HR Officer

Ongoing subject to funds availability and satisfactory performance Job Highlight Lead global HR initiatives, shaping recruitment, policy, and people strategies to foster excellence in diverse international environments. About the Region The UNOPS Global Portfolios Office (GPO) brings together diverse expertise to help partners deliver impact worldwide. With hubs in New York, Geneva, and Vienna, and expert teams operating globally, GPO leads multi-regional initiatives that advance sustainable development, climate action, and peacebuilding - including in some of the world’s most challenging environments. By leveraging our collective expertise and global networks, GPO supports UNOPS’ strategic priorities and the Sustainable Development Goals across more than 130 countries. We work closely with major global partners - including governments, international financial institutions, and UN agencies - to deliver a wide range of services, such as project management, fund management, hosting services, and HR support. About the Country/Multi-Country Office Not Required - part of GPO/NYPO Job Specific Context UNOPS has signed a Global Agreement with the United Nations Office on Drugs and Crime (UNODC) to operationally support the implementation of their mandate through the provision of Human Resources services. The United Nations Office on Drugs and Crime (UNODC), a specialized agency of the United Nations established in 1997 to assist member states in their efforts to combat illicit drugs, crime, and terrorism, is one of the partners under UNTSS. Headquartered in Vienna, Austria, UNODC operates globally to support the development and implementation of policies and programmes that address a wide range of issues, including drug trafficking and abuse, organized crime, corruption, human trafficking, migrant smuggling, cybercrime, and terrorism prevention. Through research, policy advice, capacity-building, and technical assistance, UNODC works to strengthen justice systems, promote international cooperation, and uphold the rule of law and human rights in the fight against transnational threats. Under the direct supervision of the HR specialist, the Human Resources officer delivers high-quality effective HR services to the UNODC field Units located in Africa, Europe and Asia including recruitment and contract management to the client office, 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 supervisor, the HR Officer provides solutions to a wide spectrum of complex HR issues in a collaborative, client-oriented manner. The incumbent will be a personnel of UNOPS under its full responsibility. These Terms of Reference are generic and indicative. Not all tasks listed may be required, and additional duties may be assigned as appropriate and consistent with the scope of services. The focus of the HR Officer’s functions will vary based on the Unit’s needs. This recruitment aims to fill an ongoing, full-time position. Depending on actual needs, the hiring unit may decide to recruit endorsed qualified professionals for contracts with different working conditions (short/long term, part/full-time, retainer, regular or ongoing positions). THIS IS A LOCAL POSITION FOR WHICH ONLY APPLICANTS WHO ARE NATIONALS OF COUNTRIES OF AFRICA, EUROPE OR ASIA OR APPLICANTS WHO POSSESS A VALID RESIDENCE AND WORK PERMIT IN COUNTRIES OF AFRICA, EUROPE AND ASIA, ARE ELIGIBLE FOR CONSIDERATION Role Purpose The HR Officer ensures the consistent application of UNOPS HR policies, rules, and procedures across assigned countries/ geographic areas of operation. The role supports the effective management, implementation, and oversight of key HR service lines - such as recruitment, contract administration, policy interpretation, learning, and personnel realignment - in close coordination with stakeholders in the Regional Office and HQ, and in alignment with client needs. Functions / Key Results Expected Policy Development and Implementation Support Contribute to HR policy development and corporate initiatives by providing data-driven insights on workforce trends, risks and opportunities, and by sharing country-specific best practices. Maintain a strong understanding of the Office’s financial and operational priorities, and, in consultation with management, lead the implementation of corporate HR strategies and initiatives. Design and lead HR projects and initiatives that align with corporate HR strategy and support the achievement of organizational goals. Collaborate with leadership to develop and implement workforce planning initiatives that promote efficient service delivery and optimized workflows; monitor workforce status and emerging trends. Communicate changes in HR policies and the rollout of new initiatives to both management and personnel, offering guidance and support as needed. Maintain, or oversee the maintenance of, HR analytics and data parameters to support informed decision-making within the Office. HR Advice Provide strategic guidance on the application of HR policies in people management, proactively assessing and anticipating HR needs to deliver value-added, consultative support to management on personnel-related matters. Design, deliver and model HR services, programmes and communications that enhance the experience of prospective and current personnel, as well as UNOPS partners. Collaborate with corporate HR teams to advise, support and mediate on sensitive and complex issues, including grievances, potential code of conduct violations, harassment, abuse, workplace disputes, performance improvement plans, and other personnel relations matters. Promote line management accountability in the implementation of HR policies and effective team leadership, providing coaching and guidance to strengthen supervisory capabilities and foster constructive, two-way communication between managers and their teams. In collaboration with management, support continuous improvement and professional development by advising on, planning, and monitoring learning and development activities. Partner with leadership to advance institutional gender and diversity priorities by offering education and guidance on equity, compliance, inclusion, and diversity-related matters. Talent Acquisition and Management Oversee the implementation of talent acquisition and management policies and processes, including job classification, recruitment, onboarding, performance management, learning and development, fee/ salary and benefits administration, and contract administration. Coordinate the effective administration of various contractual modalities, including loans, exchanges and secondments, ensuring smooth engagement and collaboration with relevant partners. Collaborate with corporate HR teams to lead personnel realignment exercises, such as job fairs, ensuring timely competency mapping, sourcing, selection, placement and transition of talent. Identify critical talent needs and develop comprehensive, forward-looking plans to attract, develop and retain key talent. Leverage workforce planning tools and recruitment strategies to ensure timely and inclusive hiring aligned with organizational goals. Team Management If the most senior HR lead, may oversee the Office HR team to ensure the effective delivery of high-quality HR services and results across the assigned countries/ geographic areas of operation. Knowledge Building and Sharing Support the organization, facilitation and delivery of training and learning sessions on HR topics. Participate in knowledge-sharing initiatives and Communities of Practice (CoPs), contributing insights and lessons learned from HR project implementation, Conduct research on HR-related topics and contribute to the drafting of reports, summaries and briefing notes. Skills Data Analysis, Human Resources Policies, Team Management, Human Resources Operations, Talent Acquisition 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. 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 Requirements Required Bachelor’s degree (or equivalent) in any discipline with 2 years of relevant experience OR Master’s degree (or equivalent) in any discipline with 0 years of relevant experience is required. A globally or nationally recognized professional certificate in Human Resource Management (HRM) is desired. Experience Requirements Required Relevant experience is work in recruitment, HR contract administration, employee relations, organization design and development, or related areas. Experience in the use of collaboration and productivity tools (e.g. MS Office, G-Suite, etc) and web-based management systems is required. Experience of working in multicultural environments or UN system organizations in a developing country is desired. Experience in development or humanitarian contexts is desired. Language Requirements Additional Information UNOPS does not accept unsolicited resumes. UNOPS will at no stage of the recruitment process request candidates to make payments of any kind. Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Applications received after the closing date will not be considered. Only shortlisted candidates will be contacted and invited to proceed to the next stage of the selection process, which may include various assessments. UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of a wide range of nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. We strive to sustain and strengthen this diversity, fostering an inclusive working environment where all personnel are treated with respect and have equal access to opportunities. UNOPS evaluates all applications based on the skills, qualifications and experience outlined in the vacancy announcement. We are committed to a fair and transparent selection process and welcome diverse perspectives, including those of women, indigenous and racialized communities, individuals of diverse gender identities and sexual orientations, and persons with disabilities. We are committed to enabling all candidates to perform at their best during the assessment process. If you are shortlisted and require support or reasonable accommodation to complete any assessment, please inform our human resources team upon receiving your invitation. UNOPS has zero tolerance for sexual exploitation and abuse (SEA), sexual harassment, and other forms of abusive conduct, including discrimination, abuse of authority, and harassment. To uphold these standards, background checks are conducted for all final candidates to help ensure that individuals with a history of such conduct are not hired. By applying for a position with UNOPS, candidates acknowledge and consent to these verification processes. UNOPS does not accept unsolicited resumes. UNOPS will at no stage of the recruitment process request candidates to make payments of any kind. Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Applications received after the closing date will not be considered. Only shortlisted candidates will be contacted and invited to proceed to the next stage of the selection process, which may include various assessments. UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of a wide range of nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. We strive to sustain and strengthen this diversity, fostering an inclusive working environment where all personnel are treated with respect and have equal access to opportunities. UNOPS evaluates all applications based on the skills, qualifications and experience outlined in the vacancy announcement. We are committed to a fair and transparent selection process and welcome diverse perspectives, including those of women, indigenous and racialized communities, individuals of diverse gender identities and sexual orientations, and persons with disabilities. We are committed to enabling all candidates to perform at their best during the assessment process. If you are shortlisted and require support or reasonable accommodation to complete any assessment, please inform our human resources team upon receiving your invitation. UNOPS has zero tolerance for sexual exploitation and abuse (SEA), sexual harassment, and other forms of abusive conduct, including discrimination, abuse of authority, and harassment. To uphold these standards, background checks are conducted for all final candidates to help ensure that individuals with a history of such conduct are not hired. By applying for a position with UNOPS, candidates acknowledge and consent to these verification processes. Terms and Conditions 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 (they take around 4 hours to complete) in your own time, before providing services to UNOPS. Refreshers or new mandatory courses may be required during your contract. Please note that you will not receive any compensation for taking courses and refreshers. For more information about a retainer contract here . For more details about the contract types, please click here. All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda. It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks. #J-18808-Ljbffr Unops