Antecedentes

UNDP’s Istanbul Regional Hub is UNDP`s advisory hub for the Europe and CIS region tasked with the responsibility to provide policy and programmatic support to UNDP´s development activities in the region. Throughout UNDP´s focus areas, it works towards increasing the impact of UNDP´s activities in the region by assisting Country Offices in development of country-level initiatives through advisory services and technical support and by implementing regional-level projects (Regional Program) in partnership with a wide range of partners supported to a global network of expertise. IRH also provides operational backstopping to countries with UNDP activities but without CO presence. Under the leadership of the Manager, the RBEC Regional Hub employs a multi-disciplinary team of specialists and advisors, project managers, operations and programme support staff. IRH hosts staff from RBEC, BPPS, BOM. BERA, OAI and other units. IRH is a common premise also with UNWomen and UNICEF. Total number of IRH personnel is over 150.

Under the guidance and direct supervision of the Operations Manager, the HR Analyst/HR Manager provides leadership in execution of the full range of IRH HR services ensuring their transparency and integrity. 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/HR Manager promotes a collaborative, client-oriented approach and promotes 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 IRH and UNDP HQs staff ensuring successful performance in HR management.

Deberes y responsabilidades

Summary of Key Functions:

• Implementation of HR strategies and policies
• Effective HR management
• Staff performance management and career development
• UN-related surveys
• Facilitation of knowledge building and knowledge sharing

Ensures implementation of HR strategies and policies, adapts processes and procedures 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.
• Implementation of HR strategy in the IRH; effective implementation of the internal control; proper design and functioning of the HR management system.
• Provision of advice and information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements, change management processes.
• IRH 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 IRH, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.
• Advice to Senior Management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation).

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.
• Management of various type of contracts (staff and non-staff) 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.
• Timely follow up with Finance staff on Global payroll issues.
• Management of staff entitlements and position funding delegated to the HR Unit at IRH.
• Maintenance of the IRH staffing table and regular update.
• Development and management of IRH rosters.
• Sound HR documents archiving and file management system.
• Validation of cost-recovery charges in Atlas for HR services provided by UNDP clients and 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 maintenance of the related data acting as Secretary of Compliance Review Panel (CRP) and Talent Management Review Group (TMRG).
• Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
• Implementation of strategic staffing policies in line with career development.

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

• Participates in comprehensive and interim local salary, hardship and place-to-place surveys in close coordination with the CO in Ankara and IRH Operations Manager.

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

• Contributes to learning management or may act as IRH Learning Manager.
• Ensure on-boarding of new staff, follow up on mandatory courses competition;
• 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 IRH’s 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. The information provided facilitates decision making of the management.

Competencias

Functional Competencies:      

Building Strategic Partnerships

Level 1.2:  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

Level 1.2: 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

Level 1.2: 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

Level 1.2: 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

Level 1.2: Research and analysis and making recommendations on management systems

• Maintains information/databases on system design features
• Develops simple system components

Client Orientation

Level 1.2: 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

Level 1.2: 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

Habilidades y experiencia requeridas

Education:

• Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field. Or - Bachelor’s Degree in HR, Business Administration, Public Administration or related field will be accepted with 2 additional years of experience.

Experience:

• 2 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems. HR experience in international organizations especially in the UN system would be a distinct advantage.
• Managerial experience would be desirable but is not a requirement.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems.
• Knowledge of ERP systems, especially Atlas experience is a strong asset.

Language Requirements:

• Fluency in the Turkish and English.

Qualified women and members of minorities are strongly encouraged to apply. UNDP is a non-smoking work environment