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Organizational Context

Under the overall guidance of OM, the HR Analyst ensures effective delivery of HR services. He/she interprets and applies HR policies, rules and regulations, implements internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst works in close collaboration with the Business Development, Programme, Operations and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management.

Duties and Responsibilities

Functions / Key Results Expected

Summary of key functions:

Implementation of HR strategies and policies
Effective HR management
Staff performance management and career development
Conduct of UN-related surveys
Facilitation of knowledge building and knowledge sharing

1. Provides support to the implementation of HR strategies and policies focusing on achievement of the following results:

Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, analysis of parameters in support of proper design and functioning of the HR management system.
CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management
Analysis and elaboration of proposals on the strategic approach to recruitment in the CO, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.

2. Provides support to effective human resources management focusing on achievement of the following results:

Management of recruitment processes (FTA, TA, SCs) including job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels.
Preliminary review of submissions to the Compliance Review Panel
Management of contracts in and outside Atlas. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
Management of International staff entitlements and position funding delegated to the HR Unit.
Development and management of rosters.

3.   Provides support to proper staff performance management and career development focusing on  achievement of the following  results:

Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
Active participation in the CO learning team
Elaboration of proposals on and implementation of strategic staffing policies in line with career development.

4. Ensures conduct of UN and UNDP-related surveys focusing on achievement of the following results:

Organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the supervisor.

5. Acts as Learning manager in The Country Office focusing on  achievement of the following  results:

Advocate, facilitate and co-ordinate learning and staff development and promote a learning culture in the workplace.

Coach and support staff in the development of their Individual Learning Plans.

Spearhead development of the yearly Whole Office Learning Plan based on the Learning Needs Assessment, Individual Learning Plans, corporate requirements and priorities, and staff career aspirations.  This activity is done collaboratively with staff and the office of unit management team.

Chair or coordinate the Office Learning/Knowledge Committee

Ensure the understanding of emerging corporate priorities and new learning initiatives at the Unit/Country level by organizing learning events/sessions (e.g. RCA, Atlas and the Learning Management System).

6. Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

Participation in the organization and conduct of training for operations/ programme staff on HR issues.
Synthesis of lessons learned and best practices in HR.
Sound contributions to knowledge networks and communities of practice.

Impact of Results

The key results have an impact on the overall CO efficiency in human resources management and success in introduction and implementation of HR strategies and policies.  Accurate analysis, reporting, proposals on systems enhancement strengthen UNDP credibility of UNDP as an effective and efficient organization in the HR sector.

Competencies

Competencies and Critical Success Factors

Functional Competencies:

Building Strategic Partnerships
Level 1.2:  Maintaining a network of contacts
Analyzes and selects materials for strengthening strategic alliances with partners and stakeholders

Promoting Organizational Learning and Knowledge Sharing

Level 1.2: Basic research and analysis
Generates new ideas and approaches, researches best practices and proposes new, more effective ways of doing things
Documents and analyses innovative strategies and new approaches

Job Knowledge/Technical Expertise

Level 1.2: Fundamental knowledge of own discipline
Understands and applies fundamental concepts and principles of a professional discipline or technical specialty relating to the position
Possesses basic knowledge of organizational policies and procedures relating to the position and applies them consistently in work tasks
Analyzes the requirements and synthesizes proposals
Strives to keep job knowledge up-to-date through self-directed study and other means of learning
Demonstrates good knowledge of information technology and applies it in work assignments

Promoting Organizational Change and Development

Level 1.2: Basic research and analysis
Researches and documents ‘best practices’ in organizational change and development within and outside the UN system

Design and Implementation of Management Systems

Level 1.2: Research and analysis and making recommendations on management systems
Maintains information/databases on system design features
Develops simple system components

Client Orientation

Level 1.2: Establishing effective client relationships
Researches potential solutions to internal and external client needs and reports back in a timely, succinct and appropriate fashion
Organizes and prioritizes work schedule to meet client needs and deadlines
Establishes, builds and sustains effective relationships within the work unit and with internal and external clients
Actively supports the interests of the client by making choices and setting priorities to meet their needs

Promoting Accountability and Results-Based Management

Level 1.2: Basic monitoring
Gathers, analyzes and disseminates information on best practice in accountability and results-based management systems
Monitors the implementation of corporate accountability and results-based management systems and makes recommendations to enhance performance of business units

Core Competencies:
Demonstrating/safeguarding ethics and integrity
Demonstrate corporate knowledge and sound judgment
Self-development, initiative-taking
Acting as a team player and facilitating team work
Facilitating and encouraging open communication in the team, communicating effectively
Creating synergies through self-control
Managing conflict
Learning and sharing knowledge and encourage the learning of others. Promoting learning and knowledge management/sharing is the responsibility of each staff member.
Informed and transparent decision making

Required Skills and Experience

Recruitment Qualifications

Education: • Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.

License with 4 years of relevant work experience will be considered.

Experience: 2 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems. Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems (ERP).

Language Requirements: Fluency in written and spoken French. Working knowledge of English.

Disclaimer

Important applicant information

All posts in the GS categories are subject to local recruitment.

Applicant information about UNDP rosters

Note: UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Workforce diversity

UNDP is committed to achieving diversity within its workforce, and encourages all qualified applicants, irrespective of gender, nationality, disabilities, sexual orientation, culture, religious and ethnic backgrounds to apply. All applications will be treated in the strictest confidence.

Scam warning

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