Background Information – Job specific

South East Asia Multi-Country Office (EAPMCO) The South East Asia and Pacific Multi Country Office (EAPMCO) supports, develops and oversees the UNOPS portfolio of projects in South East Asia and the Pacific. EAPMCO was established in January 2023 following the merger of the Thailand Multi-Country Office, which covered 20 countries across North East Asia, South East Asia and the Pacific, and the Cambodia Multi-Country Office, which covered 4 countries South East Asia – 3 countries in the Mekong Sub-region (Cambodia, Lao PDR and Vietnam) and the Philippines.

EAPMCO currently covers 24 countries across North East Asia, South East Asia and the Pacific. With its head office in Bangkok, the Multi-Country Office comprises eight business units: EAPMCO Thailand, EAPMCO Indonesia, EAPMCO Pacific Operations Cluster, EAPMCO Papua New Guinea, EAPMCO China, EAPMCO Vietnam, EAPMCO Mekong, and EAPMCO Philippines. The Multi Country Office head office in Bangkok provides strategic direction, operational support, delivery oversight and assurance of the excellence of business processes and quality standards across all of the entire Multi Country Office locations. It is also responsible for developing, delivering and managing the portfolio of engagements in the country of the MCO location itself.

Operational Context

Under the direct supervision of the HR Manager and the overall direction of the Head of Support Services, the HR Senior Officer ensures consistent delivery of efficient and effective HR services to the client office(s). S/he interprets and applies HR policies, rules, regulations, and internal procedures to the management of key HR service lines and systems to support hiring managers in the sourcing, recruitment, selection, placement, realignment, and retention of the best available talent from internal and external sources. The incumbent provides solutions to a wide spectrum of complex HR issues, advice to international and national personnel, maintains oversight over the HR management of project personnel, and promotes a collaborative, client-oriented approach, contributing to the maintenance of high personnel morale.

Functional Responsibilities

1. Support to policy development and implementation

2. Advisory Services

3. Talent Acquisition and Administration

4. Team Management (as applicable)

5. Knowledge Building and Knowledge Sharing

1. Support to policy development and implementation

● Contribute to HR policy development and corporate HR initiatives by assisting to generate and maintaining data on trends, risks and opportunities and sharing local HR best practices.

● Undertake projects in support of the HR initiatives for attainment of business objectives in line with the corporate HR strategy.

● Generate strategic and operational workforce data for planning, including related statistical summaries and movements of UNOPS personnel withing the relevant business unit/s.

● Ensure appropriate mapping of HR business processes to enable efficient and effective services and workflows.

● Communicate HR policy changes and new HR initiatives to management and personnel, providing guidance as needed.

2. Advisory Services

● Provide guidance on HR related systems and processes, including but not limited to, Recruitment, Contracts, Position Management, Benefits and Entitlements consistent with UNOPS rules and procedures.

● Provide advice to personnel on HR services such as the performance appraisal process, learning & development activities, contracts, benefits, entitlements and remuneration and career development.

● In collaboration with IPAS HR, assist to provide guidance as needed on sensitive matters including grievances, potential violations in code of conduct, harassment, abuse, workplace disputes, performance improvement plans, complex employee relations matters, etc.

● Encourage line management responsibility for implementation of HR policies and effective team management, providing guidance and coaching as needed. Foster the relationship between supervisors and personnel encouraging dialogue and two-way constructive feedback. ● Collaborate with leadership to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity.

3. Talent Acquisition and Administration

● Implement talent acquisition activities in line with UNOPS policies and processes covering Recruitment, Onboarding, Position Management, Job Classification, Performance Management, Learning and Development, Change Management, Salary and Benefit administration, Contract Administration, Succession Planning and Out-processing. Aug 2024

● Oversee the administration of entitlements for all personnel and the efficient administration of contractual modalities, loans, exchanges, and secondments in the assigned countries.

● Inform and advise UNOPS and project personnel, consultants, and partners on their conditions of service and entitlements according to their contract modality, expediting actions to facilitate their efficient, timely, and client-focused onboarding.

● Oversee the provision of personnel reporting within the office, ensuring that systems and data are updated and in place.

● Lead recruitment processes ensuring best practices are used for effective and efficient talent acquisition in line with UNOPS policy. Utilize and maintain recruitment plans, tools, and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives. Maintain personnel rosters.

● Provide support in realignment exercises, including job fairs, to ensure timely competency elaboration, sourcing, selection, placement of required talent and transitions as well as due process.

● In collaboration with HQ, identify key talent areas and provide coherent, well-developed plans for obtaining, developing, and managing critical talent. Develop, utilize, and recruitment plans, tools, and policy guidance to efficiently and effectively recruit and retain a diverse workforce to meet the needs of the business objectives.

● Liaise with UNOPS’ HR-related units such as SSC on all personnel administration matters.

● Implement organizational changes and realignment exercises affecting personnel in UNOPS in accordance with UNOPS policy, ensuring personnel actions are taken in an efficient manner. ● Partner with business units to take a lead Learning role in engagement and work enrichment initiatives and development of annual training plans in collaboration with relevant units.

4. Team Management (as applicable)

● Facilitate the engagement and provision of high-quality results and services of the team supervised through effective work planning, performance management, coaching, and promotion of learning and development.

● Provide oversight, ensuring compliance by team members with existing policies and best practices

5. Knowledge building and knowledge sharing

● Organize, facilitate and/or deliver training and learning initiatives for personnel on HR-related topics.

● Contribute to HR knowledge networks and communities of practice by providing collaborative synthesis of lessons learnt and dissemination of best practices in human resources management.

● Collect feedback, ideas, and internal knowledge about processes and best practices and utilize productively.

● Maintain HR analytic parameters and data.

Education:

● Advanced University degree in Human Resources Management, Business Administration, Social or Behavioral Sciences, or in related fields.

● First University degree in the above-mentioned fields combined with an additional two (2) years of relevant experience may be accepted in lieu of the education requirements outlined above.

Experience:

● Minimum two (2) years of work experience in an international and/or national organization in providing advisory or generalist HR services in combination with a relevant advanced university degree is required.

● Experience in designing and/or implementing Learning and Development (L&D) initiatives and processes is a strong asset.

● Experience in evaluating and researching L&D intervention options and alternatives is an asset.

● Experience in designing or implementing HR initiatives in well-being, career development, and/or employee engagement is desirable.

● Some experience in UN system organizations is desirable.

● Knowledge of UN policies, procedures, and practices is highly desirable.

Language Requirements:

● Full working knowledge of English is required.