Human Resources Specialist (Benefits and Entitlements Services), Copenhagen, Denmark

Tags: Law finance UNDP English language human resources management Environment
  • Added Date: Tuesday, 26 January 2021
  • Deadline Date: Monday, 26 April 2021
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Job ID: 34454

Practice Area - Job Family: Management - HUMAN RESOURCES

Vacancy End Date: (Midnight New York, USA) 03/02/2021

Duty Station: Copenhagen, Denmark

Education & Work Experience: I-Master's Level Degree - 7 year(s) experience

Languages: English

Grade: P4

Vacancy Type: FTA International

Posting Type: Common System

Bureau: Management

Contract Duration: 1 Year with possibility for extension

Background

UNDP, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. As part of this commitment, UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Unit (GSSU) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), procurement, advisory and support services to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSU was set up earlier in 2003 in Copenhagen and it provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSU/HR in Copenhagen has established a legacy as a major Human Resources administration center within the United Nations and is recognized as a center of excellence. The Global Shared Service Unit (GSSU) is part of the Bureau for Management Services (BMS).

In the area of Human Resources, the GSSU supports both staff and management in UNDP offices and units with the full cycle of HR services ranging from recruitment, talent management, learning and development, HR policy and advisory services, benefits and entitlements management, payroll and banking transactions.

The Benefits & Entitlements Services Unit in the GSSU in Copenhagen, consisting of 60-70 staff members, is responsible for the global execution and administration of benefits and entitlements for all UNDP international professionals and for the exclusive group of locally recruited staff members in the UNDP New York Headquarters, as well as staff in sister UN Agencies through selected service agreements. The coverage of BES/GSSU services includes onboarding, hiring, life/organization events, contract management, determination and implementation of benefits and entitlements, compensation management and end of service matters. Substantively, BES/GSSU is responsible for authoritative interpretations, advice and guidance on policies and procedures based on Staff Rules and Regulations and UNDP HR policies.

Under the overall guidance and supervision of the P5 HR Manager in BES/GSSU Copenhagen, the incumbent serves as the lead HR Specialist of the team, ensuring the quality and timeliness of client-oriented service delivery and products. The position provides leadership and coordination of the work of other HR Specialists in the team. The incumbent also serves as the Deputy Manager of BES/GSSU and collaborates and coordinates the work, shares knowledge and best practices with other GSSU HR units and team, and advocates a single approach to maintain and enhance the cohesiveness of the work and the discipline of HR matters. The incumbent will work in close collaboration with Finance, Procurement and Payroll Management Teams in the GSSU and with other BMS units as necessary to analyze and deliver strategic business services and products that uphold the recognition of the GSSU as a global center of HR excellence.

Duties and Responsibilities

Serve as the lead HR Specialist

  • Provide advice to the BES/GSSU team on the interpretation and application of policies, rules and regulations in the assigned HR life cycle areas of onboarding, hiring, life/organization events, contract management, determination and implementation of benefits and entitlements, compensation management and end of service matters, and shares knowledge of and the rationale behind precedent-setting cases and best practices.
  • Review highly complicated cases in the area of benefits and entitlements administration and take decisions within the established delegation of authority.
  • Formulate the position of BES/GSSU in determining the appropriate application of Rules and Regulations to highly sensitive or contentious individual cases which, wrongly handled, may have implications for the Organization.
  • Provide the Manager of BES/GSSU with solutions or recommended outlines on the course of actions to be taken for cases that require exceptional consideration.
  • Communicate with counterparts inside and outside BES/GSSU, including the UN Joint Staff Pension Fund, the UN Insurance Unit, the UN Medical Services Unit, to obtain authoritative advice in their specific areas of expertise and/or coordinate the course of actions. Re-formulate the obtained knowledge to practical understanding for the consistent understanding and implementation by BES/GSSU.
  • Provide advice on the interpretation and application of Rules and Regulations and HR policies on non-routine cases to the BES/GSSU teams under his/her responsibility and escalate further when necessary.
  • Provide BES/GSSU team members with advice and solutions for difficult cases. Directly engage in difficult cases to identify and deliver solutions.
  • Act as approver for benefits and entitlements payments.
  • Collaborate with the Payroll and Finance Units on complicated cases, process reviews and the identification of solutions.
  • Coordinate with the focal point in NY on implementation of Advisory Board for Compensatory Claims, UN Claims Board and Tribunal decisions to seek clarifications, establish common understanding and/or agreed solutions. Coordinate processing compensatory payments, approve disbursement amounts.

Oversee the Performance and Delivery of BES/GSSU Teams

  • Create a motivating environment for BES/GSSU by allowing and appreciating individual initiatives, acknowledging good performance, encouraging the sharing of knowledge and best practices, and providing appropriate learning opportunities.
  • Monitor, guide, coach and assess the performance of BES/GSSU teams. Provide the teams under his/her responsibility with timely and constructive feedback.
  • Assess the work volume of the teams under his/her responsibility, analyze available technical and intellectual resources, develops practical and workable solutions to ensure optimum work-resource balance within the teams.

Coordinate with other BES/GSSU teams to maintain and enhance team cohesiveness

  • Together with the Manager of BES/GSSU, ensure cohesiveness among the BES/GSSU teams and create a โ€œone-BES/GSSUโ€ culture, as well as contribute to the โ€œone GSSU HRโ€ culture.
  • Coordinate with other BES/GSSU HR Specialists and Analysts to identify optimal work and resource distribution in the Unit.
  • Develop new business approaches and promote decisions and practices that optimize the performance and service delivery of BES/GSSU as a a team.
  • Propose, develop and advocate for new tools, practices and procedures that benefit to the higher service delivery of BES/GSSU as an HR center of excellence. Solicit ownership among BES/GSSU team members for the new tools/practices/procedures.
  • Get actively involved and advocate for maintaining and enhancing a BES/GSSU culture highlighted by strong client-orientation, high motivation and various learning opportunities.

Serve as Deputy Manager BES/GSSU

  • Promote management excellence in BES/GSSU by ensuring accountability in all areas and by demonstrating a high level of skills in the management of workforce resources including selections based on merit and the needs of the organization, employee aspiration and counselling, systematic and equitable performance management, and employee development and learning activities.
  • In close collaboration with GSSU management and GSSU Operations, effectively manage the human and financial resources (budget planning, management and monitoring) of BES/GSSU to ensure both are optimally utilized;
  • Oversee designated project management within BES/GSSU in consultation with the Manager BES/GSSU, and in collaboration with HR Specialists and/or Analysts.
  • Represent BES/GSSU both in designated projects and/or meetings, in order to articulate BES/GSSU expertise and/or negotiate BES/GSSU perspectives.
  • Provide substantive inputs on the development and implementation of cost recovery policies.
  • Provide advisory services to managers on team planning in light of programme and skills requirements and monitor the utilization of workforce resources within BES/GSSU.
  • Monitor and manage compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in the HR life cycle. Ensure the utilization of risk management principles and the implementation of agreed audit recommendations. Advise on corrective measures to be taken and establish relevant internal controls.
Coordinate the application and implementation of Staff Rules, Regulations and HR policies on benefits and entitlements with the OHR Policy Unit. Act as the BES/GSSU business focal point on IT related implementation projects such as UN All, Oracle Cloud etc. Contribute to corporate UNDP networks and maintain up-to-date knowledge of trends and best practices. Distill best practices and comparative experiences. Propose quality enhancements in order to maximize policy impact and relevance. Direct the maintenance on the GSSU HR/ intranet / Knowledge Management / Self-Service portal of comprehensive HR administration information for staff and managers including standard operating procedures, process workflows, user guides and frequently asked questions. Serve as Officer-in-Charge BES/GSSU, in the absence of the Manager.

Competencies

Core Competencies

Innovation

Level 5: Creates new and relevant ideas and leads others to implement them

  • Ability to make new and useful ideas work

Leadership

Level 5: Plans and acts transparently, actively works to remove barriers

  • Ability to persuade others to follow

People Management

Level 5: Models high professional standards and motivates excellence in others

  • Ability to improve performance and satisfaction

Communication

Level 5: Gains trust of peers, partners, clients by presenting complex concepts in practical terms to others

  • Ability to listen, adapt, persuade and transform

Delivery

Level 5: Critically assesses value and relevance of existing policy / practice and contributes to enhanced delivery of products, services, and innovative solutions

  • Ability to get things done while exercising good judgement

Technical/Functional Competencies

Human Resources Management (General)

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Knowledge of HR management concepts, issues and principles and the ability to apply them to strategic and/or practical situations

Compensation & Benefits Management

Level 6: Integrate & Empower: Leads integral work of teams utilizing expertise, vision, problem-solving capability, and collaborative energy in professional area of expertise

  • Ability to plan, direct, coordinate and implement compensation and benefits plans for the Organization

Service Delivery Coordination

Level 5:Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Ability to coordinate and deliver services in line with unit work plans and Service Level Agreements and standards of excellence in UNDP

Problem Solving

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Accurately accumulating information and its analysis; forecasting potential problems and planning; allowing for alternative, creative solutions and identifying most reasonable solutions

Employee Engagement

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Ability to motivate and inspire internal resources

Management & Coordination

Level 6: Integrate & Empower: Leads integral work of teams utilizing expertise, vision, problem-solving capability, and collaborative energy in professional area of expertise

  • Ability to manage and coordinate campaigns and people with inspiration. Believe in and promote diversity in the workplace and reshaping the workforce to meet need.

Risk Management

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Ability to identify and prioritize risks and organize action around mitigating them

Knowledge Facilitation

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

  • Ability to capture, develop, share and effectively use information and knowledge

Required Skills and Experience

Education:

  • Mastersโ€™ University Degree in Human Resources, Business Administration, Public Administration, Social Sciences, Law or related field.

Experience:

  • Minimum 7 years of relevant experience in Human Resources Management, including some experience specifically in the provision of HR advisory services, including benefits and entitlements administration and/or managing staff and operational systems;
  • At least 2 years of recent supervisory responsibility leading teams in a diverse team environment;
  • Familiarity with HR management in the UN system is a great advantage;
  • Work experience from a UNDP Country Office is required;
  • Demonstrated knowledge of and experience with the usage of computers and MS Office packages (MS Word, Excel etc.);
  • Demonstrated knowledge of integrated HR management systems would be an asset.

Language Requirements:

  • Fluency in English (both oral and written);
  • Working knowledge of other UN languages is an asset.

Other:

  • Familiarity with HR module in Oracle-based Enterprise Resources (ERP) is desirable.

Disclaimer

Important information for US Permanent Residents ('Green Card' holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

Applicant information about UNDP rosters

Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

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