Human Resources Specialist

  • Added Date: Thursday, 14 March 2019
  • Deadline Date: Thursday, 28 March 2019

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Human Resources Associate
Organization: UNDP - United Nations Development Programme
Added: Tuesday, 14 May 2019
Deadline: Tuesday, 28 May 2019

While UNDP Afghanistan remains a large complex office with 395+ staff and personnel, there have been ‘lessons learnt’ from the previous Management Consulting Team (MCT) process that started in 2016. This has resulted in the segregating ‘strategic HR management and advisory services’ from the ‘day-to-day HR transaction processes’. It is envisaged to rely more on RBAP’s Business Partnering Unit and support from OHR for strategic issues and to eventually lead in the corporate clustering options. The local HR Unit will focus more on services and transactions that need to remain in-country and respond to local needs.

Under the day-to-day guidance and supervision of the Operations Manager (P5) and overall leadership of the Senior Deputy Resident Representative (Operations D1), the HR Specialist is responsible for advice to the senior management on the transparent implementation of HR strategies in a large Country Office, effective delivery of HR services and management of the Country Office (CO) HR Unit. The HR Specialist assesses client needs, interprets and applies HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Specialist promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Specialist supervises and leads the professional and support staff of the HR unit under the day-to-day guidance of the Operations Manager. The HR Specialist works in close collaboration with the Programme, Operations, and project teams in the CO, regional offices and UNDP HQ staff as necessary to analyze strategic business needs, formulate HR strategies and implement corporate Human Resources programmes to attract, develop, motivate and retain the most suitable talent at the CO and ensure successful CO performance in HR management.

1. Ensures implementation of HR strategies and policies focusing on achievement of the following results:

  • Implementation of HR strategy in the CO; effective implementation of the internal control; proper design and functioning of the HR management system;
  • Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies.  Interpretation of HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs;
  • Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results;
  • Advice to Senior Management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation);
  • Recommend solutions to highly complex and exceptional cases;
  • CO HR business processes mapping and elaboration/fine-tuning of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit;
  • Leads the advocacy for the implementation, monitoring and compliance of the HR policies including gender and harassment prevention, career development and knowledge management;
  • Full compliance and completion by CO (staff members and personnel) s/m of all UNDP mandatory courses incl. course related to prevention of harassment;
  • Development of procedures and practices that contribute to enhanced and improved HR management from client and result-oriented perspectives.

2. Ensures effective human resources management focusing on achievement of the following results:

  • Management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment. Oversight and advisory support of recruitment under UNDP projects. Development and maintenance of data base of job applications;
  • Advice to office management on s/m competencies. Advice on s/m career development and training needs through the Performance Management and Development (PMD);
  • Advice to project managers on transparent and competitive process for project recruitment, adequate Terms of Reference (TOR) describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring of the entire UNDP project recruitment process;
  • Full compliance of the guidelines of the Compliance Review Body/Panel;
  • Advice to the CO management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas;
  • Performs HR Manager Functions in Atlas;
  • Leads corporate surveys such as the Salary Survey, Global Staff Survey and other request from HQ´s and the CO Resident Representative;
  • Management of the International staff entitlements and position funding delegated to the HR Unit. Close communication with local Government institutions to solve international staff-related issues;
  • Close communication with HQ´s focal points pertaining to the correct administration of s/m entitlements and benefits;  
  • Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies and/or projects in close collaboration with the office of Chief Finance Officer;
  • Support Senior Management in mediation of staff conflicts and/or proper addressing staff disputes and grievances in line with regulations and rules.

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;
  • Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development. Advice on work plan, monitoring and performance team evaluation;
  • Effective learning management including establishment of the Learning Committee and the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management;
  • Provision of effective counseling to staff on career advancement, development needs, learning possibilities.

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

  • Design and implementation 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.

Competencies and Selection Criteria

Description of Competency at Level Required




Ability to make new and useful ideas work

Level 4: Adept with complex concepts and challenges convention purposefully


Ability to persuade others to follow

Level 4: Generates commitment, excitement and excellence in others

People Management

Ability to improve performance and satisfaction

Level 5: Models high professional standards and motivates excellence in others


Ability to listen, adapt, persuade and transform

Level 5: Gains trust of peers, partners, clients by presenting complex concepts in practical terms to others


Ability to get things done while exercising good judgement

Level 5: Critically assesses value and relevance of existing policy / practice and contributes to enhanced delivery of products, services, and innovative solutions



Job Knowledge/Technical Expertise

Demonstrates comprehensive understanding and knowledge of the current guidelines and tools and utilizes these regularly in work assignments. 

Understands more advanced aspects of primary area of specialization as well as the fundamental concepts of human resources management

Level 5:Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Human Resources Management

Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations within the crisis/post-conflict environment

Level 5:Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Building Strategic Partnerships

Displays initiative, sets challenging outputs for him/herself and willingly accepts new work assignments 

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Change Management

Ability to apply a systematic approach to adapt, control and effect change

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Operational Efficiency

Ability to identify and execute opportunities to improve operational efficiency

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Relationship Management

Ability to engage with other parties and forge productive working relationships

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Quality Assurance

Ability to perform administrative and procedural activities to ensure that quality requirements and goals are fulfilled

Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Knowledge Management

Ability to capture, develop, share and effectively use information and knowledge

Level 5:Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise



  • Master's Degree or equivalent in Human Resources Management, Business Administration, Public Administration, Management, Law or related field from an accredited college or university;
  • UNDP HR Certification Programme would be strongly desirable.  


  • 5 years of progressive relevant experience at national or international level in providing HR advisory services and/or managing staff and operational system;
  • Pragmatic experience in handling medical evacuations will be an advantage;
  • Track record of handling staff conflicts, disputes and grievances a strong plus;
  • Experience with and knowledge of UNDP HR Policies and Procedures, UN Staff Regulations and Rules are desirable;
  • Prior relevant experience in crisis working environment/post conflict settings will be an asset;
  • Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and experience in handling of web-based management systems;
  • Knowledge of ATLAS HR Modules, internal financial management and control framework(s) is desired.

Language Requirements:

  • Fluency in English;
  • Knowledge of another official UN language is considered an asset.

Important information for US Permanent Residents ('Green Card' holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment. 

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

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

The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.


Contract Duration: 1 Year with possibility for extension

This vacancy is archived.

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