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

• Ensures full compliance of HR activities with UNDP policies, procedures, and strategies, effective implementation of the internal control framework, and the proper functioning and design of the office’s HR management system and practices;
• Seeks out and shares information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements and HR business processes;
• Provides data for the analysis and elaboration of business process mapping and streamlining, drafts, updates, and maintains control of standard operating procedures and workflows;
• Analyzes and elaborates on proposals on the strategic approach to recruitment in the office, the proper use of contractual modalities and the forecast of the personnel needs;
• Develops, refines, and delivers country office onboarding and offboarding programme;
• CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.

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

• Provides guidance to requesting units and ensures completeness and compliance of recruitment documentation with corporate requirements;
• Liaises and coordinates with relevant corporate Recruitment Teams on management of recruitment processes;
• Liaises and coordinates with relevant Benefits and Entitlements teams on the management of contracts, monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations.  Provides oversight of clustered services and reports to DRR- O for any cases to be escalated;
• Liaises with supervisors and senior management to ensure that the timely and proactive contract management processes are in place in accordance with standard requirements;
• Supports the development and management of country office positional and functional rosters;
• Oversees the compliant and efficient leave management and monitoring;
• Prepares reports for the cost recovery of HR services provided by UNDP to other agencies;
• Promotes work/life balance, PSEA/SH and other initiatives for staff wellbeing, including those related to a safe and secure environment in the workplace;
• In relation to staff security and continuity of operations, review and update the Business Continuity Plan (BCP) for the CO.

• Analyzes requirements and elaborates on the protocol for the performance appraisal process and the facilitation of the process, acting as a Secretary of Talent Management Review Group;
• Actively participates in the country office learning committee as the Talent Development Manager and provides guidance and input to the development and implementation of the Unit talent development plan;
• Elaborates on proposals on implementation of strategic personnel policies in line with talent and career development;
• Implementation of strategic staffing policies in line with career development.

• Participates in the organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the Operations Manager and the OMT HR WG.

• Provide support in the organization of trainings for operations/ programme staff on HR issues.
• Synthesis of lessons learnt and best practices in HR;
• Contributes to knowledge networks and communities of practice. Participates in OMT HR Working Group;
• Contributes to the information channels for HR, including intranet sites, bulletins, and other communication tools.

Core Competencies

• 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 and/or /maintain coalitions/partnership.
• Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.

Functional/Technical competencies

HR – People Strategy and Planning  

• Human resources strategic planning: Ability to develop integrated HR strategies, governance structures, policies and procedures.

HR – Recruitment

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

Business Development

• Knowledge generation: Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.

HR – Talent management: Diversity and inclusion

• Ability to design and deliver diversity and inclusion approaches.
• Ability to integrate diversity and inclusion considerations into the specific people and organizational strategies, policies and initiatives.
• Knowledge of the theory and methods to mitigate biases and eliminate discrimination, knowledge of practical ways to increase participation of underrepresented groups in the workforce, knowledge of inclusive workplace practices and behaviors.

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.

Business Management: Customer Satisfaction / Client Management

• Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers’ needs.
• Ability to anticipate client’s upcoming needs and concerns.

2030 Agenda 

• People – Gender Mainstreaming: Knowledge of gender equality and women’s empowerment issues and ability to apply it to strategic and/or practical situations, e.g. gender-responsive recruitment.