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Human Resources Manager

Bangkok (Thailand)

  • Organization: UNOPS - United Nations Office for Project Services
  • Location: Bangkok (Thailand)
  • Grade: IICA-2, International Individual Contractors Agreement - Mid level
  • Occupational Groups:
    • Human Resources
    • Managerial positions
  • Closing Date: 2021-10-27

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Background Information - UNOPS

UNOPS supports the successful implementation of its partners’ peacebuilding, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations. With over 7,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, wherever they need it. A flexible structure and global reach means that we can quickly respond to our partners' needs, while offering the benefits of economies of scale.


Background Information - Job-specific

THMCO 


Thailand Multi Country Office (THMCO) is a UNOPS business unit under the UNOPS Asia Regional Office and it was established to better support, develop and oversee the UNOPS portfolio of projects in South East Asia and the Pacific. 

THMCO comprises five main portfolios – THMCO Thailand, THMCO Indonesia, THMCO Pacific Operations Cluster, THMCO Papua New Guinea and THMCO China, and provides a wide range of services including Project Management, Funds Management, Transactional HR, Financial, and Procurement Management to clients that include other UN entities, INGOs and governments/government agencies donors. 

Based in the Support Services unit and collaborating closely with IPAS HR, the HR Manager ensures consistent application of appropriate policies, rules, guidelines, procedures and practices in service provision in a given geography. 

The HR Manager supports the Head of Support Services in the management, implementation and oversight of HR service lines and initiatives to meet client needs, i.e., including recruitment, contract administration, interpretation and guidance, learning and personnel re-alignment exercises in consultation with HQ. Specifically, s/he is the primary HR focal point within a given geography.


Functional Responsibilities

Duties and Responsibilities 

Under the general guidance and supervision of the Head of Support Services, the incumbent responsibilities include the following: 


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 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 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 work flows. Monitor workforce status and trends.

  • Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance 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 IPAS HR, 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 IPAS HR, 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 IPAS HR, 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.



       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. 


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.

Education/Experience/Language requirements

Education: 

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

  • Or a First University degree in related fields combined with 7 years of relevant experience.  


Experience: 

  • A minimum of five (5) years of experience providing professional generalist human resources services in a reputable international organization, multi-national or similar organization is required

  • At least 2 years of experience at an international level is required

  • Experience in HR advisory services is desirable

  • 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 is desirable.


Language Requirements:

  • Fluency in English is required. 


Contract type, level and duration

Contract type: International Individual Contractor Agreement

Contract level: ICS-10/ IICA-2 
Contract duration: Open-ended 

The position is based in a family duty station

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
  • 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.  
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.



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.
Female candidates are strongly encouraged to apply.

This position is based in a family duty station.

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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