HR Officer: United Nations Office for Project Services (UNOPS)

Deadline: 4 May 2022

Background information – Zimbabwe

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. With over 6,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, where they need it. By implementing around 1,000 projects for our partners at any given time, UNOPS makes significant contributions to results on the ground, often in the most challenging environments.

The Zimbabwe projects will fall under the purview of the UNOPS KEMC Located in Nairobi, Kenya, the Kenya Multi Country Office manages a growing portfolio of engagements, including associated strategic and operational risks. The KEMC sub-region currently consists of an established Operation Centre in Nairobi/Kenya which manages a portfolio of engagements in multiple countries in East and Southern Africa. This includes a large portfolio of Infrastructure, procurement and project management service projects in Kenya, Uganda, Tanzania, Zimbabwe and several Island states.

Under the direct supervision of the Support Services Manager overall direction of the Zimbabwe Country Manager, the Human Resources Officer delivers high-quality and consistent delivery of effective HR services (recruitment, contract and performance management of talent) while ensuring full compliance with UN rules and regulations, UNOPS policies and procedures and internal Standard Operating Procedures (SOPs) in HR management. Under the guidance of the Support Services Manager, the HR Officer provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner.

Summary of key functions: 1. Support to policy development and implementation; 2. Talent Acquisition and Administration; 3. Team Management; 4. Knowledge Building and Knowledge Sharing

Support to policy development and implementation

Contribute to HR policy development and corporate HR initiatives by compiling and maintaining data on trends, risks and opportunities and sharing local HR best practices; Provide technical or administrative services in support of 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 within the relevant business unit/s; Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

Talent acquisition and administration

Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Performance Management, Learning and Development, Change Management, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing; Administer contracts, entitlements, loans, exchanges, and secondments. Inform and advise UNOPS personnel, consultants, partners and project personnel on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding; Support recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy. Utilise 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 technical inputs into, and organise straightforward components of, regional and national personnel realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions a well as due process; Identify key talent areas and provide elements of coherent, well-developed plans for obtaining, developing, and managing critical talent. Utilise 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 groups on personnel administration matters; Guide business units in engagement and work enrichment initiatives and development of annual training plans.

Team management

Support efficient planning and management of the HR unit, including drafting annual recruitment plans, implementing designated projects in line with the corporate HR strategy, overseeing personnel le systems as well as provision of related statistical summaries and tracking movements of UNOPS personnel within relevant business unit/s; May supervise other personnel members in the provision of HR client services by assigning work, facilitating work planning, managing performance, motivating, developing and coaching team members to deliver high quality results and services.

Knowledge building and knowledge sharing

Organise, facilitate and/or deliver training and learning initiatives for personnel and other personnel on HR-related topics; Provide sound contributions to knowledge networks and communities of practice by synthesising of lessons learnt and dissemination of best practices in human resources; Substantively contribute to the planning and development of the HR components of the office annual report;Collect feedback, ideas, and internal knowledge about processes and best practices and put to use productively.

Impact of results

The effective and successful achievement of results by the Human Resources Officer directly impacts on the efficient performance of key elements of HR systems and services of the relevant business unit. These affect aspects of client satisfaction as well as of the readiness and capabilities of the human capital of the unit, to effectively develop and implement the programmes and projects of UNOPS. This contributes to the credibility of the organisation as an effective service provider in project services and management.

Education

Bachelor degree in Human Resources management, Business Administration, social sciences.

Experience

A minimum of two years of experience in professional-level recruitment and / or HR generalist services in an international, public or corporate organisation is required; Some experience in UN system organisations preferably in a developing country is an asset; Proficiency in the usage of computers and office software packages (MS Office) and experience in the use of HR information systems, Enterprise systems including OneUNOPS is an asset; Languages - Fluency in English language is required; Knowledge of any other UN language is desirable.

Core values and principles

Integrity and Inclusion- Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organisational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion; Partnering- Demonstrates understanding of the impact of one's 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); Leading Self and Others - Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as a positive leadership role model, motivates, directs and inspires others to succeed, utilising appropriate leadership styles. Results Orientation- 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 maximises our impact on our beneficiaries; Agility- Open to change and flexible in a fast paced environment. Effectively adapts its 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; Solution focused- 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; Effective Communication- 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.