Human Resources Business Partner

Description:
Background

• UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.
• The Human Resources Business Partner is a member of the Regional Office Management team, together with the Regional Director and Deputy Regional Director as well as the Senior Management Team.
• Reporting to the Deputy Regional Director, with matrix reporting to and functional oversight from the Deputy HR Director, the Human Resources Business Partner serves as an advisor to management on human resources-related issues in the region. The HR Business Partner will oversee the coordination of recruitment, compliance, benefits, compensation, and employee relations activities. They ensure workforce planning is in place that is aligned with business objectives.

Responsibilities:
Lead the regional implementation of and provide technical support to the development of new human resources (HR) policies, guidelines, procedures and standard operating procedures (SOPs), and adopt them to regional context where necessary:

• Monitor and lead proper implementation of HR policies, guidelines, practices and Standard Operating Procedures in the region and provide advice, when necessary;
• Provide technical contributions on HR strategic planning/discussions on the direction of human resource services, goal setting and annual work planning.

Provide guidance and support to managers and staff in the Regional Office (RO) and Country Offices (COs) in the region on issues related to HR, including attraction and recruitment, benefits and entitlements, and separation:

• Provide current and prospective staff with timely guidance on recruitment and contract policies, general conditions of services and business orientation;
• Ensure effective oversight of SSAs and Service Contractors, NPSAs and IPSAs in the region, in line with relevant policies;
• In collaboration with HQ-HR respond and address audit recommendations in the area of Human Resources and track implementation of the audit recommendations;
• Ensure smooth and effective coordination with outsourced service providers of administration of appointments and related benefits/entitlement management for local support staff;
• Oversee the administration of contracts, benefits and entitlements and other related HR administrative matters at the Regional Offices and Country Offices.

Coordinate Recruitment and Selection processes for personnel in RO and COs for both staff and non-staff:

• Project and monitor vacant posts at regional and country offices;
• Ensure proper usage of UN Women’s different contract modalities; review and recommend level of remuneration for external contractors;
• Provide support to RO and COs in the areas of job design, evaluation, classification and analysis, post establishment, workforce planning, peer review groups and functional analysis.

Coordinate the implementation of Benefits and Entitlements at the RO and COs in the region:

• Oversee and liaise with UNDP to ensure proper administration of benefits and entitlements in accordance with existing SLA;
• Monitor and oversee the implementation of entitlements, benefits and allowances;
• Approve and /or certify payment of salaries, allowances and entitlements, as required.

Work closely with HR HQ teams for technical advice and implementation on issues related to workplace relations and talent and performance management:

• Promote and implement UN Women workplace relations policies and initiatives in the region, including work/life balance promotion and stress management activities;
• Facilitate mediation for disputes in the region as required;
• Brief and orient staff and managers in the region on the performance management system;
• Identify poor performance cases which could impact the contractual status or career of staff;
• Build strategic relationships with Regional and country directors/representatives and ensure RO and CO needs are captured and communicated to HQ.

Coordinate Learning and Development initiatives at the RO and COs in the field:

• Coordinate learning and development activities in the region, including on code of conduct, benefits and entitlements and performance management;
• Assess training needs and coordinate closely with the HR talent management team on initiatives to respond to those needs.

Liaise closely with HR HQ and coordinate communication and outreach activities regarding HR initiatives:

• Build awareness and understanding of HR policies through consultation and engagement across the organization;
• Contribute to HR’s outreach platforms, including intranet, internet and HR Bulletin.

Develop and implement HR systems based on HR needs, including HR reporting