Change Management Specialist – Learning & Development

Copenhagen

Organization: UNOPS - United Nations Office for Project Services
Location: Copenhagen
Grade: Mid level - IICA-2, International Individual Contractors Agreement
Occupational Groups:
- Human Resources
- Education, Learning and Training
Closing Date: Closed

Background Information - UNOPS

UNOPS supports the successful implementation of its partners’ peace-building, humanitarian and development projects around the world. Our mission is to serve people in need by expanding the ability of the United Nations, governments and other partners to manage projects, infrastructure and procurement in a sustainable and efficient manner.

Working in some of the world’s most challenging environments, our vision is to advance sustainable implementation practices, always satisfying or surpassing our partners’ expectations.

With over 7,000 personnel spread across 80 countries, UNOPS offers its partners the logistical, technical and management knowledge they need, wherever they need it.

A flexible structure and global reach means that we can quickly respond to our partners' needs, while offering the benefits of economies of scale.

Background Information - Job-specific

The mission of the People and Change Group (PCG) is to empower effective leadership and high-performing talent and to enable business transformation through change management, pursuit of organizational excellence and a culture of innovation. We have a great team of experienced professionals with strategic HR management, organizational design, change management expertise – all of us having a passion for achieving results and building innovation into our way of doing business.

We work with a dynamic and flexible team-based approach. To get the job done, we are structured into two work streams: People (including learning, talent management and HR policy) and Change (including change management, organisational excellence, business analytics and organizational development).

Under the overall guidance of Head of Change Management and Head of Learning, the successful candidate will contribute to both of these work streams individually as well as will facilitate links between them.

The ideal candidate will have an innovative, flexible approach as well as an international outlook and excellent communication skills. He/she will bring experience working in a global or international organization, ideally with a range of experience from both public and private sector. A sound understanding of international best practices in L&D, learning organisations and change management, together with an open mind for innovation, while being focused on delivering practical solutions is critical.

This role has a global scope and will play a key role in enhancing UNOPS People & Change practices. The successful candidate will be adept to independently drive global projects and navigate senior level stakeholders.

Functional Responsibilities

Contribution to People & Change practice and strategy implementation via the following functional responsibilities:

● Organizational Development / Learning Organisation

○ Actively driving the learning organisation objectives by supporting the development of mechanisms for training needs management, knowledge transfer/retention

○ Providing the strategic outlook on the organisational development needs

○ Actively informing the L&D agenda development/objectives, based on the needs detected via the work on the change management portfolio / engagements. Working with offices, e.g. following the CM missions / initiatives, to close any capability gaps.

● Change Management / HR Transformation

○ Provision of change management advice and support to offices globally

○ Support to driving PCG’s effort in HR innovation and digitization

○ Development of business cases for change initiatives and HR transformation project(s), ensuring they remain valid throughout the project life cycle.

● Learning and Development

○ Corporate learning management: support the achievements of global learning impacts through management of the global budget assigned to learning and development.

○ Design and development of learning programmes: contribute and/or lead projects to develop new or existing programmes, and provide advising to other units on best practices for developing their own programmes.

○ Drive excellence in learning operations: contribute to the development, improvement and implementation of efficient processes to deliver training and evaluate the impact of learning, including the efficient use of learning technologies to manage and deliver training.

● Project Management

○ Produce and update project documentation including plan, budget, risk analysis, stakeholder analysis and communications plan.

○ Implement project plan and manage critical milestones for successful project delivery.

○ Manage the production of work products, taking responsibility for overall progress and use of resources and initiating corrective action where necessary.

○ Establish solid working relationships with the project board and other key stakeholders. Manage project communications and ensure stakeholders are aware of project activities, progress and exceptions.

● Knowledge Sharing / Knowledge Management

○ Actively driving the change management capability building across the organization

○ Contribute to the ongoing maintenance of UNOPS Change Management framework and body of knowledge, to ensure the organisation is incorporating best practice approaches.

Contribute to the dissemination and sharing of best practices and lessons learned for organisational development planning and knowledge building.

IV. Impact of Results

The results of the Change Management Specialist contributes to the effective implementation of the organizational goals, specifically the people perspective of the UNOPS balanced score card.

The Change Management Specialist will contribute to enhanced and improved change management practice globally, assessing the impact of changes and ensuring their learning and development needs are implemented in the field offices.

The key results have an impact on the overall efficiency in human resources management and success in development, introduction and implementation of good practices.

Competencies

Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization. Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.
Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles. Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role). Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries. Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements. Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving. Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Education

An advanced degree in Human Resources, Learning and Development, Communications, Economics, Management, Public Administration, Business Administration, Social Sciences, Political Science, International Relations, or other related field, with additional minimum five (5) years of relevant working experience.

Candidates with seven (7) years of professional experience, and a Bachelor degree, in lieu of an advanced degree, may be considered.

Experience

A minimum of 5 years relevant experience in change management, learning and development, management consulting or business transformation is required.
Strong expertise in the following areas is required:

- Knowledge and experience in development and/or implementation of capability development initiatives and learning solutions.

- Knowledge and experience in organisational learning.

- Strong stakeholder management experience

- Experience in conducting learning needs analysis

- Practical experience in conceptualizing new approaches and innovation to capability development

- Deep familiarity of organisational change approaches, methods and tools.
Moreover:

- Experience working with Learning Management Systems and other learning technologies is an asset.

- Experience working in cooperation with external learning providers is an asset

- Experience in management consulting is an asset.

- Previous experience working in HR digitization projects is an asset.

- Previous experience working in a global or international organisation is an asset.