This is an internal vacancy, only candidates working at UNOPS will be accepted.
The HR Associate implements the analysis and improvement of HR plans and processes at the regional level. The role is responsible for using data and metrics (KPIs) to identify bottlenecks and optimization opportunities, ensuring coherence and operational excellence in the delivery of regional HR services. Furthermore, he/she acts as a technical mentor and operational wildcard for the HR network in field offices when needed.
Under the supervision of the Regional Advisor the HR Associate will perform the functions described below which are structured to reflect the strategic focus on regional support and analytical capabilities.
Regional Data, Results, and Analysis Management
Collect, maintain, and continuously update regional HR data and statistics to support planning of various regional and corporate activities or initiatives..
Generate detailed and periodic HR KPI analyses at the regional level (e.g., time-to-hire, turnover rates, performance evaluation compliance, people survey action status, learning progress, etc) to measure operational effectiveness and efficiency.
Design and maintain HR monitoring dashboards using ERP and other HR Information Systems (HRIS) data to provide business intelligence to regional/field offices management.
Contribute to the drafting of reports, presentations, summaries, and briefing notes that articulate HR operational results and present clear recommendations for regional improvement.
Process Optimization, Projects, and Operational Excellence
Support the rollout and implementation of HR strategies and initiatives aligned with corporate objectives.
Provide independent support in the review and mapping of key HR operational processes across the region’ offices to identify inefficiencies and opportunities for automation or standardization.
Contribute to the development and refinement of regional and internal Standard Operating Procedures (SOPs) to ensure full conformity and operational excellence in all HR processes.
Support strategic HR projects and change initiatives driven by headquarters or the region (e.g., implementation of new HRIS tools, change management initiatives, etc) and being implemented in local/field offices.
Oversee the accuracy of transactional data entered into the ERP system and maintain proactive tracking systems to ensure deadline compliance and mitigate operational risks across the region.
Act as the regional focal point for user testing and the implementation of improvements to HR Information Systems (HRIS).
Wildcard Operational Support and Regional Talent Acquisition
Serve as a rapid deployment resource or “wildcard” for field offices within the region that face high recruitment volumes or HR personnel shortages.
Directly execute crucial stages of the recruitment and selection process (e.g., longlisting, interview coordination, documentation verification) when wildcard support is activated, ensuring that regionally established standards of consistency and accuracy are maintained.
Coordinate with the Shared Services Centre (SSC) on personnel administration matters, acting as the primary liaison for the standardization of transactional processes.
Regional Retainer Pools — Management and HRFP
Retainer Contract Administration: Oversee contract administration and management for regional retainer personnel.
HR Focal Point for retainers: Act as the primary HR focal point for all regional retainer personnel, providing professional guidance on conditions of service, contractual packages, salaries, and related administrative processes.
Payment Process and Fee Administration: Manage and track the payment process for regional retainer personnel, ensuring timely and accurate processing, and proactively coordinating workflow to ensure timely task completion.
HR Services to the Regional Office Personnel:
Support all range of HR operations for the personnel located in the regional office including talent acquisition, contract administration, learning & development, performance management, people culture and engagement, and HR desk support.
Support in communicating HR policy updates and new initiatives to regional offices and personnel, offering clarification and guidance where needed.
Act as back up of the HR Associate.
Knowledge Transfer and Regional HR Network Strengthening
Act as a technical focal point and mentor for HR teams in field offices, providing expert guidance on the implementation of new processes, systems, and the coherent application of optimized policies.
Design, facilitate, and actively lead regional Communities of Practice (CoPs) for HR, using this forum to disseminate data insights and ensure the adoption of operational best practices across the region.
Lead the organization, facilitation, and delivery of training sessions specifically designed for field office personnel and regional managers, focusing on the correct use of optimized processes and HR information systems.
Implement change management strategies to ensure that optimized processes and new systems are adopted effectively and coherently across all offices in the region.
