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Human Resources Senior Officer

Yangon (Myanmar)

  • Organization: UNOPS - United Nations Office for Project Services
  • Location: Yangon (Myanmar)
  • Grade: LICA-9, Local Individual Contractors Agreement - Junior level
  • Occupational Groups:
    • Human Resources
  • Closing Date: 2019-12-11

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Background Information - Myanmar

UNOPS Myanmar is one of UNOPS’ leading offices in Asia, acting as fund manager for three of the largest development programmes in the country, namely the Access to Health Fund, the Livelihood and Food Security Fund (LIFT) and the Joint Peace Fund (JPF). In addition, UNOPS is Principal Recipient for the Global Fund in Myanmar and for the Global Fund’s regional artemisinin-resistance initiative towards elimination of Malaria, which works to accelerate progress towards malaria elimination in the greater Mekong sub-region. UNOPS provides procurement, infrastructure and project management services to a wide range of organisations in the country, including the Government of Myanmar, international development partners, other UN agencies, NGOs and INGOs. UNOPS plays a critical role in ensuring that the quality of services provided to its partners meets stringent requirements of speed, efficiency and cost effectiveness.



Background Information - Job-specific

Under the direct supervision of Human Resources Manager and the overall direction of the Head of Support Services and technical guidance of IPAS HR, the HR Senior Officer ensures consistent delivery of efficient and effective HR services to the client office(s). S/he interprets and applies HR policies, rules, regulations, and internal procedures to the management of key HR service lines and systems to support hiring managers in the sourcing, recruitment, selection, placement, realignment, and retention of the best available talent from internal and external sources.  The incumbent provides solutions to a wide spectrum of complex HR issues, advice to international and national personnel, maintains oversight over the HR management of project personnel, and promotes a collaborative, client-oriented approach, contributing to the maintenance of high personnel morale.

The HR Senior Officer supervises and leads the personnel of the HR Unit, working in close collaboration with the programmes, operations and project teams in the respective office/s, in ensuring successful performance in HR management.

Functional Responsibilities

Summary of Key Functions 

  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 assisting to generate and maintaining data on trends, risks and opportunities and sharing local HR best practices.
  • Undertake projects in support of the HR initiatives for attainment of business objectives in line with the corporate HR strategy.  
  • Generate strategic and operational workforce data for planning, including related statistical summaries and movements of UNOPS personnel withing the relevant business unit/s.
  • Ensure appropriate mapping of HR business processes to enable efficient and effective services and workflows.
  • Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

2.     Advisory Services

  • Provide guidance on HR related systems and processes, including but not limited to, Recruitment, Contracts,Position Management, Benefits and Entitlements consistent with UNOPS rules and procedures.
  • Provide advice to personnel on HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development.
  • In collaboration with IPAS HR, assist to provide guidance 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.
  • 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

  • Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Position Management, Job Classification, Performance Management, Learning and Development, Change Management,  Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing.
  • In collaboration with IPAS HR, oversee administration of entitlements for all personnel and the efficient administration of contractual modalities, loans, exchanges, and secondments in the region. Inform and advise UNOPS and project personnel, consultants, partners on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding.
  • Oversee the provision of personnel reporting within the office, ensuring that systems and data are updated and in place.
  • Lead recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy.  Utilize and maintain recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. Maintain personnel rosters.
  • Provide support in realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions as well as due process.
  • In collaboration with HQ, identify key talent areas and provide coherent, well-developed plans for obtaining, developing, and managing critical talent.  Develop, utilize and recruitment plans, tools and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives.
  • Liaise with UNOPS’ HR related units such as SSC on all personnel administration matters.
  • Implement organizational changes and realignment exercises affecting personnel in UNOPS in accordance with UNOPS policy, ensuring personneling actions are taken in an efficient manner.
  • Partner with business units to take a lead role in engagement and work enrichment initiatives and development of annual training plans in collaboration with PCG. 

4.     Team Management

  • Facilitate the engagement and provision of high quality results and services of the team through effective work planning, performance management, coaching, and promotion of learning and development.
  • Provide oversight, ensuring compliance by team members with existing policies and best practice
5     Knowledge building and Knowledge sharing
  • Organize, facilitate and/or deliver training and learning initiatives for personnel on HR-related topics.
  • Contribute to HR knowledge networks and communities of practice by providing collaborative synthesis of lessons learnt and dissemination of best practices in human resources management.
  • Collect feedback, ideas, and internal knowledge about processes and best practices and utilize productively.
  • Maintain HR analytic parameters and data.
Impact of Results 
The effective and successful achievement of results by the Human Resources Senior Officer directly impact on the efficient performance of HR systems, talent acquisition and administrative services of the relevant business unit.  These affect client satisfaction and the readiness and capabilities of the human capital of the unit, 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.


 

Education

Advanced University degree in Human Resources management, Business Administration, social or behavioral sciences.

Or a First University degree in Human Resources management or related fields combined with 4 years of relevant experience.


Experience

A minimum of two years of professional-level human resources management 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.

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 (MS Office) as well as web-based management systems



Languages

Fluency in Myanmar and English languages required.


Competencies

Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational 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.

Contract type, level and duration

Contract type:        Local Individual Contractor Agreement Contract level:       LICA- 9
Contract duration: Open-ended, subject to organizational requirements, availability of funds and satisfactory       performance

THIS IS A LOCAL POSITION. ONLY MYANMAR NATIONALS ARE ELIGIBLE TO APPLY.


For more details about the ICA contractual modality, please follow this link:
https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.aspx 

Additional Considerations

  • Please note that the closing date is midnight Copenhagen time
  • Applications received after the closing date will not be considered.
  • Only those candidates that are short-listed for interviews will be notified.
  • Qualified female candidates are strongly encouraged to apply.
  • Work life harmonization - UNOPS values its people and recognizes the importance of balancing professional and personal demands. We have a progressive policy on work-life harmonization and offer several flexible working options. This policy applies to UNOPS personnel on all contract types
  • For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post
  • The incumbent is responsible to abide by security policies, administrative instructions, plans and procedures of the UN Security Management System and that of UNOPS.  
  • UNOPS seeks to reasonably accommodate candidates with special needs, upon request.

It is the policy of UNOPS to conduct background checks on all potential recruits/interns. Recruitment/internship in UNOPS is contingent on the results of such checks.

Background Information - UNOPS

UNOPS is an operational arm of the United Nations, supporting the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to help people build better lives and countries achieve sustainable development.

UNOPS areas of expertise cover infrastructure, procurement, project management, financial management and human resources.

Working with us

UNOPS offers short- and long-term work opportunities in diverse and challenging environments across the globe. We are looking for creative, results-focused professionals with skills in a range of disciplines.

Diversity

With over 4,000 UNOPS personnel and approximately 7,000 personnel recruited on behalf of UNOPS partners spread across 80 countries, our workforce represents a wide range of nationalities and cultures. We promote a balanced, diverse workforce — a strength that helps us better understand and address our partners’ needs, and continually strive to improve our gender balance through initiatives and policies that encourage recruitment of qualified female candidates.

Work life harmonization

UNOPS values its people and recognizes the importance of balancing professional and personal demands.


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.
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