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General Information

Position Title
Regional People Business Partner
Job Category
Human Resources
Duty Station(s)
Bangkok, Nairobi, Panama City
Seniority Level
Senior Level
ICS Level
ICS 11
Contract Type
ICA - IICA - Regular
Contract Level
IICA 3
Posting Start Date
07-May-2026
Posting End Date
28-May-2026
Duration
Open-ended, subject to organisational requirements, availability of funds and satisfactory performance

Job Highlight

Contribute to shaping the future of HR business partnering and service-line excellence at UNOPS.

About the Group

The People and Culture Group (PCG) positions UNOPS as a people-centered, high-performing organization by driving the development of HR policies, talent frameworks, and inclusive practices aligned with the strategic plan. Through the Integrated People Strategy, PCG empowers personnel, fosters an engaging and inclusive work culture, and enables the delivery of sustainable development solutions. Partnering closely with UNOPS leadership, PCG delivers on the organization’s People Goals—shaping culture, nurturing leaders, enabling flexibility and fairness, building future-ready teams, and setting people up for success. Core capabilities include strategic HR partnering, policy integration, and process simplification through digitization. PCG prioritizes leadership development, workforce diversity, personnel well-being, and innovation in HR practices. By focusing on culture transformation and talent excellence, PCG ensures that UNOPS remains agile, equitable, and capable of delivering results in complex operational environments.

Job Specific Context

UNOPS is transitioning to a service line-driven operating model, strengthening its ability to deliver high-quality, efficient, and scalable solutions to partners across diverse operational contexts. This model reinforces accountability for delivery and results; operational excellence and efficiency; scalable and sustainable project implementation; and, stronger alignment between strategy, resources, and impact.


Within this context, Regional People Business Partners play a critical role in ensuring that workforce strategies directly enable service line performance, delivery capacity, and organizational effectiveness. The role operates as a core business partner, embedding people strategies into service line planning and execution, and ensuring that talent, structures, and culture support UNOPS’ mandate to deliver timely, cost-effective, and high-impact solutions.

People Business Partners further serve as the primary HR interface for regional and country leadership, partnering with  leaders to ensure that people strategies, practices and processes  are embedded in regional planning and execution. They facilitate the effective implementation of HR processes and decisions while integrating solutions from across PCG’s centres of expertise to deliver high-quality workforce solutions which enhance organizational agility, strengthen HR service-line excellence, and reinforce regional and cross-regional ownership of people-related decisions.


Role Purpose

The Regional People Business Partner reports to the Head of People Business Partnering and serves as the trusted senior strategic HR partner to Regional and Country leadership, co-owning the people agenda to enable effective service line delivery, operational performance, and sustainable growth.

As the most senior HR professional in the region, the Regional People Business Partner ensures the ongoing alignment of people management practices with organizational goals and objectives, ensuring that workforce strategies, organizational design, and leadership practices directly support UNOPS’ strategic priorities, including delivery excellence, partner satisfaction, and sustainable development impact.

Operating at the intersection of strategy and implementation, and in close partnership with in-country HR practitioners and dedicated IICA-1 support personnel, the Regional People Business Partner translates business priorities into integrated, forward-looking people solutions that strengthen delivery capacity, enhance accountability, and support UNOPS’ ability to deliver efficient, scalable, and high-quality services across regions.

Driven by high levels of professionalism, the Regional Business People Partner also builds strong working relationships with senior leaders in challenging, multi-country operating environments, enabling them to navigate complex people challenges, remove barriers, and apply effective people strategies that enhance organizational capacity. 

The Regional People Partner may be required to travel across the region from time to time and flexible for short term deployment to support projects’ delivery.


Functions / Key Results Expected

1. Strategic People Partnering for Delivery and Impact

  • Co-own the regional people agenda, ensuring alignment between workforce strategies and service line priorities, delivery targets, operational plans, and the Integrated People Strategy (IPS) 
  • Participate in key decision-making fora at regional and country levels, e.g. regional leadership meetings. Contribute to decisions which enhance delivery effectiveness and impact by embedding people considerations into business planning and governance. 
  • Translate service line demand into workforce strategies that ensure readiness to deliver projects efficiently and at scale
  • Maintain strategic partnerships with key stakeholders including Personnel Associations, Staff Council, Legal Group, Ethics Office, Ombudsman office and other functions, to ensure integrated people support 
  • Serve as the primary bridge between HQ and the region, adapting and scaling global strategies to regional and country operational realities and partner needs. 
  • Contribute practical advice and hands-on support to organizational change initiatives of varying scale, including workforce transitions and restructuring efforts, which enhance efficiency, scalability and delivery excellence.

2. Workforce, Talent and Performance Management 

  • Align workforce planning with service line pipelines and demand forecasts, ensuring timely and effective mobilization of talent. 
  • Strengthen talent acquisition and deployment strategies to support high-quality, timely, and cost-effective delivery
  • Use workforce analytics to generate insights that strengthen performance, productivity, and resource optimization
  • Drive a culture of performance, accountability, and continuous improvement, aligned with UNOPS’ results-oriented approach. Enable performance management practices that reinforce accountability for results and contribution to organizational impact.
  • Advise leadership on structures and role design to enhance operational efficiency and delivery capability.

3. Learning and Capability Development

  • Identify capability needs linked to current and future service delivery requirements. and prioritize regional and individual learning needs, aligning them with organizational priorities
  • Guide in-country HR practitioners on applying learning frameworks and policies, escalating needs and collaborating with assigned Learning Partners as required
  • Partner with Learning and Development (L&D) and subject matter experts (SMEs) on region and country-level initiatives aimed at building critical technical and leadership capabilities to support delivery excellence. 
  • Work with Learning & Development Partners to coordinate region-wide learning plan execution and budget compliance, embedding learning into core HR processes such as performance management and career development to strengthen organizational sustainability and resilience.
  • Collaborate with assigned Learning & Development Partners to define relevant key performance indicators (KPIs) for measuring learning impact, and monitor and evaluate learning impact on delivery outcomes and organizational performance.

4. Project Governance and Delivery Enablement

  • Provide strategic workforce input into project design and implementation, ensuring feasibility, readiness, and alignment with delivery objectives.
  • Identify workforce risks that may affect project timelines, quality, or partner satisfaction, and support mitigation strategies.
  • Contribute to project proposals with insights on talent availability, workforce costs, and delivery implications.
  • Ensure workforce considerations are integrated into project governance and engagement processes.
  • Strengthen alignment between HR practices and efficient, compliant, and high-quality project delivery.

5. Policy Application and Operational Excellence

  • Exercise delegated authorities to facilitate decision-making that is compliant with the UNOPS regulatory framework. Apply HR policies in a manner that supports efficient operations while maintaining compliance and integrity.
  • Review requests for exceptions from policy, liaise with HQ-based People Policy team, and provide sound recommendations and constructive feedback to regional and country leaders.
  • Contribute to continuous improvement of policies and practices to better support delivery efficiency and organizational agility
  • Provide practical, solutions-oriented advice that enables leaders to navigate workforce challenges in complex delivery environments
  • Collaborate with the Chief of People Partnering and PCG centres of expertise to deliver integrated HR solutions which enhance service quality and operational performance.
  • Support institutional gender and diversity initiatives, providing education and advice on issues related to diversity, equity and inclusion (DEI)

6. Culture, Engagement and Leadership Enablement

  • Foster a culture aligned with UNOPS values, promoting integrity, inclusion, accountability, and excellence in delivery.
  • Lead the regional implementation, analysis and follow-up action planning of the annual culture and engagement survey with the aim of identifying and developing initiatives which enhance productivity and organizational effectiveness.
  • Support leaders in managing change effectively, ensuring continuity of operations and sustained team engagement
  • Partner with HQ to promote DEI as a driver of innovation, better decision-making, and improved development outcomes.
  • Ensure regional training and capacity-building initiatives on ethics, code of conduct, and PSEAH.
  • Promote personnel wellbeing  initiatives (e.g.  self-care capacity building, communication campaigns, and facilitation of access to wellbeing resources and support services) which sustain performance and resilience in demanding operational contexts.

7. Knowledge Management and Innovation

  • Capture and share lessons learned to strengthen organizational effectiveness and service delivery.
  • Promote innovation in people practices which enhance efficiency, agility and impact.
  • Contribute to the dissemination and sharing of best practices and lessons learned for HR planning and knowledge building
  • Build capacity across teams to position people management as a core enabler of delivery and results. 
  • Plan, implement and organize strategic capacity building of personnel, partners and stakeholders


Skills

Coaching, Human Resources Policies, Leadership Development, Organizational Development, Stakeholder Management, Talent Management, Workforce Planning, Human Resources Operations, Blended Workforce Strategy
Strategic Perspective
Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organisation. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organisation.
Respect
Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organisational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.
Collaboration
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.
Partnerships
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).
Excellence
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.
Adaptability
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.
Decision-making
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.
Communication
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 Requirements

Required

  • Bachelor’s degree (or equivalent) in Human Resources, Business Administration, Industrial-Organizational or Business Psychology, Behavioural Science, Organizational Development, Public Administration, or relevant social sciences with 9 years of relevant experience OR

  • Master’s degree (or equivalent) in any of the above or related fields with 7 years of relevant experience is required


Desired

  • Certification from a recognized coaching organization (e.g. ICF) is an asset



Experience Requirements

Required

  • Relevant experience must include operating as a strategic HR Business Partner in delivery-driven or complex operational environments, providing strategic HR advice and coaching to senior leaders or implementing strategic HR initiatives, including talent and performance management, workforce planning, organization design and development, employee engagement, change management or related areas. 

  • Experience with aligning workforce strategies with business performance, delivery outcomes and organizational priorities is required.

  • Demonstrable track record of enabling organizational effectiveness and delivery through people strategies is required.

  • Experience using analytics to inform strategic and operational decision-making is required.


Desired

  • Experience of working in multicultural environments or UN system organizations in a developing country is desired.

  • Experience in development or humanitarian contexts is desired.

  • Experience supporting large-scale organizational change or transformation is desired.


Language Requirements

LanguageProficiency LevelRequirement
EnglishFluentRequired
FrenchFluentDesirable
SpanishFluentDesirable

Additional Information

  • UNOPS does not accept unsolicited resumes. 
  • UNOPS will at no stage of the recruitment process request candidates to make payments of any kind.
  • Applications to vacancies must be received before midnight Copenhagen time (CET) on the closing date of the announcement. Applications received after the closing date will not be considered. 
  • Only shortlisted candidates will be contacted and invited to proceed to the next stage of the selection process, which may include various assessments. 
  • UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of a wide range of nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. We strive to sustain and strengthen this diversity, fostering an inclusive working environment where all personnel are treated with respect and have equal access to opportunities.
  • UNOPS evaluates all applications based on the skills, qualifications and experience outlined in the vacancy announcement. We are committed to a fair and transparent selection process and welcome diverse perspectives, including those of women, indigenous and racialized communities, individuals of diverse gender identities and sexual orientations, and persons with disabilities.
  • We are committed to enabling all candidates to perform at their best during the assessment process. If you are shortlisted and require support or reasonable accommodation to complete any assessment, please inform our human resources team upon receiving your invitation.
  • UNOPS has zero tolerance for sexual exploitation and abuse (SEA), sexual harassment, and other forms of abusive conduct, including discrimination, abuse of authority, and harassment. To uphold these standards, background checks are conducted for all final candidates to help ensure that individuals with a history of such conduct are not hired. By applying for a position with UNOPS, candidates acknowledge and consent to these verification processes.
 
Terms and Conditions
 
  • For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post. 
  • For retainer contracts, you must complete a few mandatory courses (they take around 4 hours to complete) in your own time, before providing services to UNOPS. Refreshers or new mandatory courses may be required during your contract. Please note that you will not receive any compensation for taking courses and refreshers. For more information on a retainer contract here. 
  • For more details about the contract types, please click here.
  • All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda. 
  • It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks.