Talent Acquisition Operations Specialist

Host entity: UNOPS DNK

Volunteer type: International

Areas of expertise: Administration, Information technology and telecommunications, Human resources

Application deadline: 25/10/2026

Mission and objectives

UNOPS provides practical solutions in infrastructure, procurement and project management.

Together with our partners, we support peace and security, humanitarian and development projects around the world – addressing urgent needs and helping shape a more sustainable, resilient and inclusive future.

Assignment context

The UNOPS People & Culture Group (PCG) is implementing a strategic transformation of its Talent Acquisition function to enhance the effectiveness, consistency and digital enablement of recruitment services across the organization. As part of this effort, the Talent Acquisition function is strengthening its knowledge management, information governance, process documentation and digital collaboration practices to support a modern, data-informed and user-centered recruitment ecosystem.

This assignment will support the Talent Acquisition function in consolidating institutional knowledge, improving access to recruitment-related resources, supporting the transition and governance of talent acquisition systems and strengthening communication and collaboration across Talent Acquisition teams. The UN Volunteer will work closely with colleagues from the Talent Acquisition Centre of Expertise, Recruitment Services Support (RSS), and Surge Recruitment teams to develop sustainable knowledge-sharing practices and accessible digital resources that enhance service delivery and operational efficiency.

Task description

Under the direct supervision of the Head of Talent Acquisition, the Talent Acquisition Knowledge Management and Digital Transformation Specialist will undertake the following tasks:

A. Talent Acquisition Knowledge Management Framework

• Assess existing Talent Acquisition documentation, resources, guidance materials, tools, and repositories across relevant teams.

• Identify information gaps, duplication, outdated materials, and opportunities to improve knowledge sharing and accessibility.

• Develop and support implementation of knowledge management frameworks, governance mechanisms, repository structures, and practices that promote ownership, maintenance, accessibility, and continuous improvement.

• Consolidate, organize, and preserve institutional knowledge and key Talent Acquisition assets within approved organizational repositories and digital platforms.

B. Talent Acquisition Digital Knowledge Hub and Intranet Development

• Design, develop, and maintain digital knowledge hubs, intranet resources, and self-service tools supporting Talent Acquisition services.

• Review, standardize, update, and create content aligned with Talent Acquisition strategies, operating models, services, and stakeholder needs.

• Develop user-friendly information architecture, navigation structures, and content governance mechanisms.

• Support migration, organization, and consolidation of Talent Acquisition resources across approved digital platforms.

C. Talent+ Transition and Digital Platform Knowledge Management

• Support the transition of Talent+ ownership through the establishment of structured knowledge management practices.

• Document system processes, workflows, functionalities, roles, user requirements, and operational procedures.

• Develop and maintain centralized repositories, user guides, reference materials, FAQs, and knowledge products.

• Promote effective system adoption, knowledge sharing, user experience, and alignment with broader Talent Acquisition digital resources.

D. Talent Acquisition Information Management and Repository Governance

• Review and improve information management practices across shared drives, repositories, mailboxes, and historical records.

• Develop information architecture, folder structures, document classification approaches, naming conventions, and governance standards.

• Organize and consolidate historical recruitment information, operational resources, lessons learned, and institutional knowledge.

• Support consistent document management practices and migration of key resources into approved repositories.

E. Talent Acquisition Process Documentation and Operational Excellence

• Document Talent Acquisition processes, workflows, and service delivery models across functional areas.

• Develop process maps, standard operating procedures, playbooks, toolkits, checklists, and guidance materials.

• Identify opportunities to enhance efficiency, standardization, digitalization, stakeholder experience, and operational excellence.

• Capture good practices and lessons learned to support continuous improvement initiatives.

F. Employer Branding, Communications and Resource Development

• Develop and strengthen communication, outreach, and employer branding resources supporting Talent Acquisition objectives.

• Create templates, presentations, FAQs, toolkits, guidance materials, and stakeholder-facing products for internal and external audiences.

• Support communication initiatives related to recruitment, early career programmes, employer branding, and Talent Acquisition transformation.

• Ensure consistency of messaging, accessibility, formatting, and branding standards across Talent Acquisition materials.

Expected Outputs

• Talent Acquisition knowledge management framework and governance approach.

• Consolidated knowledge repositories, improved information management practices, and repository governance guidance.

• Digital knowledge hubs, intranet resources, and self-service materials.

• Talent+ documentation, knowledge repositories, user guidance materials, and transition resources.

• Process documentation, standard operating procedures, recruitment toolkits, and operational improvement recommendations.

• Communication toolkits, employer branding resources, templates, and stakeholder-facing guidance materials.

• Recommendations supporting continuous improvement, organizational learning, and modernization of Talent Acquisition services.

Skills and experience

Required:

• Professional experience in Human Resources, Talent Acquisition, knowledge management, organizational development, or related areas.

• Experience developing HR documentation, digital resources, process maps, guidance materials, or knowledge repositories.

• Experience organizing complex information and transforming it into accessible and user-friendly resources.

• Experience working with digital platforms, HR systems, or information management solutions.

Desirable

• Experience in an international organization or multicultural environment.

• Experience supporting HR transformation or digitalization initiatives.

• Experience with recruitment processes and assessment methodologies.

• Experience developing communication materials, intranet content, or employer branding resources.

• Experience with HR technology platforms.

Competencies and values

• Strong understanding of Human Resources and Talent Acquisition processes.

• Strong knowledge management and information organization skills.

• Excellent written communication and content development abilities.

• Ability to translate complex processes into clear and accessible resources.

• Digital mindset and interest in HR technology.

• Strong analytical and organizational skills.

• Ability to work independently and proactively identify solutions.

• Ability to manage multiple priorities and deliver high-quality outputs remotely.

• Strong collaboration and stakeholder engagement skills.

• Ability to work effectively in a multicultural and geographically dispersed environment.

• Commitment to UN values, diversity, inclusion, and integrity.

Living conditions

This is a remote assignment. The UN Volunteer is expected to have a reliable internet connection, an appropriate workspace and the necessary equipment to perform the assignment effectively. The UN Volunteer will work in coordination with UNOPS counterparts across different time zones and is expected to be available for virtual meetings and deliver outputs within agreed timelines. Any travel, if required, will be subject to programme needs, security conditions, visa clearance and availability of funds.

UN Volunteer entitlements and allowances:
The purpose of the allowances and entitlements paid to UN Volunteers is to enable them to sustain a secure standard of living in line with United Nations standards without incurring personal costs. The allowances are in no way to be understood as compensation, reward, or salary in exchange for the UN Volunteer’s service. Contingent on specific eligibility criteria, location of the volunteer, and contractual type and category, the payment of allowances will begin from the date of Commencement of Service.

For information specific to your assignment, please see below:

- Monthly Living Allowance (Remote Arrangement): USD 1,200 (global average, per month). The final amount will be calculated based on the selected candidate’s country of residence using the UNV Allowance Calculator: https://app.unv.org/calculator.
- Entry lump sum (one-time payment): USD 200
- Medical and life insurance: Cigna Private Insurance
- Annual leave: 2.5 days accrued per calendar month
- Certified and Uncertified Sick Leave in accordance with UNV Conditions of Service

The above summary is provided as information only and is subject to change. For further information on the full range of entitlements and eligibility criteria, please read the UN Volunteer Conditions of Service

Full eligibility requirements, conditions of service and application instructions are available on the official UNV platform.