HR Associate

In Latin America and the Caribbean, UNOPS operates across 23 countries, delivering high-impact solutions that drive sustainable development. UNOPS focuses on building and improving resilient infrastructure—including roads, bridges, public facilities, sanitation systems, and housing—to enhance quality of life and foster inclusive growth. UNOPS also supports public health by procuring essential medicines and medical equipment, ensuring broader access to healthcare services. By strengthening institutional capacities, UNOPS promotes transparent, efficient, and equitable public management. As a trusted partner to governments and development stakeholders, UNOPS aligns its interventions with national priorities, helping countries advance the Sustainable Development Goals through practical, results-driven support.

Based in Panama City, Panama, the UNOPS Office of the Regional Director (ORD) for Latin America and the Caribbean provides strategic leadership and coordination across the region, enabling effective delivery of UNOPS’ mandate. Through portfolio oversight, integrated risk management, and the mobilization of expertise and resources, the ORD ensures regional coherence and operational excellence. The office supports country teams in aligning activities with organizational goals, strengthening the impact and efficiency of development efforts. It also leads regional positioning and representation in high-level forums, advancing visibility and engagement with key stakeholders. In close collaboration with other regional offices and headquarters, the ODR fosters cross-regional learning, promotes innovation, and drives strategic initiatives that contribute to the achievement of the Sustainable Development Goals (SDGs).

This is an internal vacancy, only candidates working at UNOPS will be accepted.

The HR Associate implements the analysis and improvement of HR plans and processes at the regional level. The role is responsible for using data and metrics (KPIs) to identify bottlenecks and optimization opportunities, ensuring coherence and operational excellence in the delivery of regional HR services. Furthermore, he/she acts as a technical mentor and operational wildcard for the HR network in field offices when needed. 

Under the supervision of the Regional Advisor the HR Associate will perform the functions described below which are structured to reflect the strategic focus on regional support and analytical capabilities.

1. Regional Data, Results, and Analysis Management

• Collect, maintain, and continuously update regional HR data and statistics to support planning of various regional and corporate activities or initiatives..

• Generate detailed and periodic HR KPI analyses at the regional level (e.g., time-to-hire, turnover rates, performance evaluation compliance, people survey action status, learning progress, etc) to measure operational effectiveness and efficiency.

• Design and maintain HR monitoring dashboards using ERP and other HR Information Systems (HRIS) data to provide business intelligence to regional/field offices management.

• Contribute to the drafting of reports, presentations, summaries, and briefing notes that articulate HR operational results and present clear recommendations for regional improvement.

1. Process Optimization, Projects, and Operational Excellence

• Support the rollout and implementation of HR strategies and initiatives aligned with corporate objectives.

• Provide independent support in the review and mapping of key HR operational processes across the region’ offices to identify inefficiencies and opportunities for automation or standardization.

• Contribute to the development and refinement of regional and internal Standard Operating Procedures (SOPs) to ensure full conformity and operational excellence in all HR processes.

• Support strategic HR projects and change initiatives driven by headquarters or the region (e.g., implementation of new HRIS tools, change management initiatives, etc) and being implemented in local/field offices.

• Oversee the accuracy of transactional data entered into the ERP system and maintain proactive tracking systems to ensure deadline compliance and mitigate operational risks across the region.

• Act as the regional focal point for user testing and the implementation of improvements to HR Information Systems (HRIS).

1. Wildcard Operational Support and Regional Talent Acquisition

• Serve as a rapid deployment resource or "wildcard" for field offices within the region that face high recruitment volumes or HR personnel shortages.

• Directly execute crucial stages of the recruitment and selection process (e.g., longlisting, interview coordination, documentation verification) when wildcard support is activated, ensuring that regionally established standards of consistency and accuracy are maintained.

• Coordinate with the Shared Services Centre (SSC) on personnel administration matters, acting as the primary liaison for the standardization of transactional processes.

1. Regional Retainer Pools — Management and HRFP

• Retainer Contract Administration: Oversee contract administration and management for regional retainer personnel.

• HR Focal Point for retainers: Act as the primary HR focal point for all regional retainer personnel, providing professional guidance on conditions of service, contractual packages, salaries, and related administrative processes.

• Payment Process and Fee Administration: Manage and track the payment process for regional retainer personnel, ensuring timely and accurate processing, and proactively coordinating workflow to ensure timely task completion.

1. HR Services to the Regional Office Personnel:

• Support all range of HR operations for the personnel located in the regional office including talent acquisition, contract administration, learning & development, performance management, people culture and engagement,  and HR desk support.

• Support in communicating HR policy updates and new initiatives to regional offices and personnel, offering clarification and guidance where needed.

• Act as back up of the HR Associate.

1. Knowledge Transfer and Regional HR Network Strengthening

• Act as a technical focal point and mentor for HR teams in field offices, providing expert guidance on the implementation of new processes, systems, and the coherent application of optimized policies.

• Design, facilitate, and actively lead regional Communities of Practice (CoPs) for HR, using this forum to disseminate data insights and ensure the adoption of operational best practices across the region.

• Lead the organization, facilitation, and delivery of training sessions specifically designed for field office personnel and regional managers, focusing on the correct use of optimized processes and HR information systems.

• Implement change management strategies to ensure that optimized processes and new systems are adopted effectively and coherently across all offices in the region.

Required

• Secondary school (or equivalent) with 6 years of relevant experience.

Desired

• Bachelor’s degree (or equivalent) in any discipline with 2 years of relevant experience.

• A globally or nationally recognized professional certificate in Human Resource Management (HRM)is desired.

• Certifications on data analytics

Required

• Relevant experience is work in Human Resource Management (HRM), including experience in process optimisation and data analysis.

• Experience in the use of collaboration and productivity tools (e.g., MS Office, G-Suite, etc.) and web-based management systems is required.

Desired

• Experience in implementation of HR projects (HRIS).

• Experience of working in multicultural environments or UN system organisations in a developing country with direct exposure or responsibility in coordinating processes across multiple offices or countries (regional focus).

• Experience in development or humanitarian contexts.

• Please note that UNOPS does not accept unsolicited resumes. 
• Please note that 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. 
• Please note that only shortlisted candidates will be contacted and advance to the next stage of the selection process, which involves various assessments. 
• UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of many diverse nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. UNOPS seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. 
• Qualified women and candidates from groups which are underrepresented in the UNOPS workforce are encouraged to apply. These include in particular candidates from racialized and/or indigenous groups, members of minority gender identities and sexual orientations, and people with disabilities. 
• We would like to ensure all candidates perform at their best during the assessment process. If you are shortlisted and require additional assistance to complete any assessment, including reasonable accommodation, please inform our human resources team when you receive an invitation.

• 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.