UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

Through the Regional Office for Asia and the Pacific (ROAP) in Bangkok and a number of country and multi-country offices as well as programme presences across the region, UN Women builds on a long history of support to governments, civil society and other actors to promote gender equality and empower all women and girls.  We stand behind women’s equal participation in all aspects of life, focusing on five priority areas: addressing gender perspectives in intergovernmental processes; women’s political participation and leadership; enhancing women’s economic empowerment; ending violence against women and girls; and promoting women’s participation in peace and security and humanitarian action.

Under the overall supervision of Regional Director and the Regional HR Business Partner, and day-to-day supervision of Human Resources Specialist, Human Resources Analyst is responsible for implementation of HR strategies and polices to ensure compliance with UN Women rules and regulations.  S/he will work closely with Programme and Operations within the Regional Office, Country Offices and other presences, to provide effective human resources management.

Deberes y responsabilidades

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

  • Full compliance of HR activities with UN rules and regulations, UN Women 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.
  • 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.
  • RO 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, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.

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

  • Management of recruitment processes including reviewing job descriptions, post establishment; vacancy announcement, screening of candidates, administering the technical test, facilitating interview panels, preparing interview reports and all relevant documents.
  • Implementation and monitoring of recruitment.
  • Review of submissions to the Regional Central Review Board (RCRB).
  • Management of contracts for staff and personnel in the Region.
  • Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through ERP system.
  • Upon delegation of responsibility, performs HR Manager functions in ERP system.

3.   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, facilitate the process, elaborate performance evaluation indicators in consultation with HR Specialist and HR Business Partner.
  • Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management.
  • Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
  • Implementation of strategic staffing policies in line with career development
  • Onboarding (orientation) and off-boarding (separation) briefing is implemented for all relevant staff.

4.  Facilitates benefit/entitlement management through UNDP Global Support Service Unit (GSSU) in Copenhagen to achieve following results:

  • Timely coordination with UNDP GSSU on the onboarding, and overall administration benefits/entitlement management for staff and personnel.
  • Provision of timely assistance and recommendations to address emergency cases that require quick response and action. (e.g. medical evacuation)

5.  Promotes and implements staff/management Relations and staff well-being focusing on achievement of the following results:

  • Open, transparent communications on all matters pertaining to staff/management relations
  • Implementation of UN Women Staff Well Being policies and initiatives within the Region.
  • Awareness raising within the Region of UN Women stress management policies and promote implementation of work practice which optimizes work/life balance.
  • Build strong relationships with managers and staff and network proactively within the Region to stay abreast of staff and management concerns.

6.   Ensures facilitation of knowledge building and knowledge sharing 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.
  • Implementation of Audit recommendations related to HRM within RO and other presences.


Core Values:

  • Respect for Diversity
  • Integrity
  • Professionalism

Core Competencies:

  • Awareness and Sensitivity Regarding Gender Issues
  • Accountability
  • Creative Problem Solving
  • Effective Communication
  • Inclusive Collaboration
  • Stakeholder Engagement
  • Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies:

Functional Competencies

  • Good knowledge and expertise in HR administration, processes and policies;
  • Ability to handle confidential information; maintain discretion;
  • Ability to anticipate HR requirements in terms of staffing levels and staff development;
  • Ability to find innovative solutions to complex HR challenges within a framework of policies and rules which must be respected.
  • Demonstrated effectiveness in using competency-based tools and processes in recruitment and selection.
  • Ability to facilitate business processes re-engineering, implementation of new systems;
  • Communicates clearly and convincingly, both orally and in writing, adapting style and content to different audiences.
  • Ability to build trust in interactions with others;
  • Ability to provide advice and support;
  • Good analytical skills;
  • Good IT skills.

Habilidades y experiencia requeridas

Education and certification:

  • Advanced (Masters) University Degree in Human Resources, Business Administration, Psychology, Organisational Development, Public Administration or other relevant social sciences.
  • A first-level university degree in similar fields in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.


  • At least 2 years of progressively relevant experience in human resource management with focus on staff planning; performance management, contract administration, benefits-entitlements administration, recruitment and staff learning and development.
  • Work experience with an international multicultural organization is required.
  • Experience in the usage of computers and office software packages (MS Word, Excel, etc.)
  • Experience in handling web-based management system and ERP human resources system is an advantage.
  • Work experience in the UN system is an asset.

Language Requirements:

  • Fluency in English and Thai is required.
  • Knowledge of the other UN official working language is an asset.



In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality, and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW, and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Inclusion Statement:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits employ, trains, compensates and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity, and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)