Stakeholder Management:

• Establish and develop solid working relationships with clients and key stakeholders, including but not limited to, Client Representatives, HR field focal points, and New York based portfolio team members, ensuring their awareness on key HR activities, issues, policy updates, procedures and best practices.
• Keep clients apprised of UNOPS HR policy developments and advise on the impact of policy on UNOPS’ ability to service stakeholders and implement projects.
• Interpret stakeholders’ HR needs and develop internal procedures and processes to enhance the efficient and effective management of HR services.
• Supervise the collection and synthesis of relevant procurement data and statistics that would feed into the client’s strategic and operational plans.
• Lead internal quarterly assurance reviews for human resources activities.
• Brief Senior Management on performance against KPIs, key challenges and lessons learned.
• Represent PSC in external quarterly review for human resources, and meet with client to discuss, promote and advise on the full range of cluster-wide HR activities and issues, including high profile recruitment, roster replenishments, hiring and separation trends related to gender, use of in-kind (i.e. gratis) and third party (e.g. CTG) personnel, mobility, and retention.

Project Based Recruitment

• Develop and implement large-scale recruitment strategies for project-based roles aligned with organizational goals.
• Collaborate with senior project managers and key clients to understand and address recruitment needs.
• Lead coordination of recruitment initiatives with partner organizations to foster strong strategic alliances and streamline processes.
• Establish and monitor recruitment KPIs, preparing performance reports for executive leadership.
• Oversee and ensure compliance with the G4 Visa application process, managing high-level escalations as needed.
• Build and sustain strategic relationships with senior stakeholders.
• Act as the executive point of contact for recruitment inquiries.
• Ensure compliance with policies
• Oversee the maintenance of accurate and detailed recruitment records, ensuring data integrity and strategic accessibility.

Roster Management

• Lead the analysis of short-term field programme needs and long-term trends in mine action and make recommendations on the establishment or replenishment of roster.
• In consultation with the client, field programme managers, NY-based portfolio teams, and NY senior management, ensure strategic approach to roster management by designing and implementing evidence-based 12-month roster replenishment plans on an annual basis.
• Oversee all PSC roster replenishment/establishment recruitment activities carried out by recruitment focal points including conducting quality review on work stages and ensuring activities follow proper SOPs and corporate HR policy.
• Strengthen the roster recruitment process through establishment and development of SOPs, guidance materials, tools, and promotion of best practices.
• Oversee recruitments from the roster by all PSC programmes, ensure evaluation and selection process is proper and consistent with internal and corporate procedures.
• Supervise usage and maintenance of the rosters, including membership expiry/renewal, document management of individual member profiles (e.g. ASB approvals, educational credentials, references, etc.), track roster deployments and membership expiry dates, processing vacancy notices for field positions, and submitting candidates to hiring managers.
• Work with the client and develop a strategic career advancement plan for roster members.

Team Management

• Manage NYPO regional HR team, which includes six personnel.
• Formulate and implement strategies to develop local HR personnel capability across the cluster.
• Develop mechanisms to monitor HR activities and local HR personnel performances of local PSC programmes.
• Build and maintain a formal network of HR focal points at field level to facilitate consistent implementation of HR strategy.
• Facilitate quality and efficiency outputs through performance management, coaching and promotion of learning and development.
• Foster a sense of empowerment by providing personnel with the space to act autonomously (within their respective scopes of authority) and manage their own work.
• Where and when appropriate, design stretch assignments for high-potential personnel.
• Facilitate career development by providing opportunities for growth, such as participation in training sessions (e.g. Prince2 Practitioner, P3O Foundation, HR CHRE, Pre-Clearance, Job Classification etc.), stretch assignments, and mission travel.

Strategic and Advisory Services

• Define and promote standardized HR practices and procedures across the cluster, especially regarding VA design, outreach, written tests, CBI interviewing methods, recruitment process report writing, and document filing
• Develop approach to ensure that corporate gender (especially gender parity) and diversity initiatives are properly understood and duly implemented at the field level
• Advise on PSC HR strategy development by performing analysis on trends, issues, and opportunities
• Manage, monitor, and enforce the use of global tracking tools to generate HR dashboards on key dimensions, including gender balance, the number of recruitments, and the length of recruitment processes
• Analyze recruitment trends and statistics against key performance indicators (KPIs), to identify areas of weakness and make recommendations for improvements in processes or procedures
• Design templates, tools, SOP and business process maps to facilitate compliance with corporate rules, regulations, and customs
• Provide coaching to HR field focal points to ensure that they are aware of and understand how to implement procedural changes stemming from PQMS updates, other corporate initiatives (e.g. special temporary measures on gender parity, lessons learned, and PSC-specific audit findings
• Oversee the provision of common cluster-wide services, such as merit reward validation, management of endorsed candidates, reclassification, global absence analysis, outreach for international positions, LICA fee-alignment exercises, guidance on standardizing PRA/PER objectives, provision of interview minute writers, etc.
• Identify, codify, and promote lessons learned/best practices in recruitment and personnel administration (e.g. production of SOPs, guidance notes, summaries of PQMS policy changes, etc.)
• Monitor corporate HR policy changes and ensure that portfolio teams and field counterparts are aware of and understand how to apply new HR rules and requirements.
• Carry out regular reviews of recruitment activities, synthesizing and disseminating lessons learned to PSC HQ and the field.
• Collaborate and partner with IPAS HR to bolster oversight and drive continuous improvement of practices.
• In close consultation with IPAS HR, provide guidance on delicate and complex HR matters, such as disputes, grievances, health issues, underperformance, and other sensitive issues
• Work with senior management to carry out strategic analysis of each field programme to determine level of complexity.

Training Design, Delivery, and Planning

• Design, organize, and deliver HR training sessions in the field to both HR and non-HR practitioners (including CBI training).
• Deliver training sessions on UNOPS HR systems, drafting key HR documents (e.g. written tests, recruitment process reports, etc.), or other procedures .
• Work with senior management and key stakeholders to establish and implement a global training and talent management strategy for personnel of PSC programmes.
• Perform periodic global training analyses to ensure that PSC personnel complete mandatory training modules, as directed by HQ.
• Ensure that training records of all PSC personnel are up-to-date in the Learning zone.

HR Management of PSC New York Office

• Collaborate with senior management to develop and implement talent management and workforce planning initiatives.
• Monitor all recruitment for the PSC NY office, ensuring proper and timely completion of VA posting, job classifications (up to ICS-10), ICS-11 shortlist review and approval, pre-clearance of ICA contracts, step determinations, and review of RPAs.
• Endorse technical tests, interview panel composition, and IICA fees.
• Ensure proper work flow regarding the onboarding process for new personnel, visa and travel arrangement, and validation of ICA payroll.
• Develop and implement the PSC NY office learning plan on an annual basis.
• In close collaboration with senior management, lead, and implement talent management initiatives to ensure that the workforce is engaged, informed, empowered, and adequately equipped with the right knowledge and skills.
• Manage and execute high-profile recruitment, especially programme manager posts (P4 and P5).

Management of In-kind Personnel

• Monitor and coordinate the administration of the ‘in-kind’ personnel programme and advise whether the experts-on-mission are a strong fit for the position and that the nature of the position is aligned with the donor’s organizational interests.
• Oversee and provide strategic guidance on preparation of all documentation pertaining to in kind personnel, including formal letters of requests to donors, deployment agreements for experts-on-mission, and country specific MOUs (for Switzerland).
• Advise field programme managers on how to formulate requests to maximize the possibility of donor support.
• Liaise with representatives of donor governments to stay abreast of their interests and, based on those interests, make recommendations on the types of experts that could be deployed and to what field missions.