HR Senior Officer – Learning and Development (Retainer), home-based

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 will provide support in the areas of Learning Needs Assessment (LNA), drafting an EAPMCO L&D Plan, implementation of the L&D Plan, and periodic reporting.

Scope of work:

• Conduct a thorough Learning Needs Assessment to identify the skills and development needs across the MCO.
• Develop a comprehensive L&D plan based on the findings of the LNA and MCO priorities.
• Support the implementation of the L&D plan, ensuring it aligns with the MCO’s goals and the development needs of personnel.
• Prepare and submit periodic reports on progress, achievements, and evaluations of interventions.
• Build/strengthen the capacity of the HR team and supervisors in various aspects of L&D management

Functional Responsibilities

1. Learning and Development Needs Assessment
2. Formulation of MCO Learning and Development Plan
3. Implementation of L&D Plan
4. L&D Reporting
5. Capacity Building
6. Knowledge Building and Knowledge Sharing

1. Learning and Development Needs Assessment (LDNA):

• Conduct a learning needs assessment through surveys, focus groups, interviews and/or consultations with key stakeholders such as unit heads, supervisors, and Project Managers, among others. Ensure alignment with the regional learning annual cycle through communication with the APR’s Regional Learning Focal Point.
• Identify and analyze existing learning gaps and produce a comprehensive LDNA report with prioritized areas for development and recommendations of suitable L&D interventions. Request support of the PCG Learning Partners, if needed.

2. Support the formulation of MCO Learning and Development Plan

• Provide technical input and data needed to develop a strategic MCO L&D plan that addresses the identified learning and development needs and is aligned with the global, regional and MCO’s strategic priorities, goals and resource availability.
• Align the MCO’s L&D plan with Asia and Pacific Region’s (APR) L&D plan to avoid duplication of efforts.
• Ensure the L&D plan includes the development of a diverse skill set: foundational skills, functional skills, UN knowledge and skills and soft skills, based on the needs of the MCO.
• Ensure the L&D plan includes expected outputs, clear timelines, and metrics for measuring success.
• In consultation with PCG Learning Partners, identify key global learning initiatives, global and regional training programs, workshops and development activities to be implemented.

3. Implementation of L&D Plan:

• Support the rollout of the L&D plan, ensuring that all activities are aligned with the agreed timelines and resources.
• Collaborate with internal teams and external trainers/vendors to deliver selected training sessions and development initiatives.
• Ensure effective communication and coordination between all involved stakeholders.

4. L&D Reporting:

• Register all the planned learning activities in the LMS (Learning Zone) and ensure a high completion rate of the course evaluation.
• Contact the Learning Zone team to request the course reports such as course completion, course evaluation reports, demographic information, among others.
• Prepare and submit detailed periodic reports on various aspects of the L&D plan, including:
• L&D interventions delivered and their outcomes (impact analysis/evaluations)
• Any challenges or issues encountered during implementation and potential solutions to address them
• Recommendations for future actions or adjustments.

5. Capacity Building:

• Assess needs for capacity building/strengthening in the function of L&D management among HR team members and supervisors
• Deliver relevant capacity building/strengthening interventions for HR personnel, including training and coaching, if needed.
• Ensure training initiatives are aligned with UNOPS global & regional strategies, policies and priorities. Request support from the PCG team if needed, through the Learning Partners.

6. Knowledge building and knowledge sharing

• In coordination with PCG Learning Partners, 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.

Impact of Results

The effective and successful achievement of results by the HR Senior Officer directly impacts on the efficient performance of HR systems and talent development t. These affect client satisfaction and the readiness and capabilities of the human capital of the unit, to effectively develop and implement the programmes and projects of UNOPS. This promotes the credibility of the organization as an effective service provider in project services and management.

Education/Experience/Language requirements

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 of two (2) years of work experience in an international and/or national organization in providing HR services in the area of learning and development 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 required
• Experience in evaluating and researching L&D intervention options and alternatives is an asset.
• Experience in conducting organizational/business unit level L&D needs assessment and formulation of annual and/or long-term L&D plans
• Some experience in UN system organizations is desirable.
• Knowledge of UN policies, procedures, and practices is highly desirable.

Language

• Full working knowledge of English is required.

Contract type, level and duration

• Contract type: International ICA retainer.
• Contract level: ICS 9 / IICA 1.
• Contract duration: March – December 2025 with the possibility of extension subject to organizational requirements, availability of funds and satisfactory performance.

For more details about the ICA contractual modality, please follow this link:
https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/Individual-Contractor-Agreements.aspx