HR Officer (Recruitment Support)

Background Information – BSSC

The UNOPS Bangkok Shared Service Centre (BSSC) is a corporate delivery platform of transactional services under the Shared Services Centre (SSC). BSCC was established for the purpose of: providing global cost-effective transactional services, enhancing the compliance and operational capacity of UNOPS, increasing efficiency, reducing costs and standardizing systems and procedures. BSSC provides global HR shared services related to personnel administration.

As part of BSSC Personnel Administration and under the direct supervision of the HR Specialist – Recruitment Support, the HR Officer – Recruitment Support is responsible for leading the team that effectively administers and implements HR recruitment support services, including both national and international recruitments. The HR Officer – Recruitment Support works in close collaboration with the Programme, Project and Support Services colleagues administering UNOPS and partner personnel in the region and with UNOPS HQ colleagues, to exchange information and ensure consistent service delivery, particularly in terms of recruitment processes. The HR Officer – Recruitment Support leads the team that provides recruitment services to field offices, ensuring high quality of work, accurate, timely and properly recorded/documented service delivery. Additionally, the HR Officer – Recruitment Support promotes a client-oriented approach and is responsible for ensuring consistent compliance with the governing rules and regulations for HR management and selections in UNOPS.

Functional Responsibilities

1. Team Management
2. Talent Acquisition and Administration
3. Support to Policy Development and Implementation
4. Knowledge Building and Knowledge Sharing

1. Team Management

• Guide and supervise the recruitment team to ensure its provision of efficient and high quality service to clients.
• Ensure the team is highly motivated and thriving in their work.
• Facilitate the engagement of the team supervised through effective recruitment, work planning, performance management, coaching, and promotion of learning and development.
• Provide oversight, ensuring compliance by team members with existing policies and best practices.

2. Talent Acquisition and Administration

• Oversee the application and implementation of talent acquisition policies and processes covering recruitment, position management, salary and benefits administration, and contract issuance.
• On an ad hoc basis, serve as the HR Representative on CBI panels, taking minutes during interviews and finalizing the overall selection minutes with active input from panel members (English-language panels).
• Under the guidance of IPAS HR, coordinate the efficient administration of contractual modalities, loans, exchanges, and secondments in the given geography, including oversight of engagement with relevant partners.
• Produce data-driven suggestions for the improvement of recruitment practices by creating and monitoring recruitment KPIs, efficiencies, and procedural timelines.
• Utilize recruitment plans, tools and contribute to policy guidance to efficiently and effectively recruit a diverse workforce to meet the needs of the business objectives.
• Lead recruitment processes, ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy.
• Guide clients through recruitment and selection processes.

3. Support to Policy Development and Implementation

• Contribute to HR policy development and corporate HR initiatives by providing data on trends, risks and opportunities and sharing local recruitment best practices.
• Maintain an effective level of business literacy about the Organization’s objectives and plans, and in consultation with Management, implement the corporate HR strategy and recruitment initiatives.
• Partner with leadership to develop and implement workforce planning and succession planning initiatives employing HR business processes mapping, to ensure efficient and effective services and work flows. Monitor workforce status and trends.
• In the area of recruitment, communicate HR policy changes and new HR initiatives to management and personnel, providing guidance, as needed.

4. Knowledge Building and Knowledge Sharing

• Organize, facilitate and/or deliver training and learning initiatives for personnel on recruitment-related topics.
• Conduct initiatives on capacity development and knowledge building for HR personnel in the area of recruitment, including network development, plans, learning plans and activities, HR practice information and best practice benchmarking.
• Guide team’s collection of feedback, ideas, and internal knowledge about processes and best practices and utilize productively.
• Guide the development and maintenance of recruitment analytic parameters, dashboards and data to facilitate informed decision making in the area of recruitment.

Impact of Results:
The effective and successful achievement of results by the HR Officert directly affects the capacities and performance of the HR teams in their management, and implementation of Human Resources service lines and initiatives for the given geography. These affect client satisfaction as well as the readiness and capabilities of the human capital, to effectively develop and implement the programmes and projects of UNOPS. This promotes the credibility of the organization as an effective service provider in project services and management.

Competencies

Integrity and Inclusion – 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.

Leading Self and Others- 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.

Partnering – 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).

Results Orientation – 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.

Agility – 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.

Solution Focused – 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.

Effective Communication – 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/Experience/Language requirements

Education:

• An advanced University Degree in Human Resources Management, Business Administration, Public Administration, or equivalent disciplines is required.
• Or a first University degree in Human Resources, Business Administration, Public Administration, or equivalent disciplines combined with 2 years of relevant experience.
• Knowledge of UN policies, procedures and practices desirable.

Experience:

• Minimum of 1 year of experience in professional-level recruitment and/or HR generalist services in an international, public or corporate organization is required.
• A first-level university degree in combination with and additional 2 years of relevant work experience may be accepted in lieu of the education requirements outlined above.
• Some experience in UN system organizations preferably in a developing country is desirable.
• Relevant experience in a multicultural setting is desirable.
• Experience supervising teams is a distinct advantage.

Language Requirements:

• Fluency in English is required.
• Working knowledge of Spanish and/or French is highly desirable.

Other Requirements:
Within the required working hours (8 hours per day plus a 30 minute lunch break), some flexibility to accommodate recruitments occurring outside the Bangkok time zone (GMT+7) is expected.

Contract type, level and duration

Contract type: ICA

Contract level: Local ICA Specialist-8

Contract duration: Open-ended, subject to organizational requirements, availability of funds and satisfactory performance.

For more details about the ICA contractual modality, please follow this link:
https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.aspx

This position is based in family duty station.