Human Resources Specialist

  • Added Date: Friday, 03 July 2020
  • Deadline Date: Friday, 17 July 2020

Under the guidance Deputy Resident Representative (DRR) and direct supervision of the Operations Manager (OM), 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 CO HR Unit. He/she 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. He/she 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. He/she works in close collaboration with the Programme, Operations, and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management.


 

II. Duties and Responsabilities:

Summary of Key functions:

  • 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).
  • 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.
  • Leads the advocacy for the implementation, monitoring and compliance of the HR policies including gender and harassment, career development and knowledge management. Full compliance and completion by CO s/m of the Harassment course.
  • Development of procedures and practices that contribute to enhanced and improved HR management.
  • 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 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 RCA.
  • Advice to project managers on transparent and competitive process for project recruitment, adequate 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 Appointment and Promotion 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 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.
  • Liaise with the Staff Association and Stress counselor and provide support on staff well being and propose well strategies on improving and implementing staff wellbeing.
  • 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 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.

  • Through research of policies and analysis of data, provide support to the senior management on HR-related needs and developing subsequent plans of action.
  • Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
  • Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations and procedures.
  • Promote the organizational goals and targets for gender equity and cultural diversity.

Conception and Implementation of employer attractiveness strategies and talent acquisition strategies

  • 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.
  • Ensure knowledge sharing within the HR unit.

 

Description of Competency at Level Required

Core :

Innovation :

Level 5: Creates new and relevant ideas and leads others to implement them        

Leadership :

Level 5: Plans and acts transparently, actively works to remove barriers  

People Management:

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

Communication :

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

Delivery :

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

Technical/Functional :

Strategic Planning :

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

Innovation :

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 (General) :

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

Performance Management :

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

Recruiting :

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

Talent Management :

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

Case Management :

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

Team building :

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

 IV.  Qualifications :

Education :

Master’s Degree or equivalent in Human Resources, Business Administration, Public Administration or related field.

A first-level university degree in combination with qualifying experience may be accepted in lieu of the master’s degree.

Expérience:

  • Minimum of 2 years of relevant experience at the national or international level in providing Human Resources advisory services and/or managing staff and operational systems.
  • Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems.
  • Experience in Strategic Human Resources Management and providing support to senior management
  • Experience in a large Cooperation or International Organization is required

Experience with the UN system and the Sub-Saharan Africa region is an asset and is desired.

Language Requirements:

Fluency in French and English are required for the assignment.

 



 

Aures:

Les candidatures féminines sont vivement encouragées.

Le PNUD a une tolérance zero pour la corruption.

Les services de recrutement et des acahts du PNUD sont gratuits et aucun paiement n'est exigé pour nos services.

En cas de violation de ces principes, veuillez nous contacter par le biais de l'adresse email suivante: jedenoncelacorruption.gn@undp.org

 

 

 

 

 

Contract Duration: 1 Year with possibility for extension

This vacancy is archived.

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