Background

As one of the original eight pilot countries for the UN Reform initiative Delivering as One, Tanzania is a global leader in advancing reforms of the UN system, with a view to support accelerated harmonization in implementation practices, coherence in programming, and alignment with national systems, intended to produce a reduction in transaction costs and enhanced development impact.

Deepening reform will require new and even more innovative ways for the UN agencies to work together. Programme planning, resource mobilization, evaluation, and review activities will be done collaboratively. There will be increased harmonization of UN policies, procedures and tools, possibly leading towards the establishment of a One UN Operations Team.

Under the guidance and supervision of Operations Manager, the HR Analyst is responsible for transparent implementation of HR strategies in COs, effective delivery of HR services and management of the CO HR Unit. Analyses, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst supervises and leads the staff of the HR Unit. The HR Analyst works in close collaboration with the operations, programme and project teams in the CO and UNDP HQs staff for resolving complex HR related issues, information delivery and ensuring successful CO performance in HR management.

Duties and Responsibilities

1. Ensures administration and implementation of HR strategies and policies, adapts processes and procedures focusing on achievement of the following results:

• Full compliance of HR activities, recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework, proper design and functioning of the HR management system.

• Provision of advice and information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements, change management processes. Continuous analysis of corporate HR strategies 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 policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.

• 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.

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

• Management of recruitment processes including drafting job descriptions, provision of input to job classification processes, vacancy announcement, screening of candidates, participation in interview panels, making recommendations on recruitment. Provision of advice on recruitment in UNDP projects.

• Review or participation and certification of submissions to the Local Compliance Review Panel (CRP).

• 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. Upon delegation of responsibility, performs HR Manager functions in Atlas. Timely follow up with Finance staff on Global payroll issues.

• Management of International staff entitlements and position funding delegated to the HR Unit.

• Development and management of the CO rosters including e-rosters.

• Maintenance of the CO staffing table.

• Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.

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.

• Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager. Implementation of the Universal Access strategy ensuring access to role appropriate learning activities.

• Provision of effective counseling to staff on career advancement, development needs, learning possibilities.

• Implementation of strategic staffing policies in line with career development.

• Provision of background information and maintenance of the related data acting as Secretary of CRG.

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 Operations Manager.

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

• Organization of trainings for operations/ programme staff on HR issues.

• Synthesis of lessons learnt and best practices in HR.

• Sound contributions to knowledge networks and communities of practice.

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

• Master’s Degree in Human Resources (HR), Business Administration, Public Administration or related field.

• 3 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.

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