UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs).  With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world; and pursue peaceful, prosperous lives, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Bureau for Management Services, Office of Human Resources (BMS/OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, BMS/OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level.  In this context, BMS/OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which is progressively transforming UNDP’s culture and enabling its workforce (https://www.undp.org/careers/people-2030) to deliver more and better results.

Through People for 2030, BMS/OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP.

Building on the achievements of the People for 2030 strategy, especially on the focus area of contractual modalities in UNDP, BMS/OHR is now launching the Partner Personnel Services Agreements (PPSA) to support our partner agencies. PPSA is a contractual modality through which UNDP will engage and administer non-staff personnel contacts for and on behalf of client UN entities. This is done to ensure that UNDP provides for, and improves, opportunities for our partners through a clear structure of centrally managed contracts that are more attractive, simpler, and more flexible.

In this renewed and dynamic framework, BMS/OHR is seeking high caliber human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to generate a culture characterized by innovation, partnership, entrepreneurship and a focus on delivering transformative outcomes. They will be at the forefront of developing this service line and attracting new clients across the UN Common System by leveraging the existing role of UNDP as the service provider and backbone of the UN Development System.

The HR Specialist works closely with Partner Agencies, BMS/GSSC, Country Offices, Business Partnering team, Policy Unit, as well as other BMS/OHR teams and different UNDP/BMS business units on different Personnel Service Agreement (PSA), Partner Personnel Service Agreement (PPSA) and partnership issues.

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. This is a recognition of the interconnected nature of development risks & crises that the world is facing and that calls for assembling of multidisciplinary teams for an integrated & systemic response. Therefore, UNDP personnel are expected to work across issues, units, functions, teams and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

Summary of key functions: 

• Partnership Management & Outreach – Corporate partner engagement and support, including transition support, planning for existing partners and growing the market potential of the service line.
• Capacity building, knowledge building and knowledge sharing.
• Provide policy guidance in close coordination with the Policy Unit on PSA modality related matters to different stakeholders, especially the partner agencies.
• Oversight and Monitoring of the PPSA modality.

1) Partnership Management and Outreach – Corporate partner engagement and support, including transition support, planning for existing partners and growing the market potential of the service line.

• Develop and manage positive and constructive relationships with partners using PPSA modality, explore new possibilities to expand the service line
• Provide technical advice and assistance on the negotiation of Service Level Agreements (SLAs) and other agreements on PPSA with current and potential partners.
• Ensure development of materials for outreach and expansion of PPSA business line to new markets and partners.
• Support the oversight and monitoring of the implementation of PPSA modality, collection, and analysis of feedback from clients and PPSA personnel.
• Oversee periodic cost recovery methodology in close coordination with BMS/GSSC and BMS/OFM of services provided to clients in line with the PPSA policy and corresponding SLAs.
• Ensure quality and timely reports on cost recovery for both internal and external use, budget management and financial reporting.
• Serve as a Focal Point for UNDP in relations with the clients on PPSA.
• Keep partners up to date on any upcoming changes in PPSA policy and procedures

• Lead capacity building for CO and HQ staff on Global Agreements, SLAs, PSA and PPSA policies.
• Lead the communication efforts of UNDP regarding PPSA by facilitating webinars, drafting communication packages, and participating in townhalls for partner agencies to answer any PPSA related questions.
• Contribute to knowledge networks and communities of practice.
• Coordinate UNDP’s contribution to HR inter-agency initiatives to the betterment of HR coordination, cooperation, and implementation.

• Ensure the provision of strategic support, information and inputs in response to issues arising from PPSA implementation to partners.
• Provide policy advisory and other services to internal and external clients on PSA and PPSA in coordination with the Policy Unit and Business Partnering Team.
• Provide advisory services on corporate agreements and SLAs to clients as appropriate.
• Coordinate with the Policy Unit and Business Partners on BMS/OHR response to issues related to PSA and PPSA.

• Exercise oversight   and monitoring of the implementation of PPSA modality, collecting and analyzing feedback from clients and PPSA personnel to formulate UNDP’s response.
• Coordinate UNDP survey to collect feedback from the Client and the relevant UNDP personnel in order to measure timeliness, quality and responsiveness of the services. provided by UNDP, as well as the timeliness and quality of the Client’s requests.
• Coordinate the cost recovery of services provided to clients with the full cost recovery rates in line with the UN’s Business Innovations Group (BIG) Principles for Costing and Pricing Services, PPSA policy and SLAs.
• Prepare regular PPSA reports for both internal and external stakeholders.

Core: Full list of UNDP Core Competencies can be found here  

• Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system

• Ability to bring together diverse groups of people, data, information or ideas, and technology to design services or solutions.

• Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions and deliver timely and quality results and/or solutions to fulfill and understand the real customers’ needs; Provide inputs to the development of customer service strategy; Look for ways to add value beyond clients’ immediate requests;
• Ability to anticipate client’s upcoming needs and concerns.

HR – People strategy and planning – Human Resources Strategic Planning:

• Ability to develop integrated HR strategies, governance structures, policies and procedures.

Business Management – Portfolio Approach:

•  Ability to select, prioritise and control the organizations programmes and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimising return on investment

HR – People strategy and planning – Workforce Planning:

• Knowledge of theories, mechanisms and tools to analyze the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organization’s needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan.

People Strategy & Planning – 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.