UNDP Jobs - 62619- Human Resources Associate (RBAP/RBEC)

Human Resources Associate (RBAP/RBEC)

Location :

New York, UNITED STATES OF AMERICA

Type of Contract :

FTA Local

Starting Date :

Application Deadline :

21-Jan-16 (Midnight New York, USA)

Post Level :

GS-7

Duration of Initial Contract :

Languages Required :

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

Applicants who previously applied need not re-apply

The Office of Human Resources (OHR) supports UNDP in achieving its vision and objectives through enabling the organization to attract, manage, and retain staff with relevant technical expertise, competencies, and skills, by providing strategic HR advice and creating an inclusive working environment where staff are engaged, continuously develop professionally, and perform at their best. Operating within the Bureau of Management (BoM), OHR’s key clients include UNDP executives, CO and HQ leaders and managers, individual staff members, and HR practitioners. The team works closely with colleagues in business solutions, OFRM, and others in the BoM team to ensure a seamless service to our clients.

The HRM Team is responsible for the delivery of a full spectrum of strategic HR services to UNDP clients aimed to ensure that Bureaux and Offices can attract and effectively manage required talent in the culture of high performance, innovation, and informed risk-taking.

The Team offers several service lines, including business partnering for managers and staff, as well as a range of operational HR services from staff recruitment to separation and off-boarding. A distinct service line refers to the development of HR processes and systems with a particular focus on the use of technology to support and enable effective HR management, workforce analytics, HR performance monitoring, and business process reengineering.

HRM collaborates closely with the ITM and the Policy and Compensation teams, and is an authoritative source of strategic advice and guidance on all issues of human resources management as well as in providing client-specific HR solutions that are fair, consistent, objective, and compliant with the policies and procedures of UNDP.

Under the guidance and direct supervision of the HR Specialist, the HR Associate provides support to the execution of the full range of HR services and provides administrative support to the HRM Business Partnering Unit, ensuring their transparency and integrity. The HR Associate creates a center of excellence ensuring that HR delivery seamlessly matches and supports the HR strategy. By bringing together all these business processes under one management, quality, efficiency, and transparency of HR business processes will be assured while compliance to Staff Rules and UNDP policies maintained.

The HR Associate may supervise clerical and support staff in the HR unit. The HR Associate may supervise ad-hoc consultants engaged in HR related initiatives, and provides administrative support to the Unit.

Duties and Responsibilities

Summary of key functions:

Administration and implementation of HR strategies and policies;
Ensuring provision of human resources client services;
Effective administration of human resources;
Knowledge building and knowledge sharing.

Ensure the administration and implementation of HR strategies and policies; adapt processes and procedures focusing on achievement of the following results:

Full compliance of HR recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework; proper functioning of the HR case 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, and change management processes;
HR business processes mapping, and elaboration of the content of internal Standard Management and Operating procedures (SMOPs) in HR management;
Record HR cases within the purview of HRM, ensuring categorization as per the existing service lines;
Act as Case Manager for assigned cases, ensuring required formalities, clearances, and follow-ups are completed, to ensure satisfactory and efficient closing of the cases;
Act as the Case Manager focal point for the assigned Regional Bureaux;
Escalates the case management to the subject matter expert, if necessary.

Ensure effective provision of human resources client services focusing on achievement of the following results:

Organization of recruitment processes including review of job description, job classification process, vacancy announcement, screening of candidates against the eligibility criteria. Provision of advice on recruitment for recruitment cases assigned to HRM;
Review position information in Atlas, association of positions to chart fields (COAs), requesting for necessary updates in line with post classification and budgeted level; timely follow up with Hiring Units in the selection and recruitment process flow;
Monitoring and tracking all transactions related to recruitment;
Preparation or review submissions to the CRB and CRP, as applicable;
Administration of the Interim Roster following on New York CRB/CRP recommendations;
Actively participate and contribute to the e-Recruit module development;
Raise RPAs for new hires, reassignments, lateral moves, SPAs, contract extensions, separations, inter-agency exchanges, special leaves, etc. for clients, in compliance with the established policies and guidelines.

Effective administration of human resources:

Provides advice and information on corporate strategies, changes in rules and regulations, implementation of HR rules, strategic use of contractual modalities, application of entitlements, change management processes;
Provides guidance to HR focal points on various stages of recruitment processes, staff rotation, reassignments, change management, separations, etc.;
Contributes to centralized recruitment and selection processes (review of job descriptions, provision of input to job classification process, vacancy announcement, longlisting, shortlisting) in line with corporate guidelines and policies and ensures timely implementation. Provides guidance on decentralized recruitment;
Presents thoroughly researched information for preparation of reports; HR data gathering, compilation, analysis for presentation to the management, document management;
Analyses information and drafts correspondence on HR-related matters;
Ensures research, analysis and consultation of cases and CO requests for exceptions for the informed decision-making of the HR Partner;
Contributes to the analysis and follow up on the GSS and PSS;
Coordinates with the Office of Resource Management (OFRM), Management Unit, Case Management Unit and other Units on specific cases.

Knowledge building and knowledge sharing:

Ensures regular monitoring of regional HR networks to highlight issues of common concerns;
Ensures synthesis of lessons learnt and best practices in HR and dismination of best practices;
Consolidates the CO practical experience with policies and procedures for their further improvement;
Identifies capacity/performance issues related to HR practitioners and recommend actions;
Provides sound contributions to knowledge networks and communities of practice.

Competencies

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;
Informed and transparent decision making.

Technical/Functional:

Job Knowledge/Technical Expertise:

Fundamental knowledge of processes, methods and procedures;

Promoting Organizational Change and Development:

Presentation of information on best practices in organizational change.

Design and Implementation of Management Systems:

Data gathering and implementation of management systems.

Client Orientation:

Maintains effective client relationships.

Strategic Alignment of Management Practice (HQ & RSCs):

Collecting information, identifying best practice.

Promoting Accountability and Results-Based Management:

Gathering and disseminating information.

Promoting Organizational Learning and Knowledge Sharing:

Basic research and analysis.

Building Strategic Partnerships:

Maintaining information and databases.

Required Skills and Experience

Education:

Secondary Education;
University Degree in HR, Business or Public Administration would be desirable, but it is not a requirement.

Experience:

7 years of progressively responsible HR and operations experience is required at the national or international level;
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 English is required.

Other:

Please note that this is local position based in New York, USA, and you are eligible to apply if you are:

US Permanent Resident, 2) US Citizen or 3) holder of a valid G4 visa that has been acquired on account of you employment/or your spouse employment in the UN Systems based in New York or Washington, DC.