UNDP Jobs - 28598- Human Resources Officer (For Indonesian nationalit

Human Resources Officer (For Indonesian nationality only) (FOR UN ROSTER)

Location :

Jakarta, INDONESIA

Type of Contract :

FTA Local

Starting Date :

Application Deadline :

12-May-12 (Midnight New York, USA)

Post Level :

NO-A

Duration of Initial Contract :

12 months

Languages Required :

English

Expected Duration of Assignment :

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.

Background

I. Organizational Context

The United Nations system in Indonesia works as a team to develop the best strategy to respond to national needs and plans, building on agency asset. To support its operations, UN Indonesia is opening vacancies for roster of qualified personnel.Candidates will be assessed by UN Human Resources team for particular type/level of function.

Under the overall guidance of DRR and direct supervision of the Human Resources Specialist, the HR Officer ensures effective delivery of HR services in a large Country Office*. He/she interprets and applies HR policies, rules and regulations, implements internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Officer promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Officer works in close collaboration with the Business Development, Programme, Operations and project teams in the CO and HQ staff ensuring successful CO performance in HR management.

* The nature of work at ICS 8 level is specific. This is an entry professional level. The incumbent (who has corresponding educational background, but no experience in the field) is expected to apply theoretical conceptual models, make rudimentary analysis of project parameters in support of greater programme development activities. Team environment provides rich learning opportunities, facilitates rapid professional development. The duties performed as well as external contacts are rather limited. The incumbent grows professionally to be able to embrace responsibilities at higher levels.

Duties and Responsibilities

II. Functions / Key Results Expected

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

1. Provides support to the implementation of HR strategies and policies focusing on achievement of the following results:

Full compliance of HR activities with UN rules and regulations, UN policies, procedures and strategies; effective implementation of the internal control, analysis of parameters in support of proper design and functioning of the HR management system.
CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management
Analysis and elaboration of proposals on the strategic approach to recruitment in the CO, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.

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

Management of recruitment processes including job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels.
Preliminary review of submissions to the Local Appointment and Promotion Board (LAPB).
Management of contracts in and outside Atlas. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
Management of International staff entitlements and position funding delegated to the HR Unit.
Development and management of rosters.

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

Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
Active participation in the CO learning team
Elaboration of proposals on and implementation of strategic staffing policies in line with career development.

4. Ensures conduct of UN -related surveys focusing on achievement of the following results:

Organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the supervisor.

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

Participation in the organization and conduct 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.

III. Impact of Results

The key results have an impact on the overall CO efficiency in human resources management and success in introduction and implementation of HR strategies and policies. Accurate analysis, reporting, proposals on systems enhancement strengthen UN credibility as an effective and efficient organization in the HR sector.

Competencies

IV. Functional Competencies:

Building Strategic Partnerships
Level 1.2: Maintaining a network of contacts

Analyzes and selects materials for strengthening strategic alliances with partners and stakeholders

Promoting Organizational Learning and Knowledge Sharing

Level 1.2: Basic research and analysis

Generates new ideas and approaches, researches best practices and proposes new, more effective ways of doing things
Documents and analyses innovative strategies and new approaches

Job Knowledge/Technical Expertise

Level 1.2: Fundamental knowledge of own discipline

Understands and applies fundamental concepts and principles of a professional discipline or technical specialty relating to the position
Possesses basic knowledge of organizational policies and procedures relating to the position and applies them consistently in work tasks
Analyzes the requirements and synthesizes proposals
Strives to keep job knowledge up-to-date through self-directed study and other means of learning
Demonstrates good knowledge of information technology and applies it in work assignments

Promoting Organizational Change and Development

Level 1.2: Basic research and analysis

Researches and documents ‘best practices’ in organizational change and development within and outside the UN system

Design and Implementation of Management Systems

Level 1.2: Research and analysis and making recommendations on management systems

Maintains information/databases on system design features
Develops simple system components

Client Orientation

Level 1.2: Establishing effective client relationships

Researches potential solutions to internal and external client needs and reports back in a timely, succinct and appropriate fashion
Organizes and prioritizes work schedule to meet client needs and deadlines
Establishes, builds and sustains effective relationships within the work unit and with internal and external clients
Actively supports the interests of the client by making choices and setting priorities to meet their needs

Promoting Accountability and Results-Based Management

Level 1.2: Basic monitoring

Gathers, analyzes and disseminates information on best practice in accountability and results-based management systems
Monitors the implementation of corporate accountability and results-based management systems and makes recommendations to enhance performance of business units

Core Competencies:

Demonstrating/safeguarding ethics and integrity
Demonstrate corporate knowledge and sound judgment
Self-development, initiative-taking
Acting as a team player and facilitating team work
Facilitating and encouraging open communication in the team, communicating effectively
Creating synergies through self-control
Managing conflict
Learning and sharing knowledge and encourage the learning of others. Promoting learning and knowledge
management/sharing is the responsibility of each staff member.
Informed and transparent decision making

Required Skills and Experience

V. Recruitment Qualifications

Education:

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

Experience:

Up to 2 years of relevant experience at the national or international level in providing HR 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.

Language Requirements:

Fluency in the UN and national language of the duty station.

APPLICANT MUST COMPLETE P11 FORM AND SUBMIT AS PART OF THEIR APPLICATION . Click here to down load the form P11

Female candidates are encouraged to apply

UN Indonesia 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 UN Indonesia at the same grade level and with similar job description, experience and education requirements.