Job Purpose and Organizational Context

 UNDP has been supporting the Nepalese people in their struggle against poverty since it opened an in-country office in 1963. Much of this support has gone to building up the capacity of government agencies, civil society and community groups to fight poverty, and to bringing these groups and Nepal's donors together to design and implement successful poverty alleviation projects.

 In parallel to the roll-out of its new Country Programme, 2018-2022, UNDP Nepal is reorganizing internally and moving towards strategically repositioning UNDP’s global contributions in support of the Sustainable Development Goals and collaboration with national development partners.  Nepal is accelerating its agenda of federalization while reconciling aspects of its Constitution which have implications for how UNDP engage with central and local level authorities.  Meanwhile, Nepal’s GNI continues to grow, making graduation from LDC status a scenario for which UNDP needs to begin planning and adapting to different models of development cooperation.

 Under the guidance and direct supervision of the Operations Manager, the Human Resources Analyst ensures effective delivery of HR services.  He/she interprets and applies HR policies, rules and regulations, implements 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 works in close collaboration with the Business Development, Programme, Operations and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management.

Duties and Responsibilities

In this section list the primary responsibilities of the position (Typically five).As needed add additional context below the responsibilities.Tip: Focus on what the job entails not how to do the job.

Provides support to the implementation of HR strategies and policies focusing on achievement of the following results:

1. Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, analysis of parameters in support of proper design and functioning of the HR management system.
2. CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management
3.  Analysis and elaboration of proposals on 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.

Provides support to effective human resources management focusing on achievement of the following results:

1. Management of recruitment processes including job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels.
2. Preliminary review of submissions to the Compliance Review Panel.
3. 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.
4. Management of International staff entitlements and position funding delegated to the HR Unit.
5. Development and management of rosters.

Provides support to proper staff performance management and career development focusing on  achievement of the following  results:

1. Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
2. Active participation in the CO learning team
3. Elaboration of proposals on and implementation of strategic staffing policies in line with career development.

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

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

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

1. Participation in the organization and conduct of training for operations/ programme staff on HR issues.
2. Synthesis of lessons learned and best practices in HR.
3. Sound contributions to knowledge networks and communities of practice.

Competencies and Selection Criteria

Description of Competency at Level Required

(For more comprehensive descriptions please see the competency inventory)

In this section list all core competencies as well as the most relevant technical/functional competencies the role will require along with the appropriate level.  A Detailed list of competencies can be accessed through the following link: https://intranet.undp.org/unit/ohr/competency-framework/SitePages/Home.aspx

Core

Innovation

Ability to make new and useful ideas work

Level 4: Adapt with complex concepts and challenges convention purposefully

Leadership

Ability to persuade others to follow

Level 4: Generates commitment, excitement and excellence in others

People Management

Ability to improve performance and satisfaction

Level 4: Models independent thinking and action

Communication

Ability to listen, adapt, persuade and transform

Level 4: Synthesizes information to communicate independent analysis

Delivery

Ability to get things done while exercising good judgement

Level 4: Meets goals and quality criteria for delivery of products or services

Technical/Functional

Detailed list of competencies can be accessed through https://intranet.undp.org/unit/ohr/competency-framework/SitePages/Home.aspx

 and hiring managers are encouraged to familiarize themselves for more information

Job Knowledge/Technical Expertise

Understands and applies fundamental concepts and principles of HR Management

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Learning and Development

Knowledge of enterprise learning and development issues, concepts, and principles, and ability to apply them to enhance the fulfillment and performance of employees

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Performance Management

Ability to manage organization, department and employee goals

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Recruitment

Knowledge of recruiting issues, procedures, and principles and the ability to apply them to strategic and/or practical situations to secure quality candidates

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Organizational Development

Knowledge of organizational development concepts, issues and principles and the ability to apply them to strategic and/or practical situations

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Recruitment Qualifications

Education:

Master's or Bachelor’s degree in the HR Management, Business Administration, Public Administration or a related field.

Experience:

• Master’s Degree and 0 years or Bachelor’s with 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.)
• Experience in handling of web-based management systems and ERP HR module experience, especially PeopleSoft (Atlas).
• HR certification from a reputable institution is a distinct advantage

Language Requirements:

Proficiency in English and Nepali