HR Systems & Digital Solutions Expert

Organizational Context

The United Nations Industrial Development Organization (UNIDO) is the specialized agency of the United Nations that promotes industrial development for poverty and hunger reduction, inclusive and fair globalization and environmental sustainability. The mission UNIDO, as described in the Lima Declaration adopted at the fifteenth session of the UNIDO General Conference in 2013, the Abu Dhabi Declaration adopted at the eighteenth session of UNIDO General Conference in 2019 as well as the Riyadh Declaration adopted at the twenty-first session of UNIDO General Conference in 2025, is to promote and accelerate inclusive and sustainable industrial development in Member States. The relevance of this mission as an integrated approach to all three pillars of sustainable development is recognized by the 2030 Agenda for Sustainable Development and the related Sustainable Development Goals (SDGs), which will frame United Nations and country efforts towards sustainable development. UNIDO’s mandate is fully recognized in SDG-9 , which calls to “Build resilient infrastructure, promote inclusive and sustainable industrialization and foster innovation”. The relevance of inclusive and sustainable industrial development, however, applies to all SDGs. The medium-term programme framework (MTPF) 2026 - 2029 is UNIDO’s core strategic document and it is in line with UNIDO’s Vision 2050. It sets a renewed vision to support Member States and shape their industries for development. The priorities include fair and sustainable global and regional supply chains, ending hunger through innovation and local value addition, renewable and clean energy, sustainable energy access and climate action. Cross-cutting priorities focus on industrial and economic policy advice, skills development, fostering digitalization and artificial intelligence, gender equality and the empowerment of women, supporting youth, promoting cleaner production and circular economy, and leveraging private sector investment and development finance. Each of these programmatic fields of activity contains a number of individual programmes, which are implemented in a holistic manner to achieve effective outcomes and impacts through UNIDO’s four enabling functions: (i) technical cooperation; (ii) analytical and research functions and policy advisory services; (iii) normative functions and standards-related activities; and (iv) convening and fostering partnerships for knowledge and technology transfer, investment mobilization, networking and industrial cooperation. Such core functions are carried out in Divisions/Offices in its Headquarters, Sub-regional Offices and Country Offices. The Directorate of Corporate Services and Operations (COR) is responsible and accountable for the management of UNIDO’s human, financial and material resources, ensuring the capacity of the Organization to fulfil its mandate. The Directorate oversees a full range of corporate services to meet the support needs of the Organization, acts as a custodian for corporate management policies, and promotes a culture of cooperation, service orientation and corporate excellence throughout the Organization to deliver efficient and effective high-quality work and enable tangible impact on the ground to achieve ISID worldwide. The Directorate manages the functions of the Ethics and Accountability Unit (COR/EAU), the Risk Management and Compliance Unit (COR/RCU), the Divisions of Financial Resource Management (COR/FIN) and Human Resources Management (COR/HRM), as well as the following Services: Procurement Services (COR/PRO); Digitalization, Innovation and TC Optimization Services (COR/DIT); Facility Management Services (COR/BMS); and Asset Management and Logistics Services (COR/AML). The position is located under the Division of Human Resource Management (COR/HRM) is responsible for developing and implementing UNIDO’s human resources strategy, which underpins the success of the Organization, by providing a modern, people-focused framework that enables UNIDO’s workforce to contribute to its maximum.

Job Purpose

As part of HRM’s ongoing digital transformation agenda, there is a strategic need to further strengthen technical capacity dedicated to the design and implementation of HR-focused digital solutions and process simplification. Enhanced support in this area would accelerate the development of automation initiatives, advanced reporting capabilities, data analytics, and the adoption of AI-enabled tools such as Microsoft Copilot to optimize recruitment and talent management processes. Building on previous initiatives, the proposed position would serve as a key enabler of innovation, helping HRM leverage technology more effectively, improve operational efficiency, and advance its long-term modernization objectives.

Responsibilities

Under the supervision of the Head of HRM/PEO/OPP, and working closely with the focal points in other HRM Units, the HR SYSTEMS System Development Administrator will be expected to assist with the following areas: A. Functional Support and Requirements Gathering Support HR stakeholders in identifying needs related to HR business processes, digital workflows, reporting and system enhancements. Assist in translating HR requirements into functional specifications for SAP HCM, SuccessFactors, and other HR systems. Conduct preliminary analysis of change requests, documenting process flows and system impacts. B. HR SYSTEMS Enhancement and Testing HR Systems Administration & Continuous Improvement (administer HR systems from the functional perspective, manage enhancement requests, identify process improvements). Support senior COR/DIT staff in the functional testing of new HR SYSTEMS features, patches, upgrades and enhancements. Prepare and execute test scripts; help coordinate user acceptance testing with HR. Assist in validating system configurations and documenting test results. C. User Support and Training Provide Level 1/Level 2 support to HR users for SAP HCM modules (PA, OM, PT, SPM, etc.). and SuccessFactors. Review and create knowledge articles, training sessions, recurring issue analysis, and service improvement Assist in troubleshooting functional issues and escalating technical items to senior colleagues as needed. Contribute to the development of user guides, training materials, and knowledge base articles. D. Documentation and Project Coordination Draft functional documentation including business requirement documents, test plans, and user manuals. Support coordination with external implementation partners and developers. Assist senior staff in monitoring project timelines, deliverables and system change logs. Stakeholder coordination with COR/DIT and external vendors. E. Data Quality, Reporting and Analytics Assist in data validation exercises related to HR master data and organizational management structures. Support HR in generating reports, dashboards and HR analytics using SAP, SuccessFactors or BI tools (Power BI/SAP BW). Contribute to quality assurance activities related to HR data migration or system reconciliation.

Work Experience

A minimum of three (3) years of professional experience in the relevant field is required Relevant professional experience in HR SYSTEMS systems, or enterprise applications is required. Experience supporting one or more systems such as SAP HCM, SuccessFactors, Oracle HCM, or similar HR platforms is a strong asset; together with experience in system testing, business process analysis, user support, or digital workflow automation is desirable. Experience with Microsoft Power Platform or IT service management tools such as TOPdesk is desirable. Experience in functional analysis, system testing, user support, or documentation within an HR or IT environment is desirable. Exposure to HR business processes (recruitment, payroll, time management, organizational management) is desirable. Experience in an international or multicultural environment is an asset.

Skills

Not informed

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