Human Resources Specialist

• Workforce Planning, and Analytics 
• Interpretation of HR policies, implementation of corporate HR exercises
• Capacity Development and Knowledge Building
• Organizational Development and Change Management

• Generates workforce data, interprets data and statistics. Ensures an intelligent analysis of workforce against the business model.  Provides authoritative advice and recommendations based on HR analytics. . Prepares HR reports, presentations, briefing notes based on the analysis of the workforce data.
• Implements and recommends HR practices and strategic interventions to optimize the use of ITM products/guidelines, and policies.
• Analyzes and provides advice on selection and recruitment initiatives
• Advocates the best application of HR practices, staffing, development and organizational planning, targeted interventions to achieve business objectives
• Studies and analyzes the results of global/regional HR surveys and contributes to design interventions, and action plans where necessary.
• Gathers data from PMD to develop reporting of potential career paths and development needs for staff, and liaises with other OHR Units to deliver on specific needs.
• Provides advice based on HR analytics, proposes enhancements of existing platforms and reports.

• Provides advice and support to managers and staff on human resources related matters.
• Ensures continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendation on their implementation in UNDP.
• Interprets corporate strategic sourcing and succession planning and ensures accurate projection of vacancies and staffing requirements to the appropriate corporate unit.
• Initiates transparent and competitive centralized recruitment and selection processes (review of job descriptions, provision of input to job classification process, vacancy announcement, longlisting, shortlisting) in line with corporate guidelines and policies, and ensures a timely transfer of the process to the respective Case Manager.  Provides guidance on decentralized recruitment.
• Supports HR Business Partner in HR strategy development and HR corporate initiatives for regional bureau, provides inputs to management plans, products, strategies, and tools.

• Ensures enhanced capacity of HR staff through delivery of workshops and virtual clinics, synthesis of lessons learned. Disseminates lessons learned, best practices, and sound contributions in knowledge networks and communities of practice.
• Provides advice on learning and development options for staff.  Provides guidance on techniques and options for learning delivery.  Supports active community of HR staff.  Plans, facilitates and evaluates team building sessions.
• Scans capacity of the HR staff, develops indicators to identify targeted interventions.  Plans, facilitates and evaluates team building sessions, and supports active community of HR staff.
• Monitors timeline(s) compliance through regular reports from the Tracker of cases assigned to the Case Manager.
• Organizational Development and Change Management Facilitation  
• Provides advice on change management strategies, as required, based on corporate policy but with elements of innovation, as required, using internal consulting models and process consultations.
• Contributes to the development of organizational design solutions, including structural design options.
• Supports senior managers with implementation of structural changes through effective information sharing and problem solving. Forecasts risks, and liaises with relevant stakeholders.

• Adept with complex concepts 
• Creates new and relevant ideas and leads others to implement them
• Provides authoritative advice to decision makers
• Challenges convention purposefully
• Critically assesses established methods

• Generates individual commitment, excitement and excellence 
• Creates opportunities for team to learn and take on new responsibilities 
• Actively shares experience and knowledge

• Expands team substantive capacity
• Models independent thinking and action
• Raises standards, motivates excellence
• Coaches team members to appropriately share knowledge across teams
• Addresses conflicts in a timely, sensitive manner; escalates to leadership when appropriate
• Expands team engagement  

• Persuades others to embrace new ideas, even when controversial
• Empathizes with client perspectives and needs
• Prepares and presents authoritative advice
• Represents team in formal settings
• Expands expertise of team through sharing expertise

• Critically assesses value and relevance of existing thinking and policy
• Embraces difficult obstacles that interfere with getting work done
• Anticipates constraints and identifies solutions
• Strives to improve team reputation with clients 
• Expands capacity of team to deliver on time and on target
• Accountable for project implementation and/or team deliverables

• Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations

• Ability to organize, record, and manage employee interactions with HR including but not limited to terminations, separations, visa management, vacancy management, HR crises

• Knowledge of recruiting issues, procedures, and principles and the ability to apply them to strategic and/or practical situations to secure quality candidates

• Ability to motivate and inspire internal resources

• Ability to manage multiple stakeholders and balance often contradictory expectations, building and maintaining relationships

• Ability to efficiently handle and share information and knowledge

• Ability to work effectively with diverse groups of professionals towards common goals

• Ability to coach/mentor technical staff to enhance sustain capacity development

• Advanced university degree in the Social Sciences: Business Administration, Public Administration, Organization Psychology, Psychology, Sociology, Economics, Development Economics, International Relations, Human Resource Management or Organization Development or related fields.

• A minimum of seven years of progressively responsible experience in administration, human resources management or a related field is required; of which 3 years relevant experience in Human Resources management, or must have held similar positions in other international organizations, or have significant international human resources experience at a similar level.

• Fluency in English. 

• Proficiency in French and/or Spanish desirable.

Important information for US Permanent Residents ('Green Card' holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment. For more information please click here and here.

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

Applicant information about UNDP rosters

Note: UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Workforce diversity

UNDP is committed to achieving diversity within its workforce, and encourages all qualified applicants, irrespective of gender, nationality, disabilities, sexual orientation, culture, religious and ethnic backgrounds to apply. All applications will be treated in the strictest confidence.

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