Head People Policy

People and Culture GroupThe People and Culture Group (PCG) drives the right cul...

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 Head of People Policy at UNOPS is a pivotal strategic leadership role responsible for the design, development, and implementation of human resources policies. Reporting to the Director People and Culture, the incumbent plays a key role in shaping the organization’s people policies to align with UNOPS's mission, values, and strategic objectives. The role is responsible for developing, reviewing, and advising on HR policies across the employment lifecycle.

The incumbent of this position provides substantive expertise on the formulation, application and interpretation of the UN Staff Regulations and Staff Rules and UNOPS HR policies and procedures, with a focus on the provision of people-related transactional and advisory services, ranging from recruitment and selection to benefits and entitlements, contract management, personnel support, and exit management.. 

The incumbent conducts risk-based HR policy analysis and provides advice on waivers, exceptions, and discretionary decisions, while liaising with other UNOPS units and external stakeholders to ensure alignment and consistency. 

In performing their role, the Head of People Policy is able to communicate ideas and concepts clearly and convincingly while analyzing complex situations and coordinating actions beyond established procedures and models in order to resolve issues and deliver results.

Summary of functions: Strategic HR...

Summary of functions:

Strategic HR Policy Development and Implementation

Strategic Advisory and Partnering 

Representational and Management Support 

People leadership

1. Strategic HR Policy Development and Implementation

Under the guidance and in consultation with the People and Culture management team, draft and formulate HR policy content primarily focusing on selection processes, management of benefits and entitlements, duty of care for all personnel, personnel wellbeing, contract management practices, individual performance management and development practices, and exit management.

Design and formulate consistent UNOPS HR policies and frameworks for delivering HR support to individual personnel across the organization.

Spearhead the development of data collection systems to optimize data quality of HR policy decisions and recommendations.

Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.

Develop and contribute to the delivery and maintenance of simplified HR policies in collaboration and consultation with subject matter experts within PCG, Legal Group, Ethics and relevant stakeholders.

Explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.

Conduct risk-analysis and provide HR policy advice that promotes organizational behavior aligned to the strategic direction of UNOPS and in line with the new Integrated People Strategy.

2. Strategic Advisory and Partnering

Serve as the primary policy advisor to UNOPS Senior Management through the PCG Director, providing strategic guidance and expertise on HR policies and practices.

Review and revise HR policies to capture timely implementation of any changes to the UN Staff Regulations and Staff Rules and UN Common system HR policy reforms from the International Civil Service Commission and other interagency fora.

Provide authoritative policy advice to HR and UNOPS leaders on HR policy interpretation and people management practices to support accountability and oversight. 

Monitor and ensure compliance of HR policies and procedures rigorously, and uphold integrity and accountability through high quality standards in all activities in HR.

Advise entities operational counterparts) on complex human resources policy issues including individual cases to ensure consistent application of policies across UNOPS and harmonization at the UN Common system level, where applicable.

Advise managers on conflictual cases and provide risk analysis based on HR policy guidance to navigate the internal justice process, balancing individual and institutional interests.

Analyze requests for approval of waivers from HR policies and HR-related corporate decisions.

Complete risk assessments to ensure minimized liabilities and strengthen accountability, consistency and efficiency in HR management.

Review and analyze implications of HR policies and all contractual modalities and provide expert advice with recommendations on practical HR business solutions.

Draft position documents and advise on individual cases, as required.

3. Representational and Management Support 

Prepare substantive inputs for position papers, briefings and/or background notes, presentations, statements, various reports on human resources policy issues for presentation to UNOPS senior leadership and intergovernmental bodies. 

Represent and support PCG management in representing UNOPS and PCG in the sessions of the International Civil Service Commission and the Human Resources Network of the Chief Executives Board, including related sub-committees and working groups.

Respond to audit observations and recommendations relating to human resources management from the Board of Auditors, the Office of Internal Oversight Services and other UN bodies.

Ensure the implementation of agreed audit recommendations and advise on corrective measures to be taken and establish relevant internal controls.

Support any other engagement with international bodies related to human resources management.

Support the PCG function in communicating UNOPS’ people principles informing HR policy to empower people managers across the organization.

4. People Leadership 

Lead a team of policy experts to provide global leadership and support on HR Policy development, maintenance, authoritative interpretation, and guidance.

Proactively and consistently consult with all relevant internal and external stakeholders on policy development and/or revision.

Prepare inputs for the annual work programme and budgets of PCG, determining priorities, resources’ needs and allocating resources for the completion of qualitative outputs and their timely delivery.

Strengthen effective communications on people management practices among units, groups and regional offices and other various stakeholders.

Work collaboratively with staff representatives to gather feedback, address concerns, and ensure their involvement in decision-making processes regarding HR policies and initiatives.

Impact of Results

The Head of People Policy’s contributions directly impact UNOPS' ability to support partners in achieving their goals. In addition, this position serves as a key strategic advisor to the leadership in helping spearhead UNOPS’ global HR transformation.

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 Advanced university degree (Master’s degree or equival...
Education

Advanced university degree (Master’s degree or equivalent) preferably in Human Resources Management, Public Administration, Labour Law, social sciences or related field.

Two (2) additional years of relevant experience in combination with a relevant first-level university degree (Bachelor’s or equivalent) as a substitute to the requirement of a Master’s degree.

Internationally recognized HR professional certification is a plus.

Experience

A minimum of 10 years of HR experience at the international level, with expertise in HR policy development and implementation required;

Experience in developing HR policies, processes, and best practices in the UN or similar international organization;

Minimum of 5 years of formal leadership or supervisory experience over a human resources unit/team/division;

Demonstrated expertise in designing and implementing HR policies and procedures, with a strong understanding of best practices, legal requirements, and industry standards;

Proven track record of strategic thinking, analytical skills, and the ability to translate complex issues into actionable policy recommendations;

Demonstrated experience in exercising sound judgment and decision-making;

Excellent written and verbal communication skills with ability to synthesize complex concepts;

Excellent interpersonal skills with ability to work collaboratively with stakeholders at all levels.

Desired:

Experience crafting HR policies, processes, and best practices in the UN or similar multilateral organization is a distinct asset;

Experience leading or participating in a strategic HR transformation desired;

Experience with an Integrated Service Management Solution (Umoja SAP, Peoplesoft, etc) relating to HR;

Strong network of HR professionals in the international HR community.

Language Requirements
Full working knowledge of English is essential. Knowledge of another official UN language is an asset.
Contract type: Fixed-term appointmentContract level: P5, ICS12Contract du...
Contract type: Fixed-term appointment
Contract level: P5, ICS12

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