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 HR Assistant ensures execution of transparent and efficient Operations (HR) services in CO. The HR Assistant promotes a collaborative, client-oriented approach and supports to the maintenance of high staff morale.

 The HR Assistant works in close collaboration with the operations, programme and projects’ staff in the CO and UNDP HQs staff to exchange information and ensure consistent service delivery.

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

1. Full compliance of records and reports with UN/UNDP rules, regulations, policies, procedures and strategies; effective implementation of the internal control framework.
2. CO Operations  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,
3. Provision of information to the management and staff on strategies, rules and regulations.

Implements HR services  focusing on achievement of the following results:

1. Preparation of draft job descriptions, vacancy announcements, compiling matrixes, performing functions of Secretary in interview panels.
2. Preparation of contracts
3. Tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
4. Maintenance of the CO staffing table.
5. Collection of background information for submissions to the Compliance Review Panel
6. Update of the CO rosters.
7. Maintenance of proper filing system for HR records and documents.
8. Provision of information for cost-recovery bills 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 to TMRG.
2. Provision of background information for drafting Whole Office Learning Plan and individual learning plans.

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

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

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

1. Participation in the trainings for the operations/projects staff
2. Contribution 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 2: Analyzes complex technical materials (including data) and makes concise, relevant recommendations

Leadership

Ability to persuade others to follow

Level 2: Proactively identifies new opportunities and challenges

People Management

Ability to improve performance and satisfaction

Level 2: Takes ownership of responsibilities

Communication

Ability to listen, adapt, persuade and transform

Level 2: Understands, explains and shares information on assigned tasks with accuracy and clarity

Delivery

Ability to get things done while exercising good judgement

Level 2: Meets goals and timelines 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

Understands and applies main processes and methods of  HR operations.

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

Level 2: Execute & Learn: Execute & Learn: Perform defined tasks

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 2: Execute & Learn: Performs defined tasks efficiently and deepens knowledge of area of work

Performance Management

Ability to manage organization, department and employee goals

Level 2:Execute & Learn:Performs defined tasks efficiently and deepens knowledge of 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 2: Technical Assistance: Performs defined tasks efficiently and deepens knowledge of area of work

Client Orientation

Organises and prioritizes work schedule to meet client needs and deadlines

Level 2: Execute & Learn: Performs defined tasks efficiently and deepens knowledge of 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 5 years  or Bachelor’s with  2 years of experience at the national or international level in providing Operational  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