Human Resources Analyst (Open to Tier 1 & 2 applicants)

Tiered Approach

In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:

• Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
• Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
• Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
• Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.

Background

UNDP has been working in India since 1951 in almost all areas of human development. Together with the Government of India and development partners, we have worked towards eradicating poverty, reducing inequalities, strengthening local governance, enhancing community resilience, protecting the environment, supporting policy initiatives and institutional reforms, and accelerating sustainable development for all. 

With projects and programmes in every state and union territory in India, UNDP works with national and subnational government, and diverse development actors to deliver people-centric results, particularly for the most vulnerable and marginalized communities. As the integrator for collective action on the Sustainable Development Goals (SDGs) within the UN system, we are committed to supporting the Government of India’s national development vision and priorities and accelerating the achievement of the SDGs for the people and the planet. 

UNDP India’s Country Programme (2023-2027) builds on our prior work and aims to provide an integrated approach to development solutions in three strategic portfolios: 

• Strong, accountable and evidence-led institutions for accelerated achievement of the SDGs.
• Enhanced economic opportunities and social protection to reduce inequality, with a focus on the marginalized.
• Climate-smart solutions, sustainable ecosystems and resilient development for reduced vulnerability.

South-South cooperation, gender equality and social inclusion are promoted across the three pillars of the Country Programme Document (CPD). The programme is supported by a framework of partnerships and blended finance solutions, strategic innovation and accelerator labs, and data and digital architecture.

You are invited to join a team of development professionals to support India in achieving the national and globally agreed goals. As part of the UNDP team, your focus will be to work with diverse stakeholders to find country-specific solutions that lead to sustainable development and reach those furthest behind first. 

Office/Unit Description 

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace. 

Duties and Responsibilities

Under the overall guidance and supervision of Head of HR, the HR Analyst ensures effective delivery of HR services in the Country Office. He/she interprets and applies HR policies, rules, and regulations; support in implementation of internal procedures; and provides HR solutions. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst supports Head HR in providing day to day support to the concerned HR team members in managing recruitment, onboarding and other HR services and works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to ensure successful CO performance in HR management.

He/she will also lead in coordination Learning and Talent Development initiatives, delivery of learning, capacity-building, that enhance employee capability, strengthen organizational performance, and promote a culture of continuous learning. The role support in designing learning and training programmes, talent management processes, and development interventions ensuring they are well-designed, effectively implemented, and aligned with organizational goals.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

Support in implementation of HR strategies and policies.

• Ensure full compliance of HR activities with UN rules and regulations and UNDP policies, procedures, and strategies; support in effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Provide input and support to CO HR business processes mapping and update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
• Support in implementing a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development.
• Support the Supervisor and CO Management for audit and compliance. 
• Analyze and advise Supervisor on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

Ensure effective human resources management of recruitment and onboarding

• Overseeing and provide day to day guidance on Project and Programme recruitments and onboarding for NPSA and interns and ensure managing transparent and competitive recruitment and selection processes in coordination with GSSC and locally with hiring managers that includes updating job descriptions, preparing vacancy announcements, screening candidates, organizing and participating in the interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. Facilitate recruitment for projects and at the request of UN partner agencies.
• Liaise and coordinate with relevant GSSC teams on monitoring and tracking of all transactions related to positions, recruitment, HR data, and provide oversight of clustered services and report to supervisor and/or senior CO management for any cases to be escalated.
• Support in managing the recruitment for Country Office, FTA and international positions as delegated. 
• Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. 
• Ensure that Roster Database is regularly updated and documents are available for immediate reference.
• Manage HR processes delegated to the CO, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions as and when requested.
• Ensuring that all planned positions are accurately captured and updated in the project organogram. This includes coordinating with relevant teams to confirm role titles, reporting lines, and staffing status; validating that new, revised, or phased-out positions are reflected appropriately; and ensuring the organogram remains an up-to-date and reliable reference for project staffing and planning.
• When delegated support in managing the end-to-end process for lateral transfers including ensuring proper documentation and approvals, facilitating communication between hiring and releasing units, tracking progress of the transfer workflow, and ensuring that position records, contracts, database and systems.

Ensure proper staff performance management, learning and talent management, and career development in the CO.

• Take lead to develop and implement the UNDP India Country Office Learning and Talent Development Plan in close coordination with People for 2030 Champion Group, Talent Development Unit and develop whole-office learning plan and learning calendar aligned with business needs, and reporting on learning activities and budget utilization.
• Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Support the co-creation of a local engagement survey action plan.
• Promote peer learning, coaching, mentoring, and knowledge-sharing; engage staff as trainers and participants; coordinate the Learning/Development Committee; and ensure effective implementation of the Training Policy and People 2030 initiatives.
• Provide guidance on the PMD policy, cycle and process, support supervisors in developing and implementing Performance Improvement Plans, conduct regular training sessions for supervisors and employees, and advise on career paths aligned with organizational goals and competency gaps.
• Identify and coordinate external trainers, support facilitators, design and deliver training materials and sessions, and plan high-quality training activities through a structured learning calendar.
• Encourage on-the-job learning, virtual and cross-team assignments, professional certification programmes, inter-agency development activities, and innovative learning solutions in close coordination with Supervisor, People for 2030 Champion Group and global Talent Development Units.
• Manage the organization, administration, and logistics of learning activities—including materials, equipment, scheduling, and partner approvals—to ensure smooth delivery and staff participation.
• Disseminate corporate talent development opportunities, engage with the TDM network, track and report mandatory learning compliance through PowerBI dashboards, provide monthly updates to management, and follow up with staff and teams to ensure timely completion.
• Track and compile the PMDs and share regular updates on the completion and follow up with the staff and supervisor to ensure timely completion.
• Organize regular Ethics and Code of Conduct sessions, provide guidance on UNDP complaint mechanisms, disseminate related information, and support the Head of HR in handling cases when required.
• When required in line with policy, support the Supervisor in developing a Performance Improvement Plan (PIP). This includes assisting in identifying performance gaps, drafting clear and measurable objectives, outlining expected competencies and timelines, and detailing the support mechanisms to be provided. 
• Facilitate the opening of Detail Assignment opportunities with approval from Senior Management and Head HR ensuring that the opportunities are widely circulated. Manage the selection process for Detail Assignments by coordinating with Hiring Team, screening applications against required competencies, organizing interviews and assessments, supporting panel documentation and ensuring that Letters of Assignment (LOA) are issued accurately and on time. Maintain a comprehensive tracker of all active and completed Detail Assignments.
• Advise office management on personnel competency, career management/development, and training needs through the PMD and Talent Review processes. 

Supporting CO knowledge building and knowledge sharing in the area of monitoring and evaluation, focusing on achievement of the following results:

• Focal point to update the HR shared point with the latest policy, procedure and established SOPs.
• Maintain and update knowledge repositories, CO databases, and digital platforms, ensuring accessibility and usability for internal and external stakeholders.
• Promote the use of innovative digital tools, AI-driven knowledge systems, and collaborative platforms to enhance knowledge exchange and management.
• Compile and disseminate information extracted from all available information management systems as needed;
• Consolidate evaluation findings, lessons learned and recommendations to be disseminated in learning events and channeled into decision-making processes. 

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Supervisory/Managerial Responsibilities: None

Competencies

Core Competencies:

• 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:

 Business Management

• Communication: 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 appropriate channels. 
• Digital Awareness and Literacy: Ability to monitor new and emerging technologies, as well as understand their usage, potential, limitations, impact, and added value. Ability to rapidly and readily adopt and use new technologies in professional activities, and to empower others to use them as needed. Knowledge of the usage of digital technologies and emerging trends
• Working with Evidence and Data: Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making

HR

• People Analytics: Ability to generate and align people data with business intelligence data to inform strategic decision-making; knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making
• Recruitment Design and Management: Knowledge of, ability to design and manage end-to-end recruitment processes
• L&D Planning: Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment

Required Skills and Experience

Education:

• Advanced university degree (master's degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required, or 
• A first-level university degree (bachelor’s degree) in the areas mentioned above in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience:

• Applicants with Master’s degree (or equivalent) in a relevant field of study are not required to have professional work experience. 
• Applicants with a Bachelor’s degree (or equivalent) are required to have a minimum of two (2) years of relevant professional experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.         
• Experience in the use of computers and office software packagsses (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP is required.
• Experience in HR Services/HR Management: HR policy implementation, compliance, Learning and Development, recruitment and onboarding of staff, maintenance of HR documentation, provision of HR advisory services, Performance Management, experience in managing separation processes is required.

Desired Skills:

• Experience supporting audit, compliance, and risk management in HR operations.
• Proven experience in managing and overseeing end-to-end recruitment and onboarding services, ensuring transparent and competitive selection processes, effective coordination with hiring managers and shared service centers, compliance with organizational policies, and timely onboarding across multiple contractual modalities.
• Experience with digital, blended, and innovative learning solutions, learning analytics and dashboards, and promoting peer learning, coaching, mentoring, and on-the-job development initiatives.
• Proven experience in leading and coordinating Learning and Talent Development initiatives, including learning needs assessment, development of office-wide learning plans aligned with PMDs and business priorities, with hands-on oversight of learning delivery, external trainers, logistics, and mandatory learning compliance.
• Experience with interpretation and application of UN/UNDP policies, rules and regulations.

Required Languages:

• Fluency in English and Hindi is required.

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination. 

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles. 

Probation

For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Right to select multiple candidates

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.

Use of AI by candidates

Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection

Scam alert

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.