|UNFPA recruits 01 Senior HR Business Partner, Division for Human Resources|
Description de l’offre
Re-advertisement – Senior HR Business Partner, Division for Human Resources, Dakar, Senegal, P-5
NOTE: This post is being re-advertised. All candidates who have applied previously need not re apply.
This post is rotational.
Location: Dakar, Senegal
Post type: Fixed term appointment
Duration: One year (renewable) (*)
Closing date: 30 July 2021 (5:00 pm NY time)
[*] No expectancy of renewal in accordance with UN Staff Regulations 4.5
You will manage the interface between business units and the Human Resources function in UNFPA by providing strategic HR Client services and driving Career, Development & Mobility Programmes Branch and initiatives in your client area.
You will report to the Deputy HR Director.
How you can make a difference:
UNFPA is the lead UN agency for delivering a world where every pregnancy is wanted, every childbirth is safe and every young person’s potential is fulfilled. UNFPA’s new strategic plan (2018-2021), focuses on three transformative results: to end preventable maternal deaths; end unmet need for family planning; and end gender-based violence and harmful practices.
In a world where fundamental human rights are at risk, we need principled and ethical staff, who embody these international norms and standards, and who will defend them courageously and with full conviction.
UNFPA is seeking candidates that transform, inspire, and deliver high impact and sustained results; we need staff who are transparent, exceptional in how they manage the resources entrusted to them and who commit to deliver excellence in programme results.
The HR Business Partner (HRBP) is a key member of the global HR team and facilitates the identification and meeting of the Human Resource needs and objectives of the organization in West and Central Africa supporting the effective implementation of the Human Resources aspects of the UNFPA Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support the clients’ business objectives. The HRBP manages the business-HR interface and guides client managers in applying HR policies and practices effectively and equitably, also invites them to contribute to development of policies and HR initiatives in support of new and evolving ways of doing business. The HRBP will ensure delivery of timely, client focused HR support in a spirit of partnership with the business. In close collaboration with the Career Development & Talent Mobility Branch, you will lead and coordinate the efficient, consistent implementation of key HR processes in West and Central Africa. You will strengthen the team’s ability to provide value-adding advice to managers and staff regarding policy application in all areas of Human Resources.
You will supervise a team of Human Resources Specialists and Assistants who support managers and staff based in the field. Together with the Deputy Director, Client Services the Regional HR Business Partner will be responsible for ensuring that the delivery of HR services globally meets clients’ expectations with regard to efficiency and consistency.
The position is a rotational and roster post.
The HRBP works with Client managers, including Directors and Representatives or equivalent level, and staff at all levels in the country offices and in New York, and participates in Regional Management Team. You will also work closely with other DHR Units, Legal, Staff Association, the Ombuds Office, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark and promote the progress in modernizing HR policies and practices.
Main Tasks & Responsibilities
You will be responsible for:
1. Policy Advice:
• Serve as the lead interlocutor with the Policy Adviser on compelling business cases for new or revised policies, based on consultation with, guidance to, and/or feedback from, other HR Business Partners;
• Advise staff and managers on HR policies, guidelines, and practices;
• Provide quality advice to develop innovative HR approaches and solutions to complex problems;
• Manage the implementation of HR policies and practices by managers, HR Focal Points and other non-HR staff involved in implementation of HR policies and processes at the local level providing timely technical advice, guidance, follow-up and training as appropriate;
2. Performance and Staff Development:
• As a senior member of the DHR Team provides strategic advice on performance management and career development systems to HR Programmes.
• Manage the implementation of all corporate talent management programmes, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the Career, Development & Mobility Programmes Branch;
• In collaboration with the Career, Development & Mobility Programmes Branch, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of under-performance; advise staff on career development, and support client managers in continuously building up and developing their people management capabilities;
• Take the lead in identifying, assessing and resolving issues, problems, and conflicts at the Regional and CO levels as appropriate, including guidance on informal and formal avenues of conflict management;
• In collaboration with the Directorate, provide support on identifying and managing complex cases (e.g. performance, health, medevac and separations);
• Work directly with staff members in HQ/Regional and Country Offices, as appropriate, on skill/learning needs assessments, and contribute to design and implementation of customized learning interventions;
• Working closely with the Career, Development & Mobility Programmes Branch and the Regional Learning Focal Points ensure strategic regional learning needs are met.
3. Organizational Effectiveness/Business Consulting
• As a senior member of the DHR Team, participate in and coordinate corporate level, organizational-wide HR initiatives, pilot programs, workshops, training sessions, etc. as determined by the Deputy HR Director or the HR Director.
• Lead the development and implementation of talent management programmes, in consultation with the Career, Development & Mobility Programmes Branch, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area working closely with the Specialists in the Career, Development & Mobility Programmes Branch;
• Advise and support in the design and implementation of interventions to support organizational effectiveness and high performing teams;
• Participate as a team member on HR projects, working groups, task forces, etc. in the client area and/or at corporate level;
• Provide guidance to client units on the review of GSS feedback, related action planning, implementation and follow-up;
• Act as member of the UNFPA/PSD Internal Consulting Group (ICG), drive organizational development across the organization by advising management on change processes and developing HR related initiatives to facilitate change, liaising with relevant stakeholders both in DHR and in the client system;
• Support the Regional and Country Offices in the transition to new modes of engagement. This may include assessment, realignment/shifts in staffing patterns, skills profiles and/or organizational structures;
• Undertake assessment and realignment of other business units as needed;
• Act as an integral member of the Regional Office Leadership Team, as appropriate for field based HRBPs, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programmes and current people issues/solutions;
4. Planning and Analytics, and Workforce Management:
• As a senior member of the DHR Team participate in HR Corporate Initiatives providing technical leadership on workforce planning, staffing trends and needs, implementation of corporate HR initiatives/programmes, development of local HR initiatives and leading open discussions on current people issues and possible solutions;
• Proactive use of HR analytics to understand the staffing trends in the client area;
• Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives;
• Contribute to the development and implementation of the Annual Regional (e.g. workforce analysis, recruitment, staff performance, staff development, career development and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of UNFPA’s People Strategy.
5. Recruitment and Staffing
• Manage all recruitment activities and administration of national, as appropriate, and international staff in the respective client area, including high level national posts at Country level;
• Oversee and provide guidance and advisory service to Regional and Country Offices, as needed, on staffing matters;
• Manage recruitment and administration of national and international Individual Consultants (ICs), and provide quarterly reports;
• Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted;
• Work with UNDP BES Team, local and HQ, on HR administrative matters.
6. Humanitarian Capacity and Capability
• Working closely with the DHR Humanitarian Unit to:
• a. Assist in cases of humanitarian and medical emergencies, in collaboration with the Humanitarian Office and DHR Humanitarian Unit, DHR/Duty of Care, Security, and other relevant interagency counterparts;
• b. Manage the provision of timely support to countries under fast track. Assist in talent acquisition for urgent humanitarian/other situations not in fast track countries requiring rapid response;
• c. Support capability development efforts on humanitarian response.
7. Knowledge building and knowledge sharing
• As a senior member of the DHR Team actively facilitate sharing of business knowledge and capacity building related to the evolving business operations and responses in DHR;
• Contribute to the relevant networks within the UN system and other major international organizations, representing DHR, as assigned, to find synergies, benchmark and promote the progress in modernizing HR policies and practices within the UN system, including recommendations to UNFPA/DHR.
• Facilitate knowledge building and knowledge sharing in Western and Central Africa through active participation in the HR Business Partners community of practice.
• Contribute to building awareness and understanding of HR policies through knowledge sharing across HQ / Region;
• Provide oversight and guidance to staff/team members supervised.
Perform any other duties as may be required by the Deputy HR Director or the HR Director.
Qualifications and Experience
Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Development or related discipline.
Knowledge and Experience:
• Ten years of progressively relevant experience in HR management of which five years at multilateral/international level and five years in a similar role are required, preferably in a UN common system organization.
• Field experience is required;
• Experience in a supervisory/managerial role is required;
• Strategic mindset coupled with strong analytical skills, a proven ability to handle big picture perspectives, and proven ability to manage day to day operational matters required;
• Experience interpreting and implementing UN Staff Rules and Regulations or in a similar multilateral organization required;
• Experience implementing benefits and entitlements preferably a UN common system organization or in a similar multilateral organization required;
• Proven ability to deliver effective solutions to complex HR challenges in a multicultural environment;
• Excellent organizational, multi-tasking and project management skills;
• Ability to handle confidential information and gain trust;
• Excellent influencing skills and demonstrated ability to gain support of across organizational boundaries and with external stakeholders and counterparts;
• Strong professional expertise, knowledge and the gravitas to work with Senior Management;
• Strong communication, collaboration and team skills;
• Experience with international development/humanitarian organization, multilaterals or INGO’s is an asset;
• Experience providing remote HR advisory services an asset;
• Experience in change management is an asset.
Fluency in English and French are required.
• Exemplifying integrity
• Demonstrating commitment to UNFPA and the UN system
• Embracing diversity in all its forms
• Embracing change
• Achieving Results
• Being Accountable
• Developing and Applying Professional Expertise/Business Acumen
• Thinking analytically and Strategically
• Working in Teams/Managing Ourselves and our Relationships
• Communicating for Impact
• Anticipating client’s needs of HR support and responding based on clear understanding of the issues/concerns;
• Acting as a trusted advisor, removing obstacles and resolving issues within and across units;
• Assuming accountability for agreed results and meeting deadlines, creating conditions for achieving them;
• Using facts to persuade and demonstrating the ability to gain commitment;
• Job knowledge/technical expertise.
• Providing strategic focus;
• Engaging internal/ external partners and stakeholders;
• Leading, developing and empowering people/ creating a culture of performance;
• Making decisions and exercising judgment.
UNFPA Work Environment
UNFPA provides a work environment that reflects the values of gender equality, teamwork, Embracing diversity in all its forms, integrity and a healthy balance of work and life. We are committed to maintaining our balanced gender distribution and therefore encourage women to apply. UNFPA promotes equal opportunities for all including persons with disabilities.
WARNING TO APPLICANTS: UNFPA does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you have received a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web. Should you feel that you have received a fraudulent notice, letter or offer that makes use of the name or logo of UNFPA, you may submit a report through the UNFPA fraud hotline http://www.unfpa.org/help/hotline.cfm
Notice to applicants: In accordance with the rules of the United Nations, persons applying to posts in the international Professional category, who hold permanent resident status in a country other than their country of nationality, are required to renounce such status upon their appointment. Exceptions to this rule are very limited and can be made only for: (a) stateless persons; (b) newly appointed staff members who have applied for citizenship by naturalization, when such citizenship will be granted imminently; (c) acting staff members in the General Service and related categories with permanent residency status, on promotion to the Professional category; (d) staff members appointed under a temporary appointment. Please understand that UNFPA is not in a position to provide advice on or assistance in applying for any citizenship.
HOW TO APPLY:
UNFPA has established an electronic application management system. This allows applicants to create a candidate profile, which can be updated regularly and submitted for more than one vacancy.
Download the Step by Step Guide to Applying in the E-Recruit System of UNFPA at http://www.unfpa.org/employment. Please print out the Guide for your reference during the registration and application process.
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