the region.
Provide guidance and support to managers and staff in the Regional Office (RO) and Country Offices (COs) in the region on issues related to HR, including attraction and recruitment, benefits and entitlements, and separation:
- Provide current and prospective staff with timely guidance on recruitment and contract policies, general conditions of services and business orientation;
- Develop, lead and monitor the implementation of the Annual HR Plan for the Region, including budget;
- Ensure smooth and effective coordination with outsourced service providers of administration of appointments and related benefits/entitlement management for local support staff.
Manage the contract management, benefits and entitlements and other staffing issues for staff and non-staff personnel within assigned portfolio:
- Manage the administration of contractual, benefits and entitlements and other related HR administrative matters;
- Ensure that staff aware of their rights and obligations regarding their entitlements and the processing of their entitlements;
- Provide relevant HR data to HR Headquarters, Regional Director and Country Office Representatives on contractual actions;
- Review and recommend levels of remuneration for external contractors;
- Ensure smooth and effective coordination with outsourced service providers of administration of appointments and related benefits/entitlement management for local support staff;
- Oversee and Liaise with UNDP at the RO and COs in the region to ensure proper administration of benefits and entitlements in accordance with existing SLA;
- Approve and /or certify payment of salaries, allowances and entitlements, as required.
Coordinate Recruitment and Selection processes for RO and CO based on local support staff and external staff:
- Project and monitor vacant posts at regional and country offices;
- Lead the recruitment process of national staff in the Regional Office, support the recruitment of international staff and support the recruitment of national staff in the Country Offices, including attraction, long/short-listing, interviews and evaluation of candidates;
- Provide guidance as necessary on locally-recruited positions in close coordination with regional and country offices
- Ensure proper usage of UN Women’s different contract modalities; review and recommend level of remuneration for external contractors;
- Provide technical support to the global implementation if job design, evaluation, classification and analysis, post establishment, workforce planning, peer review groups and functional analysis;
- Act as Secretary to the Regional Compliance Review Board to ensure compliance of recruitment at General Service and Professional level, as necessary.
Work closely with HQ HR teams for technical advice and implementation on issues related to workplace relations and talent and performance management:
- Promote and implement UN Women workplace relations policies and initiatives in the region, including work/life balance promotion and stress management activities; Facilitate mediation for disputes in the region as required
- Orient staff and managers in the region on the performance management system; Identify poor performance cases which could impact on contractual status or career of staff;
- Build strategic relationships with Regional and country managers and ensure RO and CO needs are captured and communicated to HQ; Represent the HR team on recruitment and other human resource matters where appropriate;
- Lead regional learning and development activities, including on code of conduct and benefits and entitlements.
Coordinate Learning and Development initiatives at the RO and COs in the field:
- Coordinate learning and development activities in the region, including on code of conduct, benefits and entitlements and performance management;
- Assess training needs and coordinate closely with the HR talent management team on initiatives.
Liaise closely with HR HQ and coordinate communication and outreach activities regarding HR initiatives:
- Build awareness and understanding of HR policies through consultation and engagement across the organization;
- Serve as HR’s regional spokesperson internally and externally and nurture partnerships with relevant partners;
- Contribute to HR’s outreach platforms, including intranet, internet and HR Bulletin.
Develop and implement HR systems based on HR needs, including HR reporting:
- Analyze, track and periodically report on recruitment trends for management and donors;
- Share data and information with Human Resources Headquarters as requested and finalize special reports as required;
- Share data and information on HR issues with HQ, MCO, CO, supervisor as requested;
- Analyze workforce data in the region and provide briefing notes as required;
- Prepare special reports as required.
Supervise and monitor the work of the HR team in the Regional Office.
Perform any other duties as assigned by supervisor.
Key Performance Indicators:
- HR operations services in the Regional Office and Country Offices are implemented, on time on scope and on budget;
- HR policies, guidelines and projects are implemented in the region on time, on scope and on budget;
- Strong and responsive relationships with clients in RO and COs by responding to queries within agreed timelines;
- Recruitment and Selection processes implemented, on time on and scope per policy and UN Women values;
- Benefit and Entitlements processes implemented, on time on and scope per policy and UN Women values;
- Workplace relations issues are raised to HR HQ as needed;
- Strong communication and collaboration with colleagues in HQ and clients in RO and CO;
- Quality tracking and reporting of data.
- Respect for Diversity.
- Awareness and Sensitivity Regarding Gender Issues;
- Creative Problem Solving;
- Effective Communication;
- Inclusive Collaboration;
- Stakeholder Engagement;
- Leading by Example.
Please visit this link for more information on UN Women’s Core Values and Competencies:?http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf
- Excellent general HR knowledge and expertise with a focus on recruitment and selection, knowledge of modern concepts and approaches in the field of HR Business Partnering;
- Excellent interpersonal skills;
- Excellent diplomatic negotiation skills;
- Excellent written and spoken communication skills;
- Ability to write and present ideas, concepts and policy positions;
- Ability to handle confidential and sensitive information;
- Ability to build and nurture relationships;
- Strong problem solving and analytical skills;
- Demonstrated ability to interact with personnel at all levels within the organization, demonstrated negotiating, cultural sensitivity and diplomatic skills
- Possesses a high degree of sensitivity and change management abilities to intercultural personnel and organizational dynamics
- Ability to plan, organize, and prioritize multiple and simultaneous Human Resources related projects and programs in a changing environment.
- Strong understanding of UN Staff Regulations and Rules and human resources policies and procedures is an asset.
Required Skills and Experience
- Master’s degree or equivalent in Human Resources, Business Administration, Psychology, Organizational Development, Public Administration or other relevant social sciences.
- A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
- Minimum of 7 years of progressively responsible experience in human resource management or related area;
- Experience in recruitment and selection, benefits administration, and workplace relations are required;
- Minimum 3 years work experience internationally;
- Field experience is an asset;
- Experience as a HR Business Partner is an advantage.
- Fluency in English is required;
- Fluency in French is required for HRBP for Western and Central Africa;
- Knowledge of one of the other UN official working language is an asset (e.g. French or Spanish).
- All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.