Antecedentes

The Agenda for Change (AOC) was launched by the UNDP Administrator in 2011 aims to support the creation of a more productive, flexible and results-oriented organization within a culture of excellence and accountability for achieving results. It is for this purpose that human resources management has been identified for reform, with simplicity, streamlined business processes, transparency of policies and timeliness of services as the common threads.

Under the guidance and direct supervision of the Executive Business Lead (Chief SAS OHR/BOM) of the eRecruit/eHire Project, the eRecruit Project Manager is responsible to oversee the development, testing and execution of the implementation/global roll-out of an Atlas integrated recruitment system (Talent acquisition management/ Candidate Gateway) in UNDP. The eRecruit Project Manager will in addition act as an advisor to Senior Management on all aspects of the business process development and global implementation of PeopleSoft’s eRecruit in UNDP. 

The Streamlining Recruitment Project (SRP) was launched in November 2011. The SRP launched an eRecruit Blueprint, based on the workflow of the blueprint the new eRecruit will be developed in UNDP. The eRecruit Project Manager will ensure delivery of the recruitment system to CO and identify methods to maximize UNDPs performance in recruitment. The eRecruit Project Manager demonstrating capacity for innovation and creativity and providing advice to Senior Management on readjustment of the recruitment process and takes into account efficiency gains identified in the SRP, UNDPs ongoing change agenda and corporate needs related to implementation of a complete Talent Management system in UNDP.

The Project Manager leads and manages the Helpdesk and Training Teams and coordinates and interacts with Policy and Communications focal points. S/he fosters collaboration within the team and with other UN Agencies based on business Best Practices, HR policies, rules and with a client-oriented approach. The Project Manager works in close collaboration with Human Resources practitioners in CO and HQ locations, Human Resources practitioners in affiliated Agencies to successfully deliver a Recruitment system for talent acquisition of IP/NO/GS/SC.

Deberes y responsabilidades

Summary of Key Functions:

• Recruitment Strategy analyses and Recruitment Policy impact analyses.
• Ensures strategic direction, coordinates and influences the Human Resources team in the business process functionality assessment and system development.
• Oversees and leads the system testing team and ensures identification of pre-pilots/pilots that later will facilitate an efficient and streamlined implementation process.
• Oversees and leads the implementation and roll-out team of eRecruit.
• Results based management and reporting.

Recruitment Strategy analyses and Recruitment Policy impact analyses:

• Assesses centralized and local recruitment business process and defines criteria for OIST to develop an ATLAS integrated eRecruit system that based on business best practices serves efficiently all UNDP offices, including all contract types (FTA/TA/SC) to achieve corporate business objectives;
• In close partnership and collaboration with BAS, Recruitment Unit and OHR strategic corporate units develops corporate recruitment approaches for each contract type in line with UN reform, the latest developments in common services, best practices, current policies and strategic initiatives.
• Assesses impact of the different recruitment approaches and provides feedback to corporate unit partners and clients to support potential policy improvements and benchmarking.

Strategic direction and coordination of the Human Resources team in the business process functionality assessment and system development:

• Undertakes analyses, in collaboration with HR practitioners in CO and HQ locations and with HR units in HQ to recommend practical recruitment solutions that will support and contribute to a streamlined recruitment process in UNDP.
• Responsible for the analysis and needs assessment to develop new eRecruit business processes, recruitment templates, system reminders, application questions, user-guides and reports.
• Ensures a recruitment business process that supports transparency and compliance with UN/UNDP rules, regulations and policies to achieve corporate recruitment objectives.
• Responsible for performing process analysis and system needs level analysis, suggests functionality, screen design and user friendly interfaces with the purpose to enhance the (internal) users’ and external users’ (applicants) recruitment experience.

Oversees and leads the system testing team and ensure identification of pre-pilots/pilots that later will facilitate an efficient and streamlined implementation process:

• Undertakes analysis and based on other agencies experience, business best practice and assesses the most efficient way for corporate testing of the recruitment of different contract types in UNDP (local/central recruitment).
• Undertakes an advanced analysis of the systems functionality - both Candidate Gateway and Talent Acquisition - and identifies potential business process related risks/gaps when moving from the Jobsite to eRecruit.
• Leads and oversees the identification and preparation of test scenarios to address potential risks/gaps to prepare the system for UNDP’s unique context.
• Undertakes an advanced analysis of the Candidate Gateway of eRecruit, identifies the most efficient way of testing and identifies the most strategic way to keep the Candidate Gateway clear and intuitive.
• Oversees and leads the functionality testing team of eRecruit.

Oversight and lead the implementation and roll-out team of eRecruit:

• Oversees the establishment and implementation of a global three-tier eRecruit Helpdesk.
• Oversees the establishment of a training plan and oversees the eventual training execution in order to facilitate a smooth implementation of the Organization’s eRecruit system.
• Oversees and leads a staggered implementation plan starting with one contract type in the context of a pre-pilot followed by a second pilot and eventually a global roll-out of all contract types to all UNDP Country Offices (COs).

Results based management and reporting:

• Advises the project team on the achievement of specific results of the project detailed in the Project Initiation Document (PiD);
• Identifies synergies between the eRecruit projects and projects in the framework of the People-Capability Strategy, Agenda for Organizational Change;
• Prepares reports, work plans, and status reports for the project;
• Participates in internal and external (coordination) meetings representing the project;
• Manages and monitors identified project risks and updates the status of these risks;
• Plans and prioritizes work activities to meet organizational goals; and organizes and oversees work processes efficiently to achieve quality results;
• Support post implementation activities and present a project evaluation report including areas for improvement and new areas for development.
• Undertakes any other duties as may be required by the Project Board and Executive Business Lead for the eRecruit Project.

Impact of Results

The key results will have impact on all future talent acquisition activities in UNDP and its efficiency, and effectiveness. The eRecruit Project manager is expected to:

• Leads the HR domain of the eRecruit business processes and in close collaboration with the Technical Project Manager of OIST deliver a UNDP tailored eRecruit.
• Collaborates and coordinates with the eHire Project Manager to ensure that elements of the hire process are factored into the eRecruit system.
• Implements and rolls out UNDP’s eRecruit system globally, covering all contract types (FTA/TA/SC).
• Oversees and leads the training efforts to prepare staff and managers to use eRecruit as the corporate talent acquisition system in UNDP.
• Oversees and leads the establishment of a global Helpdesk for eRecruit in UNDP.
• Coordinates and interacts with the Communications Specialist for the eRecruit project.

Competencias

Functional Competencies:

Building Strategic Partnerships

Identifying and building partnerships

• Identifies needs and interventions for capacity building of counterparts, clients and potential partners.
• Displays initiative, sets challenging outputs for him/herself and willingly accepts new work assignments
• Takes responsibility for achieving agreed outputs within set deadlines and strives until successful outputs are achieved
• Promotes UNDP’s agenda in inter-agency meetings

Promoting Organizational Learning and Knowledge Sharing

Developing tools and mechanisms

• Makes the case for innovative ideas documenting successes and building them into the design of new approaches
• Identifies new approaches and strategies that promote the use of tools and mechanisms
• Develops and/or participates in the development of tools and mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies

Job Knowledge/Technical Expertise

In-depth knowledge of the subject-matter

• Thorough knowledge of UNDP’s recruitment process from Job establishment to Formal offer.
• Understands advanced aspects of HR disciplines as well as the advanced aspects of related disciplines (HR and IT).
• Excellent analytical skills and ability to analyze and conceptualize business processes, work-flows with linked to business Best Practice and to UNDP’s rules and guidelines
• Ability to conceptualize business needs and translated them into a format that communicates with the technical system development team.
• Sound judgment and personal maturity
  Excellent communication skills, oral and written
• Keeps abreast of new developments in area of recruitment matters and seeks to develop him/herself professionally
• Demonstrates comprehensive knowledge of information technology and applies it in work assignments

Promoting Organizational Change and Development

Assisting the individuals to cope with change

• Develops communications and programmes to assist business units in their adaptation to changing environment
• Performs appropriate work analysis and assists in redesign to establish clear standards for implementation

Innovation and Marketing New Approaches

Developing new approaches

• Seeks a broad range of perspectives in developing project proposals
• Looks at experience critically, drawing lessons, and building them into the design of new approaches
• Identifies new approaches and promotes their use in other situations
• Creates an environment that fosters innovation and innovative thinking
• Makes the case for innovative ideas from the team with own supervisor

Strategic Alignment of Management Practice

Adapting Best Practice and building capacity

• Adapts best management practices to the requirements of the organization and/or organizational units to facilitate the achievement of strategic objectives
• Builds capacity for management practice in organizational units throughout the organization by providing appropriate tools and advising and coaching managers

Design and Implementation of Management Systems

Designing and implementing management system

• Conducts system assessment to improve development of systems design and operation
• Lead the design of management systems based on established best practice and identified needs within UNDP 

Client Orientation

Contributing to positive outcomes for the client

• Anticipates client needs
• Works towards creating an enabling environment for a smooth relationship between the clients and service provider
• Demonstrates understanding of client’s perspective
• Keeps the client informed of problems or delays in the provision of services

Promoting Accountability and Results-Based Management

Input to the development of standards and policies

• Provides inputs to the development of organizational standards for accountability and results-based management
• Undertakes ad hoc analysis of issues emanating from policy application reviews

Core Competencies:

• Promoting ethics and integrity, creating organizational precedents
• Building support and political acumen
• Building staff competence, creating an environment of creativity and innovation
• Building and promoting effective teams
• Creating and promoting enabling environment for open communication
• Creating an emotionally intelligent organization
• Leveraging conflict in the interests of UNDP & setting standards
• Sharing knowledge across the organization and building a culture of knowledge sharing and learning
• Fair and transparent decision making; calculated risk-taking
• Works towards creating an enabling environment for a smooth relationship between the clients and service provider

Habilidades y experiencia requeridas

Education: 

• Master’s Degree or equivalent in Organizations Management, Business Administration, Public Administration, Finance, Economics or related field.

Experience: 

• 7 years of relevant professional experience in the areas of Human Resources management.
• Demonstrated experience and understanding of UNDPs recruitment process from Job Establishment to Formal offer.
• Hands on experience of the recruitment process in UNDP HQ and in a field office/Regional Centre is an advantage.
• Knowledge of HR Business Processes Review and related IT development needs is an advantage.
• Experience of Change Process and Change Management is an advantage
• Demonstrated experience and knowledge of PeopleSoft’s eRecruit is highly desirable.
• Previous HR experience in UNDP or other UN entity is an added value.

Language Requirements: 

• Fluency in English required.
• Fluency in other UN official languages desirable.

Fund code: TF-54040