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Analytics and Compliance Officer, HRBP

Korea (Korea (Republic of))

  • Organization: GCF - Green Climate Fund
  • Location: Korea (Korea (Republic of))
  • Grade: Junior
  • Occupational Groups:
    • Human Resources
    • Ombudsman and Ethics
    • Legal - Broad
    • Internal audit, Investigation and Inspection
  • Closing Date: 2019-12-26

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Analytics and Compliance Officer, HRBP

Date: Nov 22, 2019

Location: Korea (KOR), KR

Company: Green Climate Fund

Grade: IS - 2

Deadline: 26 December 2019 (11:59 PM KST)

The mission of the Green Climate Fund is to assist developing countries to respond to climate change while bringing prosperity to their peoples.

Established in 2010, the GCF invests in transformational climate projects in the developing world. The Fund makes an ambitious contribution to global climate action and channels significant financial resources into developing countries to help build low-emission and climate-resilient societies.  It is country-driven and undertakes actions that reflect the circumstances of each country concerned and its national aspirations. The GCF is a key enabler of the 2015 Paris Agreement on Climate Change.

Since its establishment, the GCF has approved 111 projects in 99 countries and has committed USD 5.0 billion in climate finance. In addition, it has built up an extensive program to support developing countries to identify their needs, in particular, those who are most vulnerable to climate change impacts.

The GCF’s diverse workforce is advancing its mission from its headquarters in South Korea. Our talented staff makes unique contributions to the Fund, enriching the institution through their combined expertise and professional commitment.



Position description 

The HR Business Partner, Analytics and Compliance, reporting to the Head of Human Resources, is responsible for developing the HR analytics strategy for the Fund, providing a methodology to easily access and process key HR data to the HR unit and other divisions of the Fund. S/he will also ensure that compliance procedures are in place and are respected, monitoring performance and quality control plans to identify improvements within the HR areas. S/he will work closely with the other HR Business Partners (HRBP) to ensure that the Talent Management procedures are in place and to map the needs to feed the Fund’s Talent Management strategy. As an HRBP, s/he will invest her/his holistic knowledge of Human Resource Management (HRM) to guide leadership, management and staff and provide them with sound, tailored, and coherent HR solutions. The HRBP role includes business partnership, act as change agent, focus on employee championing, relationship management and the management of the business unit. S/he will act as a Human Resource Business Partner for a number of GCF divisions and offices. In addition, assist in managing databases, including HR legal cases, exit interviews, and other HR-related activities.


Duties and responsibilities


  • Define the HR analytics strategy for the Fund, identifying opportunities to improve efficiency in Recruitment / Talent Management and C&B through the use of analytics tools and methodologies;
  • Analyze and interpret data using statistical techniques and provide ongoing reports; being able to assist in designing and implementing databases, data collection systems, data analytics and other strategies that optimize statistical efficiency and quality of Human Resources Management (HRM);
  • Identify, analyze, and interpret trends or patterns in data sets to help assessing the risks in staff projected numbers, HR processes, and the like;
  • Set out the standards for HR compliance focusing on HR systems and data privacy;


  • Align and communicate a data-driven culture within HR by educating and training HRBPs, and consequently their respective Business Units, on self-service reporting tools, how to interpret data, and providing clear, concise and consumable deliverables;
  • Acquire data from primary or secondary data sources to maintain quality and reliability of databases/data systems;



  • Optimize the systems and procedures on Statistics & Analytics for HR and assist the Specialists to identify the needs of specific HR key areas: strategy, workforce planning, change management, integrated Talent Management, management of individual consultancy services, organizational development, staff engagement, performance, diversity, well-being of staff, strategic sourcing/succession, and learning and career development;
  • Enhance relationships with centers of expertise, the global shared services center and global staff association. Collaborate with sister-agencies on best HR practices within the UN or other affiliated organizations. Attend HR networking events — both within the UN system and the private sector;
  • Set out the standards for HR compliance focusing on HR systems and data.


Required experience and qualifications*

  • Master’s degree in HR, Business, Computer Science, Statistics, MBA or related fields;
  • At least four (4) years of relevant work experience in Human Resources (i.e. HRIS, policy); Previous experience with HR data and/or in an HR Business Partners model is an asset;
  • Knowledge and experience with SAP Success Factors HRIS would be an advantage;
  • Fluency in English is essential; knowledge of another United Nations language is an advantage.



*The person assessed by the Selection Panel as most suitable for the position will be proposed for appointment. Selection among short-listed candidates will also take into account performance at interview, appropriate testing, and references. Applications from women and nationals of developing countries are strongly encouraged.

We do our best to provide you the most accurate info, but closing dates may be wrong on our site. Please check on the recruiting organization's page for the exact info. Candidates are responsible for complying with deadlines and are encouraged to submit applications well ahead.
Before applying, please make sure that you have read the requirements for the position and that you qualify.
Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.

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