Background

Under the overall guidance and direction of the Deputy Country Director/Operations, the HR Analyst ensures effective delivery of HR services in the 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 Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst works in close collaboration with the Business Development, Programme, Operations and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management. The HR Analyst supervises and leads the staff of the HR Unit.

Duties and Responsibilities

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, UNDP 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.

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

  • Management of recruitment processes including job descriptions, vacancy announcement, and screening of candidates, organization and participation in the interview panels;
  • 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. Upon delegation of responsibility, performs HR Manager functions in Atlas;
  • Management of International staff entitlements and position funding delegated to the HR Unit;
  • Development and management of rosters;
  • Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.

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;
  • Provide support to the CO Learning Team in effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager;
  • Elaboration of proposals on and implementation of strategic staffing policies in line with career development.

Ensures conduct of UN and UNDP-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;
  • Assist the One UN Agenda by actively participating in the HR Working Group of the UN in Rwanda.

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

  • 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.

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 UNDP credibility of UNDP as an effective and efficient organization in the HR sector.

Competencies

Functional Competencies:           

Building Strategic Partnerships:

Maintaining a network of contacts

  • Analyzes and selects materials for strengthening strategic alliances with partners and stakeholders;
  • Promoting Organizational Learning and Knowledge Sharing.

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:

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:

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.

Research and analysis and making recommendations on management systems:

  • Maintains information/databases on system design features;
  • Develops simple system components.

Client Orientation:

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;
  • Anticipates client needs and addresses them promptly.

Promoting Accountability and Results-Based Management:

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

Education:

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

Experience:

  • 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:

  • Fluency in the English and National language of the duty station;
  • French proficiency will be an added advantage.