Human Resources Assistant
Tunis
- Organization: UNDP - United Nations Development Programme
- Location: Tunis
- Grade: Administrative support - NPSA-5, National Personnel Services Agreement
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Occupational Groups:
- Human Resources
- Administrative support
- Closing Date: 2024-12-11
Office/Unit/Project Description:
As part of its support for achieving the Sustainable Development Goals (SDGs), the United Nations Development Programme (UNDP) office in Tunisia is committed to advancing the implementation of the national vision for shared prosperity. The office manages a portfolio of interventions focused on strengthening democratic governance and access to social services, particularly justice, promoting inclusive and sustainable growth through green jobs for youth and women, supporting strategic development management with advanced tools, and fostering mechanisms for endogenous financing of the 2030 Agenda. Climate change resilience and universal access to energy are cross-cutting priorities. Additionally, UNDP Tunisia provides operational support services to various United Nations system agencies in Tunisia.
UNDP Tunisia is recruiting the services of a Human Resources Assistant to strengthen its Human Resources team.
Under the overall guidance of the Operations Manager- and the direct supervision of the CO Human Resources Associate, the Human Resources Assistant provides Human Resources services ensuring high quality, accuracy and consistency of work. The Human Resources Assistant promotes a client-oriented and consistent with rules and regulations approach in the Unit.
The Human Resources Assistant works in close collaboration with the operations, programme and projects’ staff in the CO staff for resolving basic Human Resources-related issues and information exchange.
Scope of Work:
Assist in the implementation of HR strategies focusing on achievement of the following results:
• Assist in ensuring the full compliance of records and reports with UN rules, regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework.
• Support the maintenance of an organized physical and electronic filing system of all HR records
• Preparation of correspondence as requested
• Ensure the updating of staff lists
• Ensure the updating of recruitment plan
Implements HR services focusing on achievement of the following results:
• Preparation of draft job descriptions, , compiling matrixes,
• Provision of support in inputting and tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments and separations .
• Submission of position classification through the system.
• Planned and conducted new employee orientation .
• Administrative dossier management for international and local staff with the competent authorities, handling permits, various certificates, …
Support in ensuring proper staff performance management and career development focusing on achievement of the following results:
• Follow up with staff and management to finalise the performance
Supports knowledge building and knowledge sharing in the CO focusing on achievement of the following results:
• Participation in the trainings for the operations/projects staff on HR.
• Synthesis of lessons learnt and best practices in HR.
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 selected incumbent will be working under the overall guidance of the Operations Manager and under the direct supervision of the Head of HR.
Competencies:
Core | |
Achieve Results: | LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline |
Think Innovatively: | LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements |
Learn Continuously: | LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback |
Adapt with Agility: | LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible |
Act with Determination: | LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident |
Engage and Partner: | LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships |
Enable Diversity and Inclusion: | LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination |
Cross-Functional & Technical competencies
Thematic Area | Name | Definition |
Business Direction & Strategy | Strategic Thinking |
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Business Development | Human-centered Design |
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Business Management | Change Management |
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HR - Recruitment | Recruitment design and management |
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HR - Learning and development | L&D planning |
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HR - Talent management | Diversity and inclusion |
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HR - Talent management | Performance management |
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Minimum Qualifications of the Successful NPSA:
Min. Education requirements |
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Min. years of relevant work experience |
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Required skills |
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Desired skills in addition to the competencies covered in the Competencies section |
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Required Language(s) |
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The following documents shall be required from the applicants:
a) Personal CV or P11, indicating all past positions held and their main underlying functions, their durations (month/year), the qualifications, as well as the contact details (email and telephone number) of the Candidate, and at least three (3) the most recent professional references of previous supervisors. References may also include peers. CVs or P11s MUST include reference to whether or not applicants have the required and desired skills, education, experience, language and certification requirements above for candidates to be considered for this position.
b) A cover letter (maximum length: 1 page) indicating why the candidate considers him-/herself to be suitable for the position.
c) Managers may ask (ad hoc) for any other materials relevant to pre-assessing the relevance of their experience, such as reports, presentations, publications, campaigns or other materials.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.