Background

I. Organizational Context

“UNDP partners with people at all levels of society to help build nations that can withstand crisis,
and drive and sustain the kind of growth that improves the quality of life for everyone. On the
ground in 177 countries and territories, UNDP offers global perspective and local insight to help
empower lives and build resilient nations.”

UNDP Indonesia's mission is to be an agent for change in the human and social development of
Indonesia. We aim to be a bridge between Indonesia and all donors as well as a trusted partner
to all stakeholders. We work in four key areas of development: Governance Reforms, Pro-Poor
Policy Reforms, Conflict Prevention and Recovery, and Environment Management, with the
overarching aim of reducing poverty in Indonesia. Besides the four priority areas, UNDP
Indonesia is also engaged in a variety of crosscutting initiatives focused on HIV/AIDS, gender
equality, and information and technology for development.”

Context of the REDD+ initiative:

Indonesia is the third largest emitter of carbon dioxide (CO2) and the world’s largest emitter from
agriculture, forestry and other land use. Over the past five years, Indonesia’s annual deforestation
rate has averaged around 1 million hectares, which contributes to an estimated 87 percent of
Indonesia’s annual emissions. In response to this situation, in 2009, President Susilo Bambang
Yudhoyono, made a voluntary commitment to the world to reduce emissions as much as
26 percent under a business-as-usual scenario or up to 41 percent with international support by
2020.

According to the Second National Communication from Indonesia to the UNFCCC, Indonesia is
expected to emit around 2.9 million metric tons (gigatons) by 2020 under the business-as-usual
scenario. A commitment to reduce that amount by 26 percent would mean a reduction of 0.8
gigatons, while 41 percent would amount to a reduction of 1.2 gigatons. A reduction from an
expected 2.9 to 1.7 gigatons by 2020 is a challenging commitment for a country aiming to
maintain its 7 percent annual growth rate. Nevertheless, this commitment has been translated into
a comprehensive National Action Plan known as RAN-GRK (PP 61/2011).

The National Action Plan for the Reduction of Green-house Gas Emissions (RAN-GRK) estimates
that 87 percent of the emission-reduction target - approximately 1 gigaton - relates directly to the
forestry and peat land sectors and, to address this, the government has adopted an incentive
mechanism to improve management of the country’s vast forest resources while supporting
climate-change mitigation. This mechanism, known as REDD+ (Reducing Emissions from
Deforestation and Forest Degradation), has five primary objectives: (a) reduction of deforestation;
(b) reduction of forest degradation; (c) conservation of carbon stocks; (d) sustainable forest
management; and (e) enhancing carbon stocks.

On 26 May 2010 the Governments of Indonesia and Norway signed a Letter of Intent (LoI) to
establish a REDD+ Partnership. The first phase of this REDD+ Partnership (Phase 1) was to
establish an agency with the capacity to implement and manage REDD+ projects initially in the
pilot province Central Kalimantan and progressively in other priority provinces across Indonesia.
A Task Force (Satuan Tugas, Satgas) was established to support this initial phase and, as of
June 2013 at the end of the Task Force’s mandate, the following progress was achieved:
Drafting of an integrated Presidential Regulation regarding the establishment of a REDD+
Agency and governance of REDD+ in Indonesia;
Finalisation of a REDD+ National Strategy (Stranas) and development of Provincial Strategies
and Action Plans (PSAPs) for the eleven priority provinces;
Agreement on, and legal basis for, the structure and operations of a REDD+ Financial
Instrument (FREDDI); its implementation awaits the establishment of the REDD+ Agency
and the subsequent release of funding for Phase 2 of the LoI;
A methodology, partially trialled, for the structure and Standard Operating Procedures (SOPs)
of the MRV technical unit; while international standards and an international/national
REDD+ registry remain in development, the unit is ready for mobilisation following the
establishment of the REDD+ Agency;
Legal review of regulatory requirements related to REDD+ implementation in particular land
tenure, forest and peat-land governance, forest monitoring and law enforcement,
consolidation of land concessions, and a Moratorium on all new concessions for conversion
of peat and natural forest in Indonesia; and
Successful implementation of a wide range of projects by the REDD+ Task Force in the pilot
province Central Kalimantan with a focus on developing an operational capacity and an
enabling environment for REDD+ projects.

These achievements have prepared a basic foundation for a future REDD+ national programme
that aims to address the emission-reduction target for the forestry and peat-land sectors and the
national long-term goals associated with sustainable economic development and poverty
reduction.

Context of this TOR:

The second phase of the Indonesian-Norway partnership will commence following the
establishment of the REDD+ Agency and its technical units, the Funding Instrument (FREDDI)
and the Monitoring, Reporting and Evaluation (MRV) institute. As the mandate of the REDD+
Task Force ended in June 2013, a REDD+ Special Team (Tim Khusus REDD+, Timsus) has
been established by UKP-PPP to oversee the transition period required for the REDD+ Agency to
be formally established and operational. This Special Team is assigned to ensure that those
activities initiated by the REDD+ Task Force are either completed or further advanced with clear
milestones and actions plans that will enable a seamless hand-over to the REDD+ Agency when
it is operational. The mandate of this REDD+ Special Team ended in December 2013.
For the second phase of the REDD+ Partnership (Phase 2) to commence, it is required that the
REDD+ Funding Instrument (known as FREDDI) is formally established by the REDD+ Agency
along with a legal basis for its operations. Considering the time involved in establishing a fully
operational Funding Instrument, additional interim funding has been provided under the
Indonesian-Norway Partnership to support any potential gaps that may arise after the REDD+
Special Team’s assignment ends and the establishment of FREDDI. In addition, this funding will
provide further resources for the capacity development of the REDD+ Agency in its preparations
for the implementation of Phase 2 of the Indonesian-Norway Partnership. This interim funding will
be managed by UNDP as a continuation of its role as fund manager under Phase 1 of the
partnership.

Under the overall guidance the Operations Manager, the HR Associate ensures execution of
transparent and efficient HR services in the project. The HR Associate promotes a collaborative,
client-oriented approach and supports to the maintenance of high staff morale.

The HR Associate can supervise clerical and support staff of the HR Unit (if any). The HR
Associate works in close collaboration with the project teams, programme and operations staff in
the UNDP office for resolving complex HR-related issues and information exchange.

Duties and Responsibilities

II. Functions / Key Results Expected

II. Functions / Key Results Expected

Summary of Key Functions:
-  Administration and implementation of HR strategies and policies
-  Provision of HR services
-  Effective pperformance management
-  Support to the HR related survey
-  Facilitation of knowledge building and knowledge sharing

1. Ensures administration and implementation of HR strategies and policies focusing
on achievement of the following results:
-  Full compliance of records and reports in line with the prevailing rules, regulations,
policies, procedures and strategies; effective implementation of the internal control
framework.
-  Provision of information to the management and staff on strategies, rules and regulations.

2. Provides HR services focusing on achievement of the following results:
-  Implementation of recruitment processes including drafting job description, provision of
input to job classification process, vacancy announcement, screening of candidates,
participation in interview panels.
-  Perform ATLAS functions of Absence Processor.
-  Provision of timely HR project related data for preparation of ATLAS HR administration or
Global Payroll.
-  Timely preparation of contracts (SC, TA, FTA) as required.
-  Preparation of payroll related matter including registration for benefit and entitlement.
-  Maintenance of the project staffing table.
? Preparation of submissions to the Contract Asset and Procurement
Committee/Compliance Review Panel.
-  Provision of information on benefits/entitlements to the project personnel

3. Ensures proper performance management focusing on achievement of the following
results:
-  Provision of background information and maintenance of the related data

4. Ensures support to the HR related surveys focusing on achievement of the following
results:
-  Collection of information and preparation of reports for comprehensive local salary survey
for Service Contract

5. Ensures facilitation of knowledge building and knowledge sharing in the project
focusing on achievement of the following results:
-  Organization of trainings for the operations/ projects personnel on HR issues.
-  Synthesis of lessons learnt and best practices in HR.
-  Sound contributions to knowledge networks and communities of practice.

III. Impact of Results

The key results have an impact on the overall execution of the project HR services and success
in implementation of HR strategies and policies. Accurate analysis and presentation of financial
information ensures proper HR services in the project.

Competencies

IV. Competencies and Critical Success Factors

Functional Competencies:

Building Strategic Partnerships
Level 1.1: Maintaining information and databases
-  Analyzes general information and selects materials in support of partnership building
initiatives

Promoting Organizational Learning and Knowledge Sharing
Level 1.1: Basic research and analysis
-  Researches best practices and poses new, more effective ways of doing things
-  Documents innovative strategies and new approaches

Job Knowledge/Technical Expertise
Level 1.1: Fundamental knowledge of processes, methods and procedures
-  Understands the main processes and methods of work regarding to the position
-  Possesses basic knowledge of organizational policies and procedures relating to the
position and applies them consistently in work tasks
-  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
Level 1.1: Presentation of information on best practices in organizational change
-  Documents ‘best practices’ in organizational change and development within and outside
the UN system
-  Demonstrates ability to identify problems and proposes solutions

Design and Implementation of Management Systems
Level 1.1: Data gathering and implementation of management systems
-  Uses information/databases/other management systems
-  Provides inputs to the development of simple system components

Client Orientation
Level 1.1: Maintains effective client relationships
-  Reports to internal and external clients in a timely 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
-  Responds to client needs promptly

Promoting Accountability and Results-Based Management
Level 1.1: Gathering and disseminating information
-  Gathers and disseminates information on best practice in accountability and
results-based management systems
-  Prepares timely inputs to reports
-  Maintains databases

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

HR Certification programme

Required Skills and Experience

V. Recruitment Qualifications

Education:
Bachelor degree in HR, Business, Public Administration or
other related subject.

Experience:
4 years of work experience for candidates with Bachelor degree
or 6 years of work experience for candidates with Diploma
degree, of progressively responsible HR 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 Requirements:
Fluency in the UN and national language of the duty station.

APPLICANT MUST COMPLETE P11 FORM AND SUBMIT AS PART OF THEIR APPLICATION .  Click here to down load the form P-11

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. Female candidates are strongly encouraged to apply . All applications will be treated with the strictest confidence.

UNDP Indonesia reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP Indonesia at the same grade level and with similar job description, experience and education requirements