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Organisational Design Specialist

Copenhagen

  • Organization: UNOPS - United Nations Office for Project Services
  • Location: Copenhagen
  • Grade: Mid level - IICA-2, International Individual Contractors Agreement
  • Occupational Groups:
  • Closing Date: Closed

Background Information - PCG

The United Nations Office for Project Services (UNOPS) is an operational arm of the United Nations, supporting the successful implementation of its partners' peacebuilding, humanitarian and development projects around the world. Mandated as a central resource of the United Nations, UNOPS provides sustainable project management, procurement and infrastructure services to a wide range of governments, donors and United Nations organisations.  

The People and Performance Group (PPG) is a strategic HR function for UNOPS, based in UNOPS headquarters in Copenhagen. We are focused on partnering with key stakeholders to shape the UNOPS HR strategy  and building a workforce and culture that enables the organization to deliver on its strategy.  PPG is also at the forefront of UNOPS HR transformation journey. 

We are a hard-working and committed team, bringing together experienced professionals with strategic HR management and expertise – all of us having a passion for achieving results and building innovation into our way of doing business.

We work in a dynamic team-based approach and drive to get things done.  We are currently looking for an enthusiastic and experienced HR Specialist, Organisational Design, to join the  team and contribute to our work.

Under the overall guidance of the Head of Talent Management, the HR Specialist, Organisational Design, will contribute to the implementation of the corporate agenda on organisational design.  The role contributes to changes in organisational structures, job roles, and changes to business processes, systems and technology. The ideal candidate will have an innovative approach as well as an international outlook and excellent communication skills.

Functional Responsibilities

Key Results Expected

  1. Organizational Structure Standards
  2. Workforce Management
  3. Job Design and Classifications

Organizational Structure Standards

  • Custodianship of the policy and standards for UNOPS organisational structures, including recommending changes and driving the evolution of guidelines to best reflect the maturity of the organisation

  • In consultation with UNOPS relevant field/HQs offices, responsible for developing generic office structures including generic roles, responsibilities, office funding modalities, risk management profiles, office roles.

  • Provide advice to the stakeholders in the regions and in HR with regards to UNOPS structure standards, good practices and processes to follow.

  • Build a strong connection between the UNOPS organizational structure standards and Talent Management practices 

  • Develop capability amongst key stakeholders, to ensure UNOPS standards for structure management are well known and understood

  • Manage cyclical updates to the global organigramme and ensure all relevant systems are updated accordingly.

  • Supporting PPG in linking Talent Management to Organizational Structures to Organizational Design, Development and Change Management in the Change and Transformation Unit.

Workforce Management

  • Input into the Talent Management strategy and practices, with the aim of evolving workforce planning at UNOPS to help ensure we have the right people in the right place at the right time.
  • Partner with the Head of Talent Management to leverage internal and external data, trends, analytics, and insights to assess local and global talent gaps, forecast resource needs, and model future scenarios to accurately identify talent. 
  • Input into the Talent Management strategy and practices to advance UNOPS approach  to internal mobility and succession planning.
  • In collaboration with the Finance Group for business planning and position management processes, drive corporate workforce planning practices, to help appropriately accommodate resourcing needs of the organization whilst driving clarity around rules and processes.
  • Develop and maintain a strategic workforce planning approach with relevant tools and frameworks by taking a long-term view of UNOPS’ strategic direction and required talent needs. 
  • Partner with the data analytics team to evolve position and workforce management data sets/ data infrastructure. Provide input into initiatives aimed at improving the quality of position and talent data
  • Maintain and evolve taxonomies of positions titles and methods for tracking knowledge and expertise in the organisation.
  • Support linking organisational structures and capability gaps  to learning and development planning.

Job Design and Classification

  • Manage and evolve the corporate job descriptions library,

  • Develop capability amongst HR practitioners in the country offices and HR, with regards to job design and position management practices

  • In consultation with key stakeholder and decision makers, design job descriptions for senior/ leadership positions.

  • Perform classifications for senior/leadership roles and provide advice on classifications to HR practitioners, where appropriate

  • Participate as an expert in the relevant review bodies (e.g. reclassification panel)

  • Ensure consistency and quality of classification efforts across the HR community; ensure a sufficient level of classifiers to address the regional needs.


Competencies

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization.
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
  • An advanced degree, ideally in Management, Human Resources, Organisational design, international affairs or related subject.

  • Applicants with a Bachelors degree with additional two years of relevant working experience may also be considered.

Experience
  • At least five years relevant experience in Organizational Structure Design and Workforce Management with an ideal focus on HR and Talent Management

  • Excellent understanding of job design approaches is required

  • Experience with UN job classification standards is an advantage

  • Understanding of UN office structures is an asset

  • Knowledge of change management principles and methodologies is an asset;

  • Development and execution of communication and stakeholder engagement strategies

  • Proficiency with Google Suit Applications including Google Sheet and Google Slides, including the ability to present data in a clear and meaningful way is required.

  • Previous experience working in a global or international organisation is an asset.

Language
  • Fluency in English required; 
  • Fluency in French and / or Spanish is a distinct asset.

Contract type, level and duration

  • Contract type: IICA (International Individual Contract Agreement)
  • Contract level: IICA 2 / ICS 10
  • Contract duration: Open-ended, subject to organizational requirements, availability of funds and satisfactory performance.

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 

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.


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.
  • UNOPS seeks to reasonably accommodate candidates with special needs, upon request.
  • 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
  • For retainer contracts, you must complete a few Mandatory Courses (around 4 hours) in your own time, before providing services to UNOPS.
  • 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.

This vacancy is now closed.
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