HR Analyst

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world; and pursue peaceful, prosperous lives, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Bureau for Management Services, Office of Human Resources (BMS/OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, BMS/OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, BMS/OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which is progressively transforming UNDP’s culture and enabling its workforce (https://www.undp.org/careers/people-2030) to deliver more and better results.

People for 2030promises to ensure that working with UNDP is not just a job, but part of a rewarding and enriching career in which individuals have opportunities to grow and develop. To deliver this promise, UNDP is creating a healthy and functioning internal talent market that offers paths for career progression by developing policies that will create a more open, flexible, and less bureaucratic system to facilitate staff mobility.

The incumbent of this position will be providing  support to the HR Business Partnering (BP) function for the Central Bureau by coordinating the respective unit’s Talent Management Committee (TMC) for strategic people management discussions and providing an additional capacity as HR BP.
 

• Facilitating the TMC in ensuring consistency, transparency and fairness of performance management processes, practices and reviews as conducted by the respective bureaus.
• Contributing to the TMC in making sure that talent management in respective bureaus is effective and closely aligned with UNDP business strategies.
• Facilitate the conduct of talent reviews aimed to ensure a holistic view of talent in each respective bureau and informing the BP team related to workforce planning, succession, career management and development processes outcome discussion.
• Provides HR advisory services in the application of HR policies, rules and regulations.
• Provides solutions to a wide spectrum of complex technical issues related to talent management and workforce assignment.
• Ensure facilitation of knowledge building and knowledge sharing
• The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization

Institutional Arrangement

The HR Analyst will be directly reporting to the BP HR Advisor and will collaboratively work with the Central Bureau HR BP team.
 

Competencies

Cross-Functional & Technical competencies 

Business Direction & Strategy - System Thinking    

•   Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system. 
 

Business Development - Collective Intelligence Design    

•   Ability to bringing together diverse groups of people, data, information or ideas, and technology to design services or solutions. 
 

Business Management - Project Management    

•   .Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals.
 

Business Management -   Communication    

•   Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience.
•   Ability to manage communications internally and externally, through media, social media and other apropriate channels.
 

HR Talent Management - Performance Management   

•    Knowledge of and ability to guide the application of performance management theory, systems and tools, incl. articulation of expectations, setting objectives and performance standards; conducting performance related discussions and performance coaching; ability to develop performance management and appraisal processes that minimizes biases.
 

HR Talent Management -   Career Management and Support    

•      Ability to design career management and support frameworks, processes and programmes, identify relevant resources to support individuals in assessing their career aspirations and preferences, designing and implementing career development strategies. 
 

Minimum Qualifications of the Successful IPSA

Min. Education requirements   

• An advanced university degree (master’s degree or equivalent) in HRM, Organizational Development, Business Administration or any other related field is required, OR
• A first level university degree (bachelor’s degree) in Human Resources Management, Organizational Development, Business Administration or any related field, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Min. years of relevant work experience              

• Minimum two (2) years (with master’s degree) or four (4) years (with bachelor’s degree) of relevant professional work experience in the areas of Human Resources Management and/or Performance Management.

Required skills               

• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems. 
• Proven report writing experience and developing high quality content write-ups in a variety of mediums.

Desired skills in addition to the competencies covered in the Competencies section 

• Experience in research and analysis is an advantage.
• Familiarity with HR module in Oracle-based ERP is desirable.
• Knowledge of UN and/or UNDP HR Policies and Procedures is a plus but not required.
• HR advisory experience on the implementation of HR rules and regulations is an asset.

Required Language(s)   

• Fluency in English is required.
• Working knowledge of other UN languages is an advantage.