Background

UNDP is in the process of aligning the Human Resource Strategy with the Business Strategy of the organization and the Deputy Director, Office of Human Resources (OHR) will provide strong support to the organization’s strategy development process. UNDP is developing a People Capability Strategy which seeks to define what needs to be in place in terms of talent leadership and organization as part of this process. This implies continuous change management on the part of human resources leadership developing the capabilities of the function in line with the strategy.
 
Reporting to the Director, Office of Human Resources (OHR), the Deputy Director will support the work of the Director in the development and execution of the People Capability Strategy and play a key role in the continuing development of the HR function.
 
The Deputy Director is responsible for the work of the Business Advisory Services Unit. He/she will be responsible for developing this unit to be more strategic in its work with internal clients while also becoming more advisory and less transactional in order to help to bring about changes in managers’ view both of their role in HR management as well as the role of HR professionals in facilitating their work. Many of the programs developed through the People Capability Strategy will be implemented through the Business Advisers, and the Deputy Director will ensure that these programs are developed and implemented.
 
He/she also leads the work of the HR Policy Unit, which is fundamental to the development of new policies in line with the organization’s changing priorities, while ensuring UN system coherence and harmonization.
 
He/she will also be responsible for the Organizational Design and Staff Well-being Units.
 
The portfolio of reporting units may change as the function develops further.
 
The Deputy Director keeps abreast of private and public sector HR trends by reading, using networks and attending conferences. This knowledge should be brought to bear on the development and implementation of OHR’s programmes and services.  He/she is the focal point for best practice HR processes and ensuring that they are disseminated to the wider HR community.
 
In the absence of the OHR Director, the Deputy Director fulfils the duties as delegated.

Duties and Responsibilities

The Deputy Director must have a strategic and focused approach and grasp the key change levers for leading the development and maintenance of a highly dynamic workforce.
 
The key functions of the Deputy Director, OHR can be summarized as follows:
 
  • Supports the Director, OHR, in the advocacy and promotion of UNDP better Human Resources management throughout UNDP and actively works with internal client mangers to develop a new approach to people management;
  • Manages the delivery of human resource advisory services through the HR BAS Unit staff, ensuring integration and synergy in the human resource management framework;
  • Ensures the provision of critical business intelligence to managers on overall workforce trends and emerging issues to position the organization to proactively anticipate, plan and meet workforce needs;
  • Advocates and builds awareness and partnerships through BAS within the organization of the central importance of the strategic dimensions of human resource management to its success;
  • Nurtures and guides the development of staff in the units which they manage, providing meaningful options addressing work/life balance issues, achievement of gender equity and the leveraging of diversity as a comparative advantage;
  • Through the management of the Policy Unit, positions UNDP as a leader in UN Human Resources reform ensuring the evolution of a modern and dynamic international civil service, actively partnering with the United Nations Common System with particular attention to the demands of field-based programmes and the challenges of staff mobility;
  • Influences, facilitates and leads organizational change and development using effective HR expertise and change strategies;
  • Empowers a creative peer community of human resource specialists to excel in policy innovation and programme delivery in the service of the organization.
  • Supports the development of the content of OHR’s annual work plan, and budget supports team-based formulation of their respective annual work plans, and supervises and guides managers in the subsequent implementation, by assisting in the monitoring of deliverables and coordinating a continuous follow-up; 
  • Supports Information Technology Management through leveraging functionality for improved business results, simplification of transactions, and reporting processes and improved client services, information provision and learning;
  • Facilitates Matrix Management by ensuring product/results handovers and consultations within OHR, between OHR and Regional Bureaux and among the CO network are correctly planned, prepared and executed. In addition, the Deputy Director promotes an effective and efficient management of a multitude of partnerships with external actors and clients.
  • Supports the development and implementation of updated HR systems, processes, and tools, with an emphasis on e-HR and simplification, including related re-engineering initiatives, to improve productivity and efficiency for all HR activities at HQs and in Country Offices;
  • Spearheads, manages, and facilitates policies, programmes and projects to professionalize and develop the network of capacities and knowledge of the Human Resources Practice in UNDP;
  • Facilitates, guides and develops the HR advocacy, networking and knowledge dissemination;
  • Supports the global consistency of the HR practice throughout UNDP’s network of Country Offices, through the development of forward-looking knowledge tools and by sharing with practice networks, training and briefing Senior Management and hiring managers; 
  • Researches, assesses, and recommends to UNDP’s Management the application of cutting-edge approaches and methodologies in the assigned areas;   
  • Maintains up-to-date knowledge of external HR trends and best practices, in both the public and private sectors, and identifies effective innovations (e.g. in structures, processes and
  • Ensures consistency, fairness, and transparency of HR decisions, remaining current with legal requirements and compliant with the Staff Rules and Staff Regulations of the UN; 

Competencies

Core Competencies:
 
  • Promoting ethics and integrity, creating organizational precedents
  • Building support and political acumen
  • Building staff competence, creating an environment of creativity and innovation
  • Building and promoting effective teams
  • Creating and promoting enabling environment for open communication
  • Creating an emotionally intelligent organization
  • Leveraging conflict in the interests of UNDP & setting standards
  • Sharing knowledge across the organization and building a culture of knowledge sharing and learning
  • Fair and transparent decision making; calculated risk-taking
Functional Competencies
 
Building Strategic Partnerships
Building strategic alliances
  • Makes effective use of UNDP’s resources and comparative advantage to strengthen partnerships
  • Creates networks and promotes initiatives with partner organizations
 
Promoting Organizational Learning and Knowledge Sharing
Participating in the development of policies and innovative approaches and promoting  their application throughout the organization
  • Actively seeks and promotes innovative methodologies and leads the development of supporting policies/tools to encourage learning and knowledge sharing
  • Develops and/or participates in the development of policies and new approaches and participates in training of staff in their application throughout the organization
  • Promotes UNDP as a learning/knowledge sharing organization 
Job Knowledge/Technical Expertise
Expert knowledge of own discipline
  • Possesses expert knowledge of advanced concepts in primary discipline, a broad knowledge of related disciplines, as well as an in-depth knowledge of relevant organizational policies and procedures (Human Resources Management)
  • Applies knowledge to support the unit/branch’s objectives and to further the mandate of UNDP
  • applies a broad knowledge of best management practices; defines objectives and work flows, positions reporting relationships in such a way as to obtain optimum effectiveness for the unit/branch
  • Keeps abreast of new developments in area of professional discipline and job knowledge and seeks to develop him/herself personally
  • Demonstrates comprehensive knowledge of information technology and applies it in work assignments 
Organizational Leadership and Direction 
Defining the vision and direction
Actively contributes to the setting of organizational priorities in a consultative process
Guides and coordinates the formulation and implementation of programme and/or management policies
 
Promoting Organizational Change and Development
Influencing organizational change and development
  • Identifies problems central to the organization’s success,  assesses their impact
  • Provides change and development advice, including the design and implementation of change strategies / processes to enable staff/the organization to deal with change effectively
  • Drives process definition, simplification, and integration efforts throughout the organization 
Strategic Alignment of Management Practice
Strategically aligning management practices
  • Understands the strategic direction and context in terms of management requirements and ensures management policies and practices support the achievement of organizational goals
  • Anticipates and understands internal and external issues and opportunities that may impact the organization
  • Encourages and supports managers at all levels to assume responsibility for management of resources 
Design and Implementation of Management Systems
Formulating strategy for system implementation
  • Designs management systems based on established best practice and identified needs within UNDP
  • Manages complex design projects where different actors are involved at different stages of the project until completed
  • Review systems performance to support rigorous development of systems standards and modes of operation
Client Orientation
Meeting long-term client needs
  • Anticipates constraints in the delivery of services and identifies solutions or alternatives
  • Proactively identifies, develops and discusses solutions for internal and external clients, and persuades management to undertake new projects or services
  • Consults with clients and ensures their needs are represented in decision-making processes 
Promoting Accountability and Results-Based Management
Development and application of organizational standards
  • Ensures compliance with the organizational standards for audit, monitoring and evaluation and results-based management and promotes and monitors their application
  • Promotes a culture of accountability in the organization
  • Analyses audit, evaluation and policy application review results, extracts key elements and prepares proposals to address areas of weakness in the organization’s performance

Required Skills and Experience

Education: 

  • Advanced University Degree (Masters) in Human Resource Management, Business or Public Administration, Economics, Development Economics, International Relations, or Sociology or equivalent.

Experience:

  • 15 years relevant experience in managing increasingly complex programmes and services with a large HR component, especially those involving major change initiatives. Broad external exposure to leading edge HR practices is highly desirable.
  • Essential specialized knowledge in strategic human resources management

Language:

  • Fluency in English with proficiency in a second UNDP working language is required.