UNDP Country Office in Papua New Guinea is recruiting a Human Resources Analyst to lead the Country Office Human Resources Unit in Papua New Guinea remotely from UNDP Indonesia with duty station as Jakarta.  This is a national professional post open to the local professionals.  This arrangement is under the RBAP BRH initiative to outsourcing the human resources service model to the Country Office in Papua New Guinea from Jakarta, Indonesia.

Human Resources Analyst heads the Country Office Human Resources (HR) unit which provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace.

Under the overall guidance and supervision of Operations Manager in Port Moresby, UNDP Papua New Guinea, the HR Analyst ensures effective delivery of HR services in a medium size Country Office. He/she interprets and applies HR policies, rules, and regulations; implements internal procedures; and provides solutions to a wide spectrum of 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 Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to ensure successful CO performance in HR management.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

1. Ensure implementation of HR strategies and policies. 

• Ensure full compliance of HR activities with UN rules and regulations and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results.
•  Advise personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.
• Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes including mandatory courses, gender, prevention of harassment, career development and knowledge management.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development.
• Support the organization and coordination, if applicable, of inter-agency exercises and surveys, such as the comprehensive and interim local salary survey, hardship, and place-to-place surveys in coordination with the supervisor and partner agencies.
• Coordinate the Country Office HR support to the UN-system.
• Support the elaboration and implementation, in coordination with the supervisor and management, of HR strategy on audit recommendations.
• Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

2. Ensure effective human resources management of recruitment, staffing and entitlements in the Country Office. 

• Manage transparent and competitive recruitment and selection processes in coordination with GSSC and locally with hiring managers that includes updating job descriptions, preparing vacancy announcements, screening candidates, organizing and participating in the interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Facilitate recruitment for projects and at the request of UN partner agencies.
• Liaise and coordinate with relevant GSSC teams on the management of contracts, and monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations.  Provide oversight of clustered services and report to supervisor and/or senior CO management for any cases to be escalated.
• Facilitate timely contract management actions, in close coordination with supervisors and senior management.
• Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
• Develop and manage CO rosters as appropriate.
• Manage International staff entitlements and position funding delegated to the CO HR Unit, in close coordination with GSSC, as needed.
• Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to the Country Office.
• Support workforce reporting and HR data analysis.
• Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Support the co-creation of a local engagement survey action plan.
• Manage HR processes delegated to the CO, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.

3. Ensure proper staff performance management, talent management, and career development in the CO. 

• Analyze requirements, elaborate the protocol for and facilitate the performance management process.
• Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations.
• Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools.
• Facilitate Performance Management reporting and monitoring in the CO.
• Advise management and personnel on CO work plan and performance management cycles and policies.
•  Support effective learning management including establishment of the CO-wide Learning plan and individual learning plans in collaboration with senior management and the Talent Development Manager.
• Implement the Universal Access strategy ensuring access to role appropriate learning activities.
• Advise office management on personnel competency, career management/development, and training needs through the PMD and Talent Review processes.
• Provide effective counseling to staff on career management, development needs, and learning possibilities.
• Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.

• Organize training for the Operations and projects staff on HR issues.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.

Achieve Results:

LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work

Think Innovatively:

LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking

Learn Continuously:

LEVEL 2: Go outside comfort zone, learn from others and support their learning

Adapt with Agility:

LEVEL 2: Adapt processes/approaches to new situations, involve others in change process

Act with Determination:

LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously

Engage and Partner:

LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships

Enable Diversity and Inclusion:

LEVEL 2: Facilitate conversations to bridge differences, considers in decision making

People Management (Insert below standard sentence if the position has direct reports.)

UNDP People Management Competencies can be found in the dedicated site.

• Ability to animate individuals and communities of contributors to participate and share, particularly externally.

Business Management – Communication

• Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience.
• Ability to manage communications internally and externally, through media, social media and other appropriate channels.

Business Management – Working with Evidence and Data

• Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making.

HR – People Analytics 

• Ability to generate and align people data with business intelligence data to inform strategic decision-making;
• Knowledge of databases, their architecture, integration and landscape;
• Ability to create and use data models;
• Knowledge of visualization techniques;
• Gathering and using data and information to provide insights into people issues and guide decision-making.

HR – Recruitment Design and Management

• Knowledge of, ability to design and manage end to end recruitment processes.

HR – Performance Management

• Knowledge of and ability to guide the application of performance management theory, systems and tools, incl. articulation of expectations, setting objectives and performance standards;
• Conducting performance related discussions and performance coaching; ability to develop performance management and appraisal processes that minimize biases.

• Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment.