Historique

Under the direct supervision of the Chief, Management Services Division (MSD), the Chief HR Section supports UNV in achieving its mandate, business plan and staff performance objectives by partnering with senior and line management to define UNV’s strategic HR requirements, and by designing/implementing services and initiatives to attract, develop, motivate, and retain staff and personnel with the best talents to match UNV’s needs. The Chief HR Section operates within the framework of UNDP’s human resources policies and systems, and is the organization’s principle interlocutor with UNDP’s Office of Human Resources (OHR) in New York and Copenhagen. Additionally, the Chief HR Section advises on and contributes to a variety of initiatives related to human resource aspects of the UN volunteer management.

Devoirs et responsabilités

HR Strategic Advisor:

Leadership Development:

  • Develop capacity building strategies and plans to strengthen management skills and styles in order to align them with the needs of the changing workforce. Lead thinking on leadership capability strategies and interventions and recommends interventions where applicable and necessary;
  • Plan, facilitate and evaluate team building sessions. Coach managers to conduct honest conversations to improve performance of the workforce. Articulate the components of a high performing culture and interventions needed.

Workforce Planning,  Analytics and Organization Development: 

  • Support senior management with the interpretation of workforce data and statistics and intelligent analysis of workforce against the business model and Strategic Plan;
  • Advocate the best application of HR practices, staffing, development and organizational planning and design targeted HR strategies and interventions to achieve business objectives;
  • Design and implement programmes to attract, develop, motivate and retain talent. Maintain a reliable feedback mechanism with staff and managers on progress;
  • Analyze, interpret, identify, plan and measure staffing and recruitment initiatives and develop organizational design solutions, including structural design options;
  • Provide guidance on decision-making by making recommendations based on HR analytics. Use the experience to propose improvements to electronic support tools and reports and lead collective thinking on information management and data analysis requirements.

Career and Succession Planning and Advice:

  • Develop tailored technical & leadership career pathways and frameworks, and uses Performance Management Coaching Processes to bridge the gap between expectation and reality;
  • Contribute to grievance management with the support of the corporate mechanisms in place. Build and maintain communication and openness at all levels. Promote well-being/wellness initiatives and mentoring/coaching techniques;
  • Understand and interpret corporate strategic sourcing and succession planning initiatives and policies for UNV works closely with the senior management on forward planning for turn-over and attrition.

Change Management Facilitation: 

  • In partnership with senior management, define change management strategies as required based on corporate policy but with elements of innovation as required using internal consulting models and process consultations.

HR  Business Manager:

  • Ensure effective business continuance in the following main HR areas, focusing on client service, and transparency.

Recruitment and Selection:

  • Partner with managers and oversee recruitment for client units.  Guide and provide clarifications on the Recruitment and Selection Framework and associated policies;
  • Finalize submission of classification requests in line with corporate requirements, liaising  with the Finance Section and OPB on budgetary and post aspects;
  • Ensure that individual selection processes maintain the highest standards of consistency, fairness and transparency;
  • Participate directly in senior-level selections, especially UNDP corporate processes;
  • Proactively seek ways to enhance and improve the efficiency and timeliness of recruitment processes, without detracting from their quality; ensure related data tracked and periodically promulgated;
  • Collaborate with UNV senior/line managers and OHR to coordinate UNV placements from the LEAD programme and donor JPO programmes. 

Payroll, Benefits and  Entitlements:

  • Ensure HR Associates administer, in accordance with UNDP policies and procedures, contract management  processes; monthly payroll and benefits/entitlements for international/local staff;
  • Approve payments/exceptions within level of authority, and consult as needed with senior management and/or OHR on unusual or complex cases;
  • Ensure proper maintenance of leave records and related documentation; including timely certification of sick leave;
  • Ensure and advise on application of UNDP’s work-life balance policies;
  • Advise management and staff on special leave without pay and on inter-agency movements, and liaise with OHR and other parties on implementation;
  • Advise on the facilitation of UNV’s periodic staff and senior management retreats.

Staff Development and Learning:

  • Support a  dynamic learning culture where individuals and teams are empowered to identify critical learning needs related to job requirements, competency development, and longer-term career aspirations;
  • Lead UNV’s cross-sectional learning strategy; works closely with UNV’s Learning Team to plan and oversee the implementation of the new learning strategy and to identify organizational needs and priorities for learning and career support programmes and evaluates existing programmes. Support the identification of relevant learning needs, opportunities and resources; encourage effective transfer of learning into practice, and review/endorse individual learning requests for funding from UNV’s learning budget, and/or UNDP’s Education Assistance Programme (EAP);
  • As part of the PMD cycle, support managers and staff in establishing corporate, unit and individual learning plans that allow staff to pursue their development needs while also meeting UNV corporate needs;
  • Ensure learning is provided, in particular for new recruits, including UNDP induction and mandatory learning modules;
  • • Proactively work with managers and staff to identify opportunities for longer-term career development and mobility, including short-term details and job rotation opportunities; nominations to corporate learning programmes;
  • Counsel staff in relation to career perspectives; represent UNV in the annual inter agency career development roundtable, identifying good practices that can be applied within UNV.

Skills & Competencies Assessment and Planning: 

  • Support managers and staff in completing the annual Performance Managemetn and Development (PMD) exercise, convening briefing sessions as needed, especially for new staff;
  • Coordinate the annual Talent Management Review Group (TMRG) and serve ex officio as TMRG Secretary;
  • Ensure timely follow-up and consultation with senior management on any recourses, rebuttals, areas identified for development, contractual issues, and work-life challenges;
  • Advise management on due process requirements of any transitions out of the organization, and handle potential disciplinary cases with required due process and confidentially.

Section work planning/HR knowledge management:

  • Lead section work planning, including the PMD  for section staff; submit, monitor and report on section’s budget; contribute to UNV’s corporate plan in HR support areas, ensuring appropriate reporting on results;
  • Manage a team of HR Specialist and HR Associates, and any short-term consultants/staff, ensuring smooth team work, and flexible assignment of responsibilities to meet fluctuating client demands, especially in recruitment;
  • Solicit client feedback to continually enhance the level of service;
  • Leverage IT systems and functionalities to simplify data management and facilitate access to relevant HR prescriptive content and best practices;
  • Ensure HR staff have the knowledge and systems required to carry out their responsibilities, including through regular individual consultations/briefings; periodic section meetings, and on-the-job and formal learning experiences;
  • Coordinate nominations for various UNV committees and panels, for final decision by senior management.

HR aspects of UN Volunteer Management UNV Field Units and Regional Offices:

  • Under the One UNV Personnel Concept, HR oversees the identification/selection, learning/development, mobility of Field Units Programme Officers (POs) and Programme Assistants and Associates (PAs) and position management;
  • As requested, provide advice on HR policies and procedures pertinent to unusual or complex cases involving the administration and management of UN volunteers and implement and follow up on decisions related to the administration of UNV Programme Assistants and Associates (PAs);
  • Where relevant, ensure HR Section participation in special initiatives and taskforces related to UN volunteer management, and Field Unit and Regional Office team matters;
  • Provide due process advice to the UNV panel reviewing disciplinary cases involving UN volunteers;
  • Provide guidance to the Conditions of Service for UNV personnel.

Other:

  • Participate via teleconference in periodic HR Business Partners meetings in OHR New York;
  • May serve as officer-in-charge of Management Services Division (MSD) during absence of the Chief;
  • Ex-officio chair of Local Salary Survey Committee for Germany, given UNDP’s role as designated agency for salary matters;
  • Other special assignments that may be determined by senior management.

Compétences

Functional Competencies:

Human Resources Management:

  • Knowledge of HR management issues and principles and he ability to apply them to strategic and/or practical situations.

Strategic Planning:

  • Ability to make decisions that align with strategy, vision, and mission.

Results-based Management:

  • Ability to manage programmes and projects with a strategy aimed at improved performance and demonstrable results.

Relationship Management:

  • Ability to engage with other parties and forge productive working relationships.

Knowledge Management:

  • Ability to efficiently handle and share information and knowledge.

Core Competencies:

Innovation:

  • Ability to make new and useful ideas work.

Leadership:

  • Ability to persuade others to follow.

People Management:

  • Ability to improve performance and satisfaction.

Communication:

  • Ability to listen, adapt, persuade and transform.

Delivery:

  • Ability to get things done.

Qualifications et expériences requises

Education: 

  • Master’s degree in the Social Sciences: Business Administration, Public Administration, Organizational Psychology, Psychology, Sociology, Economics, Development Economics, International Relations, Human Resource Management, Education, or Organization Development.

Experience: 

  • 10 years of relevant experience in human resources management, mainly at a managerial level, preferably within the UN system or in other international organizations;
  • Relevant experience in UNV, UNDP and/or DPKO HR management an asset.

Language: 

  • Fluency in English, and working knowledge of a second UN working language;
  • Additional languages, especially UN working languages, and/or German an asset.

Other:

  • Knowledge of underlying theory of HR, over a broad range of HR disciplines, and practical experience in applying this knowledge in strategic interventions and client advice;
  • Demonstrated effectiveness in using competency-based tools and processes in the core HR functions of recruitment and selection, performance management, staff development and career management;
  • Strong knowledge and experience in the use of information systems to monitor and manage HR activities and outputs;
  • Knowledge of current organizational change management approaches and practical experience in their application.

Note: