The incumbent will be required to work independently, under the guidance of the Head of Talent Management, and the PPG Deputy Director. The role requires coordination with personnel at different levels and functions across the organization including HQ, Regional and Country Offices. The incumbent will liaise with the relevant focal points as needed in Internal Grievances, Ethics Office, Internal Audit and investigation and will work closely with relevant subject matter experts in the team - Gender, Diversity & Inclusion Specialist, HR Specialist - Performance Management and Career Development and others.
The role requires an ability to objectively and professionally manage sensitive cases, involving interactions with a wide range of stakeholders. As part of the case management, the incumbent of this role will be required to ensure appropriate record management.
Functional Responsibilities:
Summary of functions:
Individual Performance Management
Management of Performance rebuttal
Performance mediation support and conflict prevention measures
Under the overall supervision of the Head of Talent Management, the main functional responsibilities will include:
Individual performance management:
Support the performance management process design and management in UNOPS
Pro-actively lead activities around performance planning and evaluation advice, incl. performance management mediation
Design and lead progressive initiatives around capacity building of the global workforce, incl. design, planning and facilitation.
In liaison with the other subject matter experts, contribute to the design, implementation and management of capacity building efforts related to effective leadership and personnel development, and talent management initiatives to address performance gaps. Provide thematic training/ workshops in collaboration with other Subject Matter Experts.
Contribute to the design of communication material and design campaigns around Performance management
Acting as a pro-active subject matter expert for senior management and other relevant stakeholders as required
Management of Performance rebuttal :
Contribute to the design and its implementation of UNOPS performance rebuttal mechanisms.
Manage end to end performance rebuttal case management to ensure smooth and timely processing of performance rebuttal cases.
Ensure timely and appropriate assignment of the rebuttal reviewers and completion of the review, in line with UNOPS Policy
Coordinate with the relevant counterparts as required (UNOPS Internal Grievances, Ethics Office, Legal Group, internal and external audit on internal grievances matters, as required).
Maintain a pool of performance rebuttal reviewers and ensure proper contract management for those resources.
Ensure availability of the necessary documents and appropriate record management
Support preparation of the relevant communication and reports
Keep the Senior Management informed on critical issues concerning the implementation of the performance rebuttal process; make recommendations to Senior Management on key decisions points regarding this process; and seek guidance from Senior Management on critical issues.
Provide sound advice and support to management and personnel on the effective handling of requests for performance rebuttals.
Ensure targeted communication and capacity building in relation to the Performance Rebuttal process
Proactively advise and counsel as well as proactively educate managers and personnel in respect to relevant HR policies.
Lead initiatives for introducing/maintaining best practices, including benchmarking relevant policies and practices with similar organizations or market leaders, as relevant
Performance mediation support and conflict prevention measures:
Designs and implements effective preventative measures to avoid Performance Management related conflicts.
If conflict arises, facilitate conversations with all involved parties to gather information and help the opposing parties work through their differences.
Provide advice and support to management and personnel on mediation support and conflict prevention.
Ensure timely and efficient conflict management support related to the outcome of the rebuttal decision as well as preventive conflict management measures.
Provide guidance and advice to the managers and personnel on necessary steps for managing underperformance effectively while ensuring enabling, inclusive and positive work environment, addressing the needs of a diverse workforce, mental health and staff wellbeing;
Explore with personnel facing conflicts their options and different avenues open to them , taking into account the interests, rights and obligations.
Develop a pool of relevant resources that will contribute to the mediation efforts, analysis and resolution of performance related conflicts have been identified.
Identifies and analyses recurrent performance related conflicts arising from the cases handled, trends observed and lessons learned to suggest ongoing improvement of the process.
Education/Experience/Language requirements:
Education:
Advanced university degree preferably in law and/or HR Management, or first university degree with extensive experience in a similar position.
Professional certification in Human Resource Management would be an asset.
Experience:
At least 5 years of progressively responsible experience in Performance Management, appeal mechanism, interpersonal conflict, employer-employee claims, or equivalent.
Working within the UN system, international organisations or similar institutions is a distinct asset.
Excellent communication and analytical skills.
Field experience is highly desirable.
Language Requirements:
Full working knowledge of English is required.
Full working knowledge in either Spanish or French is a distinct advantage.
