UNDP Jobs

• Provides substantive inputs and supports for the implementation of HR strategies and policies and HR Unit’s annual work plan;
• Effective HR management;
• Staff performance management and career development;
• Facilitation and promotion of knowledge building and knowledge sharing.

• Implementation of HR strategy in collaboration with 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.
• Provides supports to project management in the continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in ELECT Project. 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 ELECT 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).
• Provides feedback on and monitors achievements of results of ELECT HR business processes mapping and actively participates in the development and implementation of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the ELECT HR unit.
• Implementation of the recruitment and staffing needs in the ELECT, in compliance with UNDP Recruitment Framework and other applicable and guidelines;
• Regular liaison and coordination with and provision of HR advisory services to relevant internal and external clients and stakeholders to ensure harmonization of practices in the area of HR management and implementation of best HR practices;
• Ensures effective implementation on HR Unit’s annual work plan monitoring the expected results and carrying corrective actions.
• Leads the advocacy for the implementation, monitoring and compliance of the HR policies in ELECT, including gender and harassment, career development and knowledge management. Full compliance and completion by ELECT 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 in ELECT, including updating job descriptions, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment.
• Advice to ELECT Senior Management on s/m competences. Advice on s/m career development and training needs through the RCA.
• Ensures effective and timely management of staffing needs in ELECT ensuring adherence to UNDP applicable guidelines;
• Advice to ELECT Senior Management on transparent and competitive process for project’s recruitment, adequate TORs describing terms of payment based on results, standard matrix of recruitment processes and requests for contracts. Continuous monitoring of the entire project recruitment process.
• Full compliance of the guidelines of the Appointment and Promotion Panel.
• Actively participate in the development of SOPs and improvement of existing workflows.
• Advice to ELECT Senior 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.
• Management of the project’s   staff entitlements and position funding delegated to the HR Unit; Close communication with CO focal points pertaining to the correct administration of s/m entitlements and benefits.
• Performs HR Manager Functions in ATLAS. Provides support on corporate surveys as the Salary Survey, Global Staff Survey and other requests as applicable.
• Development, implementation and maintenance of candidate rosters.

• Elaboration and implementation of the protocol for performance appraisal process, and facilitation of the performance process elaboration of performance evaluation indicators in consultation with ELECT Senior Management.
• Implementation of effective systems for 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 Project Learning Plan and individual learning plans in collaboration with ELECT Senior Management.
• Provision on effective counseling to staff on career advancement, development needs, learning possibilities.

• Design and implementation of training for operations/programme staff on HR issues;
• Coaching and mentoring national staff in the HR Unit;
• Advises Afghan Independent Election Commission (IEC) on appropriate HR issues with focus on IEC HR staff;
• Supports learning and training plans of IEC HR unit.
• In coordination with project management, sets and monitors goals, benchmarks, an learning plans for project staff in line with individual key results for skills development;
• Synthesis of lessons learnt and best practices in HR;
• Sound contributions to knowledge networks and communities of practice;
• Provides advice on UNDP HR framework and HR best practices to employees and management.

• Displays initiative, sets challenging outputs for him/her and willingly accepts new work assignments.
• Takes responsibility for achieving agreed outputs within set deadlines and strives until successful outputs are achieved.
• Promotes UNDP’s agenda in inter-agency meetings.

• Makes the case for innovative ideas documenting successes and building them into the design of new approaches.
• Identifies new approaches and strategies that promote the use of tools and Mechanisms.
• Develops and/or participates in the development of tools and mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies.

• Understands more advanced aspects of primary area of specialization as well as the fundamental concepts of related disciplines.
• Serves as internal consultant in the area of expertise and shares knowledge with Staff.
• Continues to seek new and improved methods and systems for accomplishing the work of the unit.
• Keeps abreast of new developments in area of professional discipline and job knowledge and seeks to develop him/her professionally.
• Demonstrates comprehensive knowledge of information technology and applies it in work assignments.

• Provides counseling and coaching to colleagues who are dealing with change.
• Assists in the development of policies, communications, and change strategies.
• Performs appropriate work analysis and assists in redesign to establish clear standards for implementation.

• Makes recommendations regarding design or operation of systems or programmes within organizational units.
• Identifies and recommends remedial measures to address problems in systems design or implementation.

• Anticipates client needs
• Works towards creating an enabling environment for a smooth relationship between the clients and service provider.
• Demonstrates understanding of client’s perspective.
• Keeps the client informed of problems or delays in the provision of services.
• Uses discretion and flexibility in interpreting rules in order to meet client needs and achieve organizational goals more effectively.
• Solicits feedback on service provision and quality.

• Provides inputs to the development of organizational standards for accountability and results-based management.
• Develops and applies tools and techniques in assessing the application of
• programme and/or administer the policies and procedures.

• 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 sharingand learning.
• Promoting learning and knowledge management/sharing is the responsibility of each staff member.

Fair and transparent decision making; calculated risk-taking.