UNDP Jobs - 50195- National HRM Specialist

National HRM Specialist - Strengthening Public Sector Human Resources Management Project (Open to Yemeni Nationals Only)

Location :

Sana'a, YEMEN

Type of Contract :

Service Contract

Starting Date :

Application Deadline :

20-Nov-14 (Midnight New York, USA)

Post Level :

SB-5

Duration of Initial Contract :

One year

Languages Required :

Arabic 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

Candidates who previously applied need not re-apply.

Within the overall framework of the Gulf Cooperation Council Agreement Implementation Mechanism, the Transitional Program for Stabilization and Development 2012-2014 (TPSD), and the Mutual Accountability Framework (MAF), Pillar III - Good Governance, Rule of Law, and Human Rights - the Government of Yemen (GoY) committed itself to implement the "Program to remove ghost workers and double dippers in the civil service, military, and security."

The GoY sought the technical expertise of UNDP to conduct an assessment of the existing capacity of the Ministry of Civil Service to complete the biometric registration of all public employees and devise an action plan to remove ghost workers and double dippers. Endorsed by GoY on 18/9/2013 and presented at the Friends of Yemen meeting held on 25/9/2013, the plan provides a detailed roadmap to accelerate the implementation of the foreseen program. Without immediate funding allocated to the implementation of this roadmap, UNDP teamed up with the Executive Bureau to design this project document on the basis of the approved roadmap.

The Project Purpose/Specific Objectives are:

The Ministry of Civil Service has built a sustainable and secure web based public sector human resources central database, collating all public sector staff data, providing a consolidated accurate balance of all public sector entities human resources databases;
Double dippers and ghost workers are eliminated from the Yemeni public sector, and are unlikely to re-appear due to consistent implementation of human resources staffing policies that are in accordance with the law, backed with accordingly designed public sector HR procedures and guidelines;
The consolidated organization structure of the public sector in Yemen, central, federal, regional, and local, is progressively organized by an public sector HR management environment that is professional, effectively organized, trained, and answering to MoCS, legally backed policy, templates, guidelines and procedures.

Within this support effort, UNDP Yemen looks to hire a national Human Resources Management Specialist to support the Government of Yemen to strengthen the public sector human resources management system and support the elimination of double dippers and ghost workers from the Yemeni public sector.

Duties and Responsibilities

The national HRM Expert will be based within the structures of the Ministry of Civil Service. The overall project team consists of the Chief Technical Advisor, the Human Resources Management Expert, the IT Expert, and the Procurement Expert.

The national HRM Expert will liaise closely with in-house expertise within the MOCS with strong support from the CTA. Guided by the Project Document and its Annexes the anticipated actions have been listed below:

Principal tasks and Expected Outputs and Deliverables:

Installation of the HRD working group with inclusion of the key stakeholders;
Training plan for HRD leadership from the key stakeholders;
Research of HRD data by the stakeholders;
Implementation of the training plan for HRD leadership during working group sessions;
Joint working group preparation of HR manual design, including agreement on templates, needed tools, procedures and guidelines;
Implementation of HR manual procedures within the working-group participating stakeholders;
Working group led conference to disseminate and inform the wider stakeholder community;
Dissemination of the HR Manual;
Verification of HRD data between MoSC and working group stakeholders, cleaning differences;
Up and running verified HRD data exchange between MoSC and the working group stakeholders;
Systematic agenda designed and launched implementation for third public entities visiting up and running HRD data exchange samples;
Action Plan designed for the reform of the MoSC HR Department;
Training plan for MoSC HRD staff;
Design of the new HRD department's structure;
Agreement from MoSC leadership to the proposed new HRD department's structure;
Implementation of the HRD training plan and launch of job rotation within the HRD department fitting with the new structure;
Selection of candidates for the Reform Implementation Task Force for advisory services to third public sector entities;
Action plan designed and agreed with third party public entities, obtaining advisory services through the visiting RIMU task force;
Launch of performance appraisal model within the MoSC;
Verification of HRD data between MoSC and RIMU visited public entities;
Up and running verified HRD data exchange between MoSC and those public entities having succeeded in implementing RIMU advisory mission recommendations.

The key results have an impact on the overall success of the country programme and reaching project document goals. In particular, the key results have an impact on the design, operations and programming of activities, creation of strategic partnerships as well as reaching overall project targets.

Anticipated Results:

Central web based database managed by MOCS;
Double dippers cleared from all public entity data;
Ghost Workers at the end of 2016 – 40% cleared;
Biometric HR time management system progressively in place;
Web based e-governance HR management system progressively in place;
HR MoCS internal capacity built;
RIMU system tested and progressively active throughout the public sector;
HR Manual delivered - incl. all relevant procedures and guidelines;
New HR departments' built;
Trained HR managers';
New Federal entities prepared from HR perspective;
Agreement in place between Ministry of Finance and MOCS towards a new verifiable salary payment system.

Competencies

Functional Competencies:

Job Knowledge/Technical Expertise:

Demonstrates good knowledge of Civil Service Human Resources management models and systems;
Demonstrates good knowledge of Civil Service Training Policy development and its application.

Core Competencies:

Demonstrates integrity and fairness by modeling UN values and ethical standards;
Displays cultural and gender sensitivity and adaptability;
Treats all people fairly and without favoritism; and
Shows strong corporate commitment.

Required Skills and Experience

Education:

Master's Degree, preferably in Human Resource Management, Public Administration, Business Administration or related subject.

Experience:

Minimum 7 years’ development or governance experience, including at least 5 years’ experience in a role with significant responsibilities for HRM, HRMIS, organizational development or Public Administration Reform;
Demonstrated history of providing training, coaching and mentoring to local counterpart staff;
Able to produce reports and other standards documents to professional standard;
Strong communication skills and ability to synthesize and present complex issues to a wide diversity of audiences;
Ability to interact with senior stakeholders.

Language:

Good command of written and spoken English and Arabic.