UNDP Jobs - 51116- Human Resources (HR) Analyst

Human Resources (HR) Analyst

Location :

Bangui, CENTRAL AFRICAN REPUBLIC

Type of Contract :

FTA International

Starting Date :

Application Deadline :

07-Nov-14 (Midnight New York, USA)

Post Level :

P-2

Duration of Initial Contract :

1 yerar

Languages Required :

English French

Expected Duration of Assignment :

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. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Background

Under the guidance and supervision of DCD/Operations, 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. 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

Summary 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.

Ensures implementation of HR strategies and policies focusing on achievement of the following results:

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 (SOPs) in HR management, control of the workflows in the HR Unit;
Implementation 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.

Ensures effective human resources management focusing on achievement of the following results:

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 Compliance Review Board / Panel (CRB / CRP);
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.

Ensures proper staff performance management and career development focusing on achievement of the following results:

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 and support to the 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.

Ensures conduct of UN-related surveys focusing on achievement of the following results:

Organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the DCD Operations.

Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

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.

Impact of Results

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

Functional Competencies:

Building Strategic Partnerships:

Maintaining a network of contacts

Maintains an established network of contacts for general information sharing and to remain up-to-date on partnership related issues;
Establishes and nurtures positive communication with partners.

Promoting Organizational Learning and Knowledge Sharing:

Basic research and analysis:

Generates new ideas and approaches, researches best practices and proposes new, more effective ways of doing things;
Documents and analyses innovative strategies and new approaches;
Identifies and communicates opportunities to promote learning and knowledge sharing.

Job Knowledge/Technical Expertise:

Fundamental knowledge of own discipline

Understands and applies fundamental concepts and principles of a professional discipline or technical specialty relating to the position;
Possesses basic knowledge of organizational policies and procedures relating to the position and applies them consistently in work tasks;
Analyzes the requirements and synthesizes proposals;
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:

Basic research and analysis

Researches and documents ‘best practices’ in organizational change and development within and outside the UN system;
Demonstrates ability to diagnose problems and identifies and communicates processes to support change initiatives;
Gathers and analyses feedback from staff.

Design and Implementation of Management Systems:

Research and analysis and making recommendations on management systems

Maintains information/databases on system design features;
Develops simple system components.

Client Orientation:

Establishing effective client relationships:

Researches potential solutions to internal and external client needs and reports back in a timely, succinct 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;
Actively supports the interests of the client by making choices and setting priorities to meet their needs;
Anticipates client needs and addresses them promptly.

Promoting Accountability and Results-Based Management:

Basic monitoring

Gathers, analyzes and disseminates information on best practice in accountability and results-based management systems.

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

Education:

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

Experience:

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.

Language:

Fluent in English and French.