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 Human Resources Analyst, the Human Resources Associate ensures execution of transparent and efficient HR services in CO. 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. The HR Associate works in close collaboration with the operations, programme and projects’ staff in the CO and UNDP HQs staff for resolving complex HR-related issues and information exchange.

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.

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

1. Full compliance of records and reports with UN rules, regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework.
2. CO HR business processes mapping and elaboration of the content of internal Standard Operating Procedures (SOPs) in HR management in consultation with the direct supervisor and office management, control of workloads of the supervised staff.
3. Provision of information to the management and staff on strategies, rules and regulations.

Provides HR services  focusing on achievement of the following results:

1. Implementation of recruitment processes including drafting job description, provision of input to job classification process, vacancy announcement, screening of candidates, participation in interview panels.
2. Creation/update of positions in Atlas, association of positions to chart fields (COAs), update of COA information, setting up vendor, performing the functions of Admin.HR, Position Administrator and Absence Processor in Atlas. Preparation of contracts (fixed-term, ICs, SCs) and recurring POs in Atlas. Timely follow up with Finance staff on Global payroll issues.
3. Input and tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments and separations through Atlas.
4. Maintenance of the CO staffing table.
5. Preparation of submissions to the Compliance Review Panel.
6. Provision of information on benefits/entitlements to the International Staff.
7. Maintenance of the rosters including e-rosters.
8. 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:

1. Provision of background information and maintenance of the related data acting as Secretary of TMRG.
2. Participation in preparation of Whole Office Learning plan and individual learning plans in consultation with the Senior Management, HR Analyst and Learning Manager.

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

1. Collection of information and preparation of reports for comprehensive and interim local salary, hardship and place-to-place surveys. Participation in the work of LSSC.

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

1. Organization of trainings for the operations/ projects staff on HR issues.
2. Synthesis of lessons learnt 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 3: Adapts deliverables to meet client needs

Leadership

Ability to persuade others to follow

Level 3: Proactively seeks and recognizes contributions of others

People Management

Ability to improve performance and satisfaction

Level 3: Appropriately involves team in different stages of work and decision-making

Communication

Ability to listen, adapt, persuade and transform

Level 3: Expresses information and views with adaptive reasoning and appreciation for complexity and variation

Delivery

Ability to get things done while exercising good judgement

Level 3: Takes responsibility for addressing critical situations and delivering core value

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

Understands and applies main processes and methods of  HR Management.

Possesses basic knowledge of organizational policy and procedures relating to HR and applies them consistently.

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

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 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Performance Management

Ability to manage organization, department and employee goals

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

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 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Client Orientation

Organises and prioritizes work schedule to meet client needs and deadlines

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Recruitment Qualifications

Education:

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

Experience:

• Secondary education with 6 years  or Bachelor’s with  3 years of progressively responsible experience at the national or international level in providing HR services.
• 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