Senior HR Business Partner, Client Services and Outreach Branch, Division for Human Resources

Role: HR Business Partner (HRBP)

Job Purpose

The HR Business Partner (HRBP) is a key member of the global HR team and facilitates the identification and meeting of the Human Resource needs and objectives of the organization in the client area (Region/HQ), supporting the effective implementation of the Human Resources aspects of the UNFPA Strategic Plan. The HRBP maintains an effective level of business acumen and aligns HR initiatives and programs to support the clients’ business objectives. The HRBP manages the business-HR interface and guides client managers in applying HR policies and practices effectively and equitably, also inviting them to contribute to the development of policies and HR initiatives in support of new and evolving ways of doing business. The HRBP ensures delivery of timely, client-focused HR support in a spirit of partnership with the business. In close collaboration with the HR Programme manager, you will lead and coordinate the efficient, consistent implementation of key HR processes in the above Regions. You will strengthen the team's ability to provide value-adding advice to managers and staff regarding policy application in all areas of Human Resources.

You will supervise a team of Human Resources Specialists and Assistants who support managers and staff based in the field. Together with the Deputy Director, Client Services, the Regional HR Business Partner ensures that the delivery of HR services globally meets clients' expectations with regard to efficiency and consistency. This position is a rotational and roster post.

The HRBP works with client managers, including Directors and Representatives or equivalent level, and staff at all levels in country offices and in New York, and participates in Regional/Division leadership/management teams. You will also work closely with other DHR Units, Legal, Staff Association, the Ombuds Office, and the Ethics Office, as well as other relevant networks within the UN system and other major international organizations to find synergies, benchmark, and promote the progress in modernizing HR policies and practices.

Key Responsibilities

Policy Advice

• Serve as the lead interlocutor with the Policy Adviser on compelling business cases for new or revised policies, based on consultation with, guidance to, and/or feedback from, other HR Business Partners.
• Advise staff and managers on HR policies, guidelines, and practices.
• Provide quality advice to develop innovative HR approaches and solutions to complex problems.
• Manage the implementation of HR policies and practices by managers, HR Focal Points, and other non-HR staff involved in implementation of HR policies and processes at the local level, providing timely technical advice, guidance, follow-up, and training as appropriate.

Performance and Staff Development

• As a senior member of the DHR Team, provide strategic advice on performance management and career development systems to HR Programmes.
• Manage the implementation of all corporate talent management programmes, ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area, working closely with the Specialists in the HR Programmes Unit.
• In collaboration with the Programmes Unit, support leadership in strengthening the links between individual performance and delivery of strategic priorities, and effective management of under-performance.
• Advise staff on career development, and support client managers in continuously building up and developing their people management capabilities.
• Take the lead in identifying, assessing, and resolving issues, problems, and conflicts at the Regional and CO levels, including guidance on informal and formal avenues of conflict management.
• In collaboration with the Directorate, provide support on identifying and managing complex cases (e.g., performance, health, medevac, and separations).
• Work directly with staff members at the regional and country offices on skill/learning needs assessments, and contribute to the design and implementation of customized learning interventions.
• Working closely with the Programme Unit and the regional/Divisional Learning Focal Points, ensure strategic regional learning needs are met.

Organizational Effectiveness / Business Consulting

• As a senior member of the DHR Team, participate in and coordinate corporate-level, organization-wide HR initiatives, pilot programs, workshops, training sessions, etc., as determined by the Deputy HR Director or the HR Director.
• Lead the development and implementation of talent management programmes, in consultation with the Programmes Unit, while ensuring local relevance (performance, talent reviews, succession, global mobility, staff development) and initiatives in the client area, working closely with the Specialists in the HR Programmes Unit.
• Advise and support in the design and implementation of interventions to support organizational effectiveness and high-performing teams.
• Participate as a team member on HR projects, working groups, task forces, etc., in the client area and/or at corporate level.
• Provide guidance to client units on the review of GSS feedback, related action planning, implementation, and follow-up.
• Act as member of the UNFPA/PSD Internal Consulting Group (ICG), drive organizational development across the organization by advising management on change processes and developing HR-related initiatives to facilitate change, liaising with relevant stakeholders both in DHR and in the client system.
• Support Country Offices in the transition to new modes of engagement as required to deliver on the Country Programme. This may include assessment, realignment/shifts in staffing patterns, skills profiles, and/or organizational structures.
• Undertake assessment and realignment of other business units as needed.
• Act as an integral member of the Regional Office Leadership Team, providing input on workforce planning, staffing trends and needs, implementation of HR initiatives/programmes, and current people issues/solutions.

Planning and Analytics, and Workforce Management

• As a senior member of the DHR Team, participate in HR Corporate Initiatives, providing technical leadership on workforce planning, staffing trends and needs, implementation of corporate HR initiatives/programmes, development of local HR initiatives, and leading open discussions on current people issues and possible solutions.
• Proactively use HR analytics to understand staffing trends in the client area.
• Advise and assist managers in analyzing staffing needs, taking into account existing and anticipated work requirements and institutional goals/objectives.
• Contribute to the development and implementation of the Annual Regional or Divisional HR Plan (e.g., workforce analysis, recruitment, staff performance, staff development, career development, and succession) in consultation with key stakeholders in the client area as well as in DHR to support the delivery of UNFPA’s People Strategy.

Recruitment and Staffing

• Manage all recruitment activities and administration of national and international staff, including high-level national posts at country level, in the client area and provide advisory services as required.
• Oversee and provide guidance to Country Offices on staffing matters as needed.
• Manage recruitment and administration of national and international Individual Consultants (ICs), and provide quarterly reports.
• Provide guidance and facilitate the induction, orientation, and integration of new staff members in the client area as needed; ensure staff exit interviews are conducted.
• Work with UNDP BES Team, local and HQ, on HR administrative matters.

Humanitarian Capacity and Capability

Working closely with the DHR Humanitarian Unit to:

• Assist in cases of humanitarian and medical emergencies, in collaboration with the Humanitarian Office and DHR Humanitarian Unit, DHR/Duty of Care, Security, and other relevant interagency counterparts.
• Manage the provision of timely support to countries under fast track. Assist in talent acquisition for urgent humanitarian/other situations not in fast track countries requiring rapid response.
• Support capability development efforts on humanitarian response.

Knowledge Building and Knowledge Sharing

• As a senior member of the DHR Team, actively facilitate sharing of business knowledge and capacity building related to the evolving business operations and responses in DHR.
• Contribute to the relevant networks within the UN system and other major international organizations, representing DHR as assigned, to find synergies, benchmark, and promote the progress in modernizing HR policies and practices within the UN system, including recommendations to UNFPA/DHR.
• Facilitate knowledge building and knowledge sharing in the client area (Region/Division) through active participation in the HR Business Partners community of practice.
• Contribute to building awareness and understanding of HR policies through knowledge sharing across the Region.
• Provide oversight and guidance to staff/team members supervised.
• Serve as OIC as required for the Client Services and Outreach Branch (CSOB) and perform any other duties as may be required by the Deputy HR Director or the HR Director.

Qualifications and Experience

Education

Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related discipline.

Knowledge and Experience

• Ten (10) years of progressively relevant experience in HR management, of which five (5) years at international level and five (5) years in a similar role are required.
• Experience in a supervisory/managerial role is required.
• Mastery of modern concepts and approaches in the field of Human Resources.
• Proven ability to deliver effective solutions to complex HR challenges in a multicultural environment.
• Strategic mindset coupled with strong analytical skills and a proven ability to handle big picture perspectives, as well as day-to-day operational matters.
• Excellent organizational, multi-tasking, and project management skills.
• Ability to handle confidential information and gain trust.
• Strong communication, collaboration, and team skills.
• Field experience is an asset.
• Experience with international development/humanitarian organizations, multilaterals, or INGOs is an asset.
• Consulting experience related to organizational development and change management is desirable.

End Date: 28th July 2026