The Division of Human Resource Management (COR/HRM) is responsible for developing and implementing a human resources strategy which ensures modern, cohesive, people-focused and inclusive approaches are employed in order to maximize the contribution and potential of UNIDO’s workforce. The Division is led by the Director of Human Resource Management and includes two units – the Talent Management Unit and the HR Policy, Employee Relations and Operations Unit.

This position is located in the HR Policy, Employee Relations and Operations Unit (COR/HRM/PEO) which includes the HR Policy and Employee Relations Unit (COR/HRM/PEO/PER) and the HR Operations and Planning Unit (COR/HRM/PEO/OPP), each led by a Unit Head.

The COR/HRM/PEO portfolio includes HR Policy, Employee Relations, Social Security, Benefits & Administration, Conditions of Service and Workforce Planning.

At the P5 level, the incumbent is expected to deliver (a) work that is integral to UNIDO’s mandate; (b) in creating an enabling environment which is catalytic, gap-building and opportunistic; (c) in building partnerships and networks to strengthen Programmes; and (d) in achieving results within Cross Programme or Inter-Services teams.

The UNIDO Staff Performance Management System reinforces the collaboration within formal units as well as among cross-functional teams. In this context, the incumbent collaborates with his/her supervisor and colleagues, within as well as outside the unit. Within the formal teams, the incumbent may be expected to backstop other team members as required.

Staff members are subject to the authority of the Director-General and in this context all staff are expected to serve in any assignment and duty station as determined by the needs of the Organization.

1. Main Responsibilities

As a key member of the COR/HRM leadership team, the Chief of HR Policy, Employee Relations and Operations will play a pivotal role in shaping and sustaining a positive work environment for UNIDO’s workforce.

They will lead the development and delivery of approaches that help shape a workplace where individuals thrive, and teams excel.

This leadership role champions efforts that improve efficiency and effectiveness through business process excellence, including modern approaches to HR analytics. This role has a strong focus on relationship management, stakeholder and client satisfaction, strategic partnership, change leadership and diversity, equity and inclusion.

RESPONSIBILITIES

HR Policy

• Conducts a comprehensive review of UNIDO’s HR policy framework with a view to ensuring that the organization benefits from a cohesive, consistent, modernized and people focused HR policy suite which is responsive to current and emerging organizational needs ;

• Develop and ensure effective roll out of modern, streamlined and people centered HR policies in collaboration and consultation with relevant organizational stakeholders, taking due account of duty of care and Diversity, Equity and Inclusion (DEI) related considerations;

• Conduct risk-analysis and provide HR policy advice that promotes organizational behaviour aligned with the strategic priorities of UNIDO, including promoting an enabling, inclusive working environment;

• Provide advice on waivers, exceptions, and discretionary decisions, in consultation with other organizational stakeholders and taking into account precedence and relevant administrative law and jurisprudence;

• Work collaboratively with representative groups to gather feedback, address concerns, and ensure their involvement in decision-making processes regarding HR policies and initiatives;

• Provide authoritative advice on HR policy interpretation and people management practices to support accountability and oversight;

• Monitor compliance with HR policies and procedures; Develop data collection systems to optimize data driven HR policy decisions and recommendations;

Employee Relations

• Provide advice on a wide range of complex and sensitive administrative and HR legal matters, including internal review and appeal mechanisms, disciplinary measures, involving substantive and procedural issues relating to international administrative law and administration of justice;

• Advise personnel and management on employee relations matters such as workplace conflicts, including on the effective use of both informal and formal resolution processes;

• Ensure the provision of responsive, confidential and timely case management of Complaints of Harassment, Sexual Harassment, Discrimination and Abuse of Authority, in line UNIDO’s established policies and procedures; Contribute to the case management of other case management mechanisms such as Prevention of Sexual Exploitation and Abuse (PSEA);

• Work with the organizational stakeholders to improve and maintain HR/employee communication channels, promoting two-way exchange and feedback which supports co-creation of employee focused programmes and initiatives, including tailored approaches for field based personnel

HR Operations

• Oversee the management of entitlements and conditions of service based on the provisions of the staff regulations and rules and associated administrative issuances for all categories of UNIDO’s workforce;

• Cooperate with relevant bodies with a view to harmonizing the conditions of service of UNIDO personnel to maintain alignment with United Nations system-wide frameworks; Represent UNIDO at inter-Agency committees, boards and working groups on the review of UN Common System benefits and entitlements;

• Advise on complex cases relating to benefits and entitlements;

• Oversee the management and administration of UNIDO’s post table; serve as the HRM focal point for the preparation of UNIDO’s Programme and Budget to ensure that workforce planning considerations are duly reflected and that UNIDO’s post table reflects current and emerging organizational needs;

Leadership and Management

• Promotes an inclusive and enabling workplace culture across the Policy, Employee Relations and Operations Unit, acts as a role model in relation to UNIDO values and competencies;

• Provides leadership and management on all aspects of people management; Ensures optimal management of allocated financial resources;

• Promote effective internal communication on people management practices across UNIDO’s workforce, with tailored approaches to address specific needs of field based personnel

• Represents COR/HRM, as appropriate, in HR Policy and Administration matters before governance bodies, UN agencies, and external partners.

REQUIREMENTS

Education: An advanced university degree (Master’s or higher) in human resource management, organizational development, law, or another related field is required.

Professional certification in areas relevant to the role is desirable. Membership of a professional body for HRM is desirable. A Legal qualification is desirable.

Experience: A minimum of ten (10) years of increasingly responsible professional experience in human resource management is required, with a minimum of 6 years working in HR Policy and/or Administrative Law portfolios of the UN or similar international organizations, including experience in ILOAT appeals process is required. A minimum of 6 years’ progressively responsible managerial experience is required.

Functional Competencies:

• Demonstrated experience in developing and delivering cohesive and comprehensive HR policy frameworks, with a strong understanding of best practices, legal requirements, and industry standards;

• Proven experience in reviewing HR policy frameworks, developing and implementing action plans to streamline, consolidate, revise, amend or abolish, as applicable, outdated or obsolete policy instruments;

• Proven experience in the management of complex employee relations matters, including complaints procedures and internal/external administrative appeals mechanisms;

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

• Proven experience in overseeing the administration of benefits and entitlements, conditions of services, and related processes;

• Proven experience in leading teams in the modernization of HR policy and processes;

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

• Excellent interpersonal skills with the ability to work collaboratively with stakeholders at all levels; the

• Demonstrated awareness of DEI considerations, including gender equality, and an ability to integrate these perspectives into tasks and activities;

• Demonstrated experience in facilitating change management processes.

Language Skills: Fluency in written and spoken English required. Fluency in or working knowledge of other languages of the United Nations is desirable.