Background
The United Nations system in Indonesia works as a team to develop the best strategy to respond to national needs and plans, building on agency asset. To support its operations, UN Indonesia is opening vacancy for roster of qualified personnel.Candidates will be assessed by UN Human Resources team for particular type/level of function.Candidates are requested to carefully review the minimum requirements for advertised posts before making a decision to apply. These minimum requirements are stipulated on each vacancy announcement. Depending on the position, other factors to be evaluated may include national versus international experience; progressively responsible and/or diversified experiences at the level of managerial/leadership responsibility held; and, knowledge of a particular geographic region, including local languages.
Selection process will be conducted without regard to race, creed or sex and, so far as is practicable, selection of candidate shall be made on a competitive basis. Qualified candidate who are selected will remain on the roster for 12 months from the date of advertisement and will be contacted by UN agencies as soon as the need for the post arises.
Please note, all applications must be received before the vacancy notice closing deadline. Due to the volume of applications received only those candidates who are under serious consideration will be contacted.
I. Organizational Context
Under the guidance and supervision of DRR/DCD/OM/HR Specialist, the HR Analyst is responsible for transparent implementation of HR strategies in COs, effective delivery of HR services and management of the CO HR Unit. He/she analyses, interprets and applies HR policies, rules and regulations, establishes 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 supervises and leads the staff of the HR Unit or is a team member of the HR Unit. The HR Analyst works in close collaboration with the operations, programme and project teams in the CO and UNDP HQs staff ensuring successful CO performance in HR management.
Duties and Responsibilities
II. Functions / Key Results ExpectedSummary of Key Functions:
- Implementation of HR strategies and policies
- Effective HR management
- Staff performance management and career development
- Conduct of UN-related surveys
- Facilitation of knowledge building and knowledge sharing
- Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, proper design and functioning of the HR management system.
- Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the matters related to conditions of service, salaries, allowances and other policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.
- CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures mplementation of 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.
- Management of recruitment processes including job descriptions, job classification, vacancy announcement, screening of candidates, chairing interview panels, making recommendations on recruitment. Oversight of recruitment under UNDP projects.
- Review and certification 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.
- Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process, elaboration of performance evaluation indicators in consultation with the Senior Management.
- Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager. Implementation of the Universal Access strategy ensuring access to role appropriate learning activities.
- Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
- Implementation of strategic staffing policies in line with career development.
- Organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the Operations Manager.
- Organization of trainings for operations/ programme staff on HR issues.
- Synthesis of lessons learnt and best practices in HR.
- Sound contributions to knowledge networks and communities of practice
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, thoroughly researched and documented information, its dissemination, timely and appropriate delivery of services ensure client satisfaction and maintains high staff morale. It enhances UNDP credibility of UNDP as an effective and efficient organization in the HR sector.
Competencies
IV. Competencies and Critical Success FactorsCorporate Competencies:
- Demonstrates integrity by modeling the UN’s values and ethical standards
- Promotes the vision, mission, and strategic goals of UNDP
- Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability
- Treats all people fairly without favoritism
Knowledge Management and Learning
- Shares knowledge and experience and contributes to UNDP practice areas
- Encourages office staff to share knowledge and contribute to UNDP Practice Areas
- Develops deep understanding in HR
- Promotes a learning environment in the office
- Demonstrates strong coaching/mentoring skills, regularly providing helpful feedback and advice to others in the office
- Actively works towards continuing personal learning and development in one or more practice areas, acts on learning plan and applies newly acquired skills
- Ability to lead recruitment, contracts management, performance appraisal, career development management, build teams, maintain high staff morale
- Strong IT skills
- Ability to implement new systems (business side) and affect staff behavioral/ attitudinal change
- Focuses on impact and result for the client
- Leads teams effectively and shows conflict resolution skills
- Consistently approaches work with energy and a positive, constructive attitude
- Demonstrates strong oral and written communication skills
- Builds strong relationships with clients and external actors
- Remains calm, in control and good humored even under pressure
- Demonstrates openness to change and ability to manage complexities
Required Skills and Experience
V. Recruitment QualificationsEducation:
- Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field
- 2 years of 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.
- Fluency in the UN language and national language of the duty station.
ALL APPLICANT MUST COMPLETE P11 FORM AND SUBMIT AS PART OF THEIR APPLICATION . Click here to down load the form P11
Female candidates are encouraged to apply