Background

Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

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 does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

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). UNDP’s policy work carried out at HQ, Regional and Country Office levels, forms a contiguous spectrum of deep local knowledge to cutting-edge global perspectives and advocacy. In this context, UNDP invests in the Global Policy Network (GPN), a network of field-based and global technical expertise across a wide range of knowledge domains and in support of the signature solutions and organizational capabilities envisioned in the Strategic Plan.

The central purpose of the Rome Centre is to ensure the effective implementation and further development of the strategic partnership between UNDP and the government of Italy across the objectives of sustainable development and in doing so advancing the broader partnership between UNDP and G7 and G20 countries.

The Rome Centre focuses on the critical policy areas of youth engagement in climate action, energy for development and climate finance. These objectives are pursued through the effective implementation of three initial main programmes:

• The Italy-UNDP Energy Partnership
• Youth4Climate
• Platform for Investment Support and Technical Assistance (PISTA)

The Italy-UNDP Energy Partnership aims to promote access to sustainable energy in developing countries, contributing to SDG7. The goal of the partnership is to assist partner countries in unlocking finance to scale up the diffusion of clean energy solutions, increase access to energy and boost the energy transition. The Partnership is now in its pilot phase, and it focuses on a set of 8 countries in Africa: Algeria, Nigeria, Kenya, Rwanda, Mozambique, Zambia, Eswatini and Comoros. Overall, the Partnership aims to foster the mobilization of public and private capital toward projects aligned with the international policy agenda and the Sustainable Development Goals. It does so by connecting UNDP’s capacity and connections in emerging economies and developing countries with the public-private ecosystem of Italy and other G7 countries, in the crucial sector of energy.

Youth4Climate promotes youth engagement in climate action, contributing to SDG13. Youth4Climate supports the implementation of youth-led and youth-inclusive solutions to environmental and climate challenges, both financially and through capacity development. It also gives young people around the world who are committed to fighting climate change a platform to engage with policymakers and global leaders.

The Platform for Investment Support and Technical Assistance (PISTA), aims to mobilise finance for climate, energy, and environment. Specifically, PISTA aims to originate projects that contribute to the decarbonization efforts of developing economies and to their transition to climate-resilient economies, and it aims to catalyse international financial resources toward these initiatives. Matching impactful projects with investors and capital providers goes hand in hand with the engagement with financial institutions – both institutional and private – at Italian and global level.

The Rome Centre also has a broader mandate to engage with the Italian ecosystem as a whole, which involves close collaboration with key actors in the public and private sector, with the aim to effectively mobilize financial resources for development objectives. To guarantee the effective implementation of the Rome Centre’s workplan, and indeed to ensure the strategic and long-term impact of both its programmes, the Centre will develop broader strategic partnerships and reinforce the overall collaboration with Italy and other meaningful partners.

Delivering on its programmes, the Rome Centre will provide support to the international cooperation efforts of Italy, and it will support UNDP’s global policy initiatives. Recognizing that change will be disruptive, UNDP will work to ensure that such transitions are just, and that their impact on vulnerable people is understood and duly mitigated.

Scope of Work

• Elaboration and manage implementation of HR strategies and policies 
• Efficient management of HR processes for Rome Centre 
• Staff performance management and career development
• Facilitation of knowledge building and knowledge sharing

1. Ensures 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, proper design and functioning of the HR management system.
• Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the Rome Centre. Continuous research of the matters related to staff surveys, conditions of service, salaries, allowances, and other policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.
• HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit Implementation of the strategic approach to recruitment in the Rome Centre, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.
• Analyzes results of UNDP Listens and pulse surveys; together with the working group and in consultation with the senior management and Staff Association develops the action plan and ensures its implementation.
• 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.
• Advise personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.

2. Ensures efficient management of HR processes, recruitment, staffing and entitlements at the Rome Centre

• Management and coordination of recruitment processes including job descriptions, job classification, vacancy announcement, screening of candidates, chairing interview panels, making recommendations on recruitment. Oversight of recruitment under UNDP Rome Centre projects.
• In coordination with Hiring Managers, submit requests and appropriate recruitment documentation.
• Liaise and coordinate with relevant UNDP BPPS HQ and GSSC 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.
• Facilitate timely contract management actions, in close coordination with Hiring Managers and supervisors.
• Act as a focal point for clustered HR services and ensure processes are handled in a proper and smooth manner.
• Management of contracts in and outside Quantum. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Quantum.
• Management of International staff entitlements and position funding delegated to the HR Unit.
• Development and management of rosters.

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

• Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process, elaboration of performance evaluation indicators in consultation with the Senior Management.
• Advocate, facilitate and co-ordinate learning and staff development and promote a learning culture in the workplace. Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager. Implementation of the Universal Access strategy ensuring access to role appropriate learning activities.
• Advise office management on personnel competency, career management/development, and training needs
• Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
• Implementation of strategic staffing policies in line with career development.
• Disseminates information related to People 2030 initiatives, participates in People 2030 engagement forums, contributes stories and updates to foster knowledge exchange;

4. Ensures facilitation of knowledge building and knowledge sharing focusing on achievement of the following results:

• Organization of training for the operations/ projects staff on HR issues.
• Facilitates staff on-boarding.
• Synthesis of lessons learned and best practices in HR.
• Sound contributions to knowledge networks and communities of practice.
• Follow-up on compliance with mandatory trainings and follow-up on other trainings.
• Support the Learning Focal Point designated by the office.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Institutional Arrangement

Under the overall guidance of Operations and Project Analyst, the Human Resources Analyst is responsible for management of the Programme HR activities, effective delivery of HR services. The Human Resources Analyst manages the processes to provides solutions to a wide spectrum of complex issues related to HR. The Human Resources Analyst promotes a collaborative, client-focused, quality and results-oriented approach in the Unit. The incumbent will work home-based.

Expected Demonstration of Competencies

Core Competencies

Achieve Results:  LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline

Think Innovatively:  LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements

Learn Continuously:  LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback

Adapt with Agility:  LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible  

Act with Determination: LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident

Engage and Partner:  LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships

Enable Diversity and Inclusion  LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination  

Cross-Functional & Technical competencies 

Required Education, Experience, Skills and Competencies

Minimum Education requirements

Advanced university degree (Master’s Degree or equivalent) in HR, Business Administration, Public Administration, social sciences or related field is required, or

A first-level university degree (Bachelor´s Degree) in the areas mentioned above in combination with additional 2 years of qualifying experience will be given due consideration in lieu of an advanced university degree.

Minimum years of relevant work experience

Minimum 2 years (with a Master´s Degree) or 4 years (with Bachelor´s degree) of relevant experience at the national or international level in HR advisory services.

Required skills 

Demonstrated experience in designing and implementing tools and strategies for data collection, analysis and production of reports is required.

Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of spreadsheets and web-based management systems such as ERP financials and database packages.

Experience in providing human resources and/or recruitment support to an international multicultural organization is required.

Desired skills in addition to the competencies covered in the Competencies section

• Experience in UN system Country Office/Regional Hub settings or with a multilateral organization of similar size and complexity is desirable.
• Experience with UN/UNDP/Development Organization’s HR actions is desirable.
• Experience in handling modern web-based ERP management systems, preferably Oracle Cloud, is desirable;
• Work experience in developing countries is an asset.

Required Language (s): 

• Fluency in Russian and English is required.
• Working knowledge of other UN official language is an asset

Professional Certificates: HR certification is an advantage.

Disclaimer

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.

Non-discrimination

UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.

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Level of Education: Bachelor Degree

Work Hours: 8

Experience in Months: No requirements