Background

UNDP supports stabilization, state building, governance and development priorities in Afghanistan. UNDP support, in partnership with the Government, the United Nations system, the donor community and other development stakeholders, has contributed to institutional development efforts leading to positive impact on the lives of Afghan citizens. Over the years UNDP support has spanned such milestone efforts as the adoption of the Constitution; Presidential, Parliamentary and Provincial Council elections; institutional development through capacity-building to the legislative, the judicial and executive arms of the state, and key ministries, Government agencies and commissions at the national and subnational levels. UNDP has played a key role in the management of the Law and Order Trust Fund, which supports the Government in developing and maintaining the national police force and in efforts to stabilize the internal security environment. Major demobilization, disarmament and rehabilitation and area-based livelihoods and reconstruction programmes have taken place nationwide. UNDP Programmes in Afghanistan have benefited from the very active support of donors. UNDP Afghanistan is committed to the highest standards of transparency and accountability and works in close coordination with the United Nations Mission in Afghanistan and the UN system as a whole to maximize the impact of its development efforts on the ground.
 
Under the guidance and direct supervision of  DCD (O), the HR Specialist is responsible for management on the transparent implementation of HR strategies, effective delivery of HR services.  . He/she assesses client needs, interprets and applies HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Specialist promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.
 
The HR Specialist supervises and leads the professional and support staff of the HR unit. The HR Specialist works in close collaboration with the Programme, Operations, and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management.

Duties and Responsibilities

Summary of key functions:
  • Implementation of HR strategies and policies
  • Effective HR management
  • Strategy and policy services
  • Team Management
  • Workforce Analysis and Planning
  • Ensure effective contract management and assignment of benefits and entitlements
  • Facilitation and promotion of knowledge building and knowledge sharing
Ensures implementation of HR strategies and policies focusing on achievement of the following results:
  • Implementation of HR strategy in the CO; effective implementation of the internal control; proper design and functioning of the HR management system.
  • Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies. Interpretation of HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs.
  • Advice to Senior Management on HR new practices and their implementation strategic recruitment, advice on contract modalities, and performance evaluation).
  • CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
  • Development of procedures and practices that contribute to enhanced and improved HR management.
Ensures effective human resources management focusing on achievement of the following results:
  • Management of transparent and competitive recruitment and selection processes including updated job descriptions,  vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment. Oversight of recruitment under UNDP projects. Development and maintenance of data base of job applications.
  • Advises on classification of posts within the established delegated authority and application of generic profiles.
  • Manages timely and appropriate selection and/or supervision of external consultants and works closely with other colleagues to ensure efficient management and use of limited resources;
  • Ascertains human resource requirements for the CO ensuring the timely advertisement and filling of vacancies both national and international. Participates in the selection of candidates and submits appropriate recommendations;
  • Oversees interviews and recruitment process (testing of new candidates, verification of educational qualifications and credentials, references and previous employment record). Advises on entitlements
  • Oversee the pilots of SC leave management pilot, testing of e-recruit and the new RCA
  • Advice to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring of the entire UNDP project recruitment process.
  • tool.
  • Management of the   One-Time Request process of collecting, reviewing, identifying and updating of  over 800 personnel records of national FTA and SC holders, including for UN agencies administered by UNDP.
  • Support the development of roster of consultants. Establishment of internal rosters for FTA and IC jobs
  • Close communication with HQ´s focal points pertaining to the correct administration of s/m entitlements and benefits
Strategy and Policy Services:
  • Review CO units plans with senior management and business units, and develop targeted HR strategies and interventions to achieve business objectives;
  • In close partnership and collaboration with other units, develops work plans, manage activities against expected results;
  • Assesses impact of corporate HR policies on staffing and business operations and provide feedback to corporate unit partners to support policy formulation and benchmarking
Team Management. The incumbent is accountable for integrity, transparency and equity in the management of UNDP resources:
  • Contract Management including implementing recruitment processes and providing oversight to contract implementation and payroll administration;
  • Information Technology Management through leveraging ATLAS functionality for improved business results, simplification of transaction and reporting tools;
  • Manage workload of the HR unit with a systematic and data-driven approach;
  • Develop and implement metrics to monitor unit work volume;
  • Develop and implement metrics of staff workload and productivity;
  • Develop and implement metrics of response time to clients;
  • Ensure that the Service Tracking System (STS) is used effectively for client billing and tracking of personnel actions;
  • Develop monthly management reports/dashboards of HR progress, status and productivity at the country office level.
Workforce Analysis and Planning:
  • Provide tools and information to assist line managers to more effectively exercise their people management responsibilities;
  • Raise awareness of senior managers to key workforce facts and trends and current approaches to human resources management;
  • Promote better planning and strategic deployment of staff in UNDP Afghanistan;
  • Provide important baseline data to encourage and advocate fact based management practices in the country office and projects;
  • Ensure the implementation of OHR policies and, in that connection, to report on the impact of different policies in the workforce.
Ensure effective contract management and assignment of benefits and entitlements for over 600 staff and non-staff contract.
  • Advice to the CO management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas. 
  • Support the transition process in the IC unit of the introduction of TA modality
  • Supports the management of international staff benefits and position funding, as delegated to the HR Unit.
  • Ensure the benefits and entitlements of staff are reviewed and assigned accurately.
Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:
  • Design and implementation of training for operations/ programme staff on HR issues.
  • Synthesis of lessons learned and best practices in HR.
  • Sound contributions to knowledge networks and communities of practice.

Competencies

Functional Competencies:
Building Strategic Partnerships: Identifying and building partnerships
  • 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
  • Understands more advanced aspects of primary area of specialization as well as the fundamental concepts of related disciplines
  • Serves as internal consultant in the area of expertise and shares knowledge with staff
  • Continues to seeks new and improved methods and systems for accomplishing the work of the unit
  • Keeps abreast of new developments in area of professional discipline and job knowledge 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
  • Provides counseling and coaching to colleagues who are dealing with change Assists in the development of policies, communications, and change strategies
  • Performs appropriate work analysis and assists in redesign to establish clear standards for implementation
Design and Implementation of Management Systems: Designing and implementing management system
  • Makes recommendations regarding design or operation of systems or programmes within organizational units
  • Identifies and recommends remedial measures to address problems in systems design or implementation
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
  • Uses discretion and flexibility in interpreting rules in order to meet client needs and achieve organizational goals more effectively
  • Solicits feedback on service provision and quality
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
  • Develops and applies tools and techniques in assessing the application of programme and/or administer the policies and procedures
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. Promoting learning and knowledge management/sharing is the responsibility of each staff member.
  • Fair and transparent decision making; calculated risk-taking

Required Skills and Experience

Education:
  • Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.

Experience:
  • 7 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.

Language Requirements:

  • Fluency in English. Knowledge of national language of the duty station is desirable
 
  • Interested and qualified International candidates should apply on-line through the UNDP Jobs site at UNDP Vacancy Announcements  and please ensure that to fill up and upload Personal History Form-P.11 which is available at UNDP Personal History Form (P.11 Form)   in the relevant field of the on-line application
  • Incomplete applications or applications received after the closing date will not be given consideration. Please note that only applicants who are short-listed will be contacted.
  • For more detailed information about UNDP Afghanistan please visit our website at www.undp.org.af      
  • Successful candidates must be prepared to start work within 3 weeks of the offer of appointment.
  • Internal candidates who have served a minimum of 12 months in the current assignment are invited to apply.
  • Qualified female candidates are highly encouraged to apply