HR Specialist, Culture and Engagement

People and Culture Group

The People and Culture Group (PCG) drives the right culture and working environment in UNOPS by enabling UNOPS to deliver on its strategic intention through:

embedding of UN core values and standards;

developing fit-for-purpose People & Culture standards, policies, systems and platforms; and,

creating an optimal working environment in which personnel are able to flourish and perform at the highest level to achieve UNOPS’ mission.

The Role

The HR Specialist, Culture & Engagement contributes to the design and implementation of people engagement and other continuous listening tools which foster a high-engagement work environment at UNOPS. 

Reporting to the Head of Organization Culture & Engagement, the HR Specialist plays a critical role in building capacity and competence among leaders, supervisors and personnel to interpret survey feedback, engage in meaningful conversations, and co-create insight-driven action plans that can be owned and delivered at individual and team levels.

In performing their duties, the HR Specialist, Culture & Engagement brings deep subject matter expertise in culture, employee engagement, employee experience, and (ideally) people analytics.

The role is full-time, may be home-based, Copenhagen/HQ-based, or based in any of UNOPS Regional Office locations - in Nairobi, Geneva, Bangkok, Amman, or Panama City. Where the role is home-based or based in one of UNOPS Regional Office locations, the incumbent may be required to travel as and when required.
Summary of functions: Culture & Engagement Survey Strategy ...

Summary of functions:

Culture & Engagement Survey Strategy 

Project Management

Data Analysis and Action Planning

Knowledge Sharing and Capacity Building Culture & Engagement Survey Strategy 

Co-design the UNOPS Culture & Engagement Survey and other continuous listening tools and practices to support UNOPS’ strategic goals and ongoing culture transformation.

Support the Head of Organization Culture & Engagement to deliver executive consulting sessions on people engagement results and action planning sessions.

Conduct assessments on emerging issues and opportunities related to people engagement and organization culture at UNOPS.

Support organizational leaders at global and regional/ country levels to develop and deliver key messages related to engagement and culture.

Collaborate with HR leads and focal points at global, regional and country levels to co-create and implement relevant Culture and Engagement approaches and methodologies.

Work with the People and Culture leadership team to ensure that all people engagement activities and initiatives are aligned to functional and organizational strategies.

Support change management and culture transformation efforts by guiding and leading culture ambassadors across different regions. Develop and facilitate training on people engagement and organization culture at global, regional and country levels.

Collaborate with the Communications Group (CG) on communication and other relevant campaigns aimed at fostering engagement and ownership around the organization’s core values.
Project Management

Manage the delivery cycle for the UNOPS Culture & Engagement Survey, from preparation of respondents’ data through delivery of the survey to presentation of results and facilitation of action planning across multiple stakeholders in the organization.

Define project timelines, milestones, and deliverables in collaboration with the various stakeholders. Monitor progress and ensure that activities are completed within established deadlines.

Identify opportunities to enhance the effectiveness and efficiency of the Pulse Survey program. Recommend and implement process improvements as needed.

Oversee the contractual agreements with the service provider responsible for conducting the pulse survey, ensuring adherence to contractual terms, monitoring service delivery for quality assurance, and promptly addressing any performance issues or concerns that may arise.

Monitor project budget, service hours, and administrative procedures to ensure compliance with the contractual agreement with the service provider.

Provide direction and oversight to external consultants and vendors as necessary.
Data Analysis and Action Planning

Analyze survey data to identify trends, insights, and areas for improvement. 

Prepare required comprehensive reports and presentations to communicate findings to senior management and relevant stakeholders.

Review presentations prepared by the service provider, ensuring data accuracy and providing feedback and recommendations for improvement.

Create speaking notes to accompany presentations as necessary.

Lead the dissemination of survey results, working closely with the service provider to ensure excellence in delivery standards. Collaborate with internal stakeholders to interpret results and facilitate discussions to drive actionable insights.

Facilitate action planning sessions with local and regional teams to develop strategies and initiatives based on survey results. Provide guidance and support to ensure the successful implementation of action plans.

Develop and facilitate engagement activities and initiatives post-survey to enhance personnel experience and empower management, fostering a culture of continuous improvement..

Develop, define and monitor robust KPIs for measuring the quantitative and qualitative impact of the organization’s people engagement strategy as implemented.

Establish close working relationships with leaders, supervisors and personnel across functions and geographies in order to proactively identify and prioritize engagement issues, develop solutions to address such issues and provide feedback to relevant stakeholders. Knowledge Sharing and Capacity Building

Contribute to the dissemination and sharing of knowledge, best practices and lessons learned on people engagement and organization culture across the HR community in UNOPS, through webinars, written communications, and practical support.

Stay updated on industry trends and best practices in employee engagement, employee experience and organization culture, and propose innovative approaches to improve data analysis and reporting capabilities. The incumbent’s outputs have a positive impact on the overall execution of UNOPS People Strategy, particularly enabling culture transformation through people engagement interventions and practices.

Develops and implements sustainable business strategies, thinks long term and ex...
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 Master’s degree or equivalent in Business Administrati...
Education

Master’s degree or equivalent in Business Administration, Human Resources, Organizational Psychology, Behavioral Science, or related field.

As a substitute to the requirement of a Master’s degree, at least seven (7) years of relevant experience combined with a Bachelor’s degree (or equivalent) in any relevant discipline.

Globally recognized professional accreditation, such as CIPD or SHRM, together with a Bachelor’s degree (or equivalent) in any relevant discipline and seven (7) years of relevant experience will also be considered as a substitute for the requirement of a Master’s degree. Experience Requirements

Minimum of five (5) years experience in the design and delivery of employee engagement surveys and other employee listening tools, preferably within management consulting, analytics and advisory firms specializing in employee opinion/ engagement surveys, and/or the HR/ People function of international organizations made up of a globally distributed workforce is required.

Sound knowledge of leading employee engagement and employee experience principles and practices is required. Language Requirements

Full working knowledge of English is required.

Knowledge of another official UN language is an asset.

Contract type: International ICAContract level: ICS10