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Human Resources Manager

Istanbul (Turkey)

  • Organization: UNDP - United Nations Development Programme
  • Location: Istanbul (Turkey)
  • Grade: P-5, International Professional - Internationally recruited position - Senior level
  • Occupational Groups:
    • Operations and Administrations
    • Human Resources
    • Managerial positions
  • Closing Date: 2020-10-27

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Background

UNDP, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. In 2012, as part of this commitment UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Unit (GSSU) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), procurement, advisory and support services from Kuala Lumpur to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSU was set up earlier in 2003 in Copenhagen and provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSU/HR in Copenhagen has established a legacy as a major Human Resources administration center within the United Nations and is recognized as a centre of excellence. The Global Shared Service Unit (GSSU) is part of the Bureau for Management Services (BMS).
 
An expansion of the GSSU/BMS, covering the administration of selected human resources services for local staff in all UNDP country offices is based in Istanbul, Turkey. The HR Manager for the GSSU in Istanbul is accountable for the provision of substantive and technical leadership on Local Staff Benefits and Entitlements, HR Transaction Services, Training Development, Recruitment and Performance Management and for the facilitation, application and adaptation of corporate HR strategies, policies and procedures in service of UNDP Country Offices. In partnership with the GSSU in Copenhagen, the HR Manager in Istanbul ensures the application of comparable quality standards of HR service with innovative leadership including vision, oversight, knowledge management, coordination of HR strategy and implementation, capacity building, support for monitoring and evaluation, representation and strategic partnership creation. She/he manages and updates HR systems and processes in place for emergency preparedness and response. She/he manages the HR service function for all UNDP Country Offices and supports BMS and GSSU executive leadership in achieving gender equality and diversity in staffing and gender-sensitive GSSU office environment.
 
Under the guidance and substantive leadership of the Director of the GSSU (D1), the HR Manager is the HR focal point for services to UNDP Country Offices and will manage their HR Service Functions as it relates to the coordinated delivery of products and services for HR management of Local Staff, Service Contract Holders and Local Interns in country offices.
 
The HR Manager supervises and leads the staff of the HR Unit (96) and will work in close collaboration with Finance, Procurement and Payroll Management Teams in the GSSU and with other BMS units as necessary to analyze and deliver strategic business services and products that meet the needs of client country offices.
 

Duties and Responsibilities

Strategic HR Planning and Management of Service Delivery Teams 
  • Provide ongoing strategic guidance, interpretation and technical support to management of the GSSU/HR on people/team management. 
  • Ensure high quality customer focused service delivery by GSSU/HR Teams, improvement and simplification of processes and takes action on client feedback.
  • Provide accurate and sound technical analysis and effectively support management and planning of the GSSU/HR workforce as it relates to budget planning, staffing, onboarding, offboarding, organization design, change management and other HR strategy planning and development deliberations. 
  • Assist in identifying, addressing and monitoring gender and diversity disparities and inequities in human resources across the global UNDP Country Office workforce.
  • Liaise with the other GSSU Teams, BMS and Regional Bureaux to support and contribute to corporate HR strategy formulation and local implementation.
  • Advise on the applicability of new strategies and guidelines to the workplans and activities of the GSSU/HR.
  • Provide feedback and make recommendations on the establishment and improvement of IT systems and internal controls, planning and change management and on the resolution of HR issues and problems.
  • Participate in or support corporate HR strategy reviews and BMS management meetings to identify new trends, priorities and requirements and advocate for and/or implement appropriate responses.
  • Participate in global workshops and meetings for the strategic planning of operations/human resources/information technology/funding arrangements. 
 
Development and Implementation of Team Competencies and Behavioral Indicators 
  • In collaboration with GSSU management, define the parameters required for optimal management of highly productive “service delivery teams” within the GSSU/HR that can communicate, cooperate and innovate in an atmosphere of mutual trust and respect.  
  • Build and implement operating standards and principles for successful team management e.g. clear goals, shared scoreboards, rules of the road, set of values, behaviors and cultural guardrails, team culture, positive work spaces, tone setting, decision-making grids reflecting responsibility assignment (RACI – who is responsible, who is accountable, who needs to be consulted, who needs to be informed), expectations and feedback.
  • Prepare an interactive handbook on how to manage cross-functional teams in multiple locations including a set of guiding principles e.g. keep procedures consistent, be present, reduce micro-management, encourage friendly competition, GSSU/HR workforce management system, delegate, communicate, share. 
Capacity Building and Talent Management 
  • Provide advice and guidance on human capital development, enhance HR management capacity and strengthen staff competencies to meet the expectations of the GSSU/HR.
  • Ensure the establishment of a targeted approach to recruit specialized talent, with particular focus on concentration areas to fill vacancies at requiring HR specialized expertise. 
  • Advise on and promote a systematic approach to monitor and evaluate the measurable results of targeted recruitment efforts and its impact on the GSSU/HR with emphasis on all aspects required to achieve GSSU objectives for gender parity, diversity and a supportive work environment.
  • Support the Director of GSSU in establishing staff learning and development priorities.
  • In close coordination with senior management of the GSSU & BMS, conduct training needs analysis and review draft training/learning plans and budget allocations.
  • Support training programmes and monitor and evaluate impact, identify competency gaps and gender/diversity inbalances.
  • Advise staff on their learning/development requirements and partner with them on designing their career development needs and aspirations. 
Management Excellence
  • Promote management excellence in the GSSU/HR by ensuring accountability in all assigned areas of HR and by demonstating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspirations and counselling, systematic and equitable performance management and staff development and learning activities.
  • Effectively liaise with the other managers and colleagues to manage human and financial resources (budget planning, management and monitoring) to ensure both are optimally utilizied.
  • Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all HR activities, ensure the implementation of agreed audit recommendations, advise on corrective measures to be taken and establish relevant internal controls. Create and manage a risk log and the Business Continuity Plan.
  • Monitor staff/management issues and support/advise management and staff as appropriate to improve relationships and resolve HR issues.
Inter-Departmental Cooperation, Networking and Partnerships.
  • Ensure active coordination of HR initiatives with GSSU Teams/OHR/BMS. Maintain effective and steady communication and/or working relationships within the UNDP HR community of practice to seek harmonization as well as new ways to enhance effective HR management and development for the GSSU.
  • Support OHR on common strategies and approaches for the enhancement of HR reform within the Common System.
  • Coordinate HR activities with OHR. Identify and explore “best practices” in the HR area. Participate in OHR coordination, conferences and other fora to improve corporate HR planning, implementation, recruitment, learning and development. 
  • In collaboration with OHR, ensure mechanisms are in place for stress management and to promote staff wellbeing.
  • Properly and promptly investigate and respond to emergencies affecting Country Office staff, including taking immediate action in coordination with BMS in accordance with emergency and security policies and guidelines.
  • In coordination with OHR/BMS, ensure with Country Office management and staff that effective emergency preparedness and rapid response mechanisms are in place in case of emergency.
  • In coordination with GSSU/BMS, assist with the monitoring and assessment of emergency preparedness plans in UNDP country offices, including the validity of the plans and the ability of the country office to function. Advise on adapting emergency preparedness and response plans as necessary, with particular attention to gender and diversity issues that may be expected to intensify during emergencies.

 

Competencies

Innovation
  • Ability to make new and useful ideas work
Leadership
  • Ability to persuade others to follow
People Management
  • Ability to improve performance and satisfaction
Communication
  • Ability to listen, adapt, persuade and transform
Delivery
  • Ability to get things done while exercising good judgement
Technical/Functional
Human Resources Management (General)
  • Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical solutions
People Management
  • Knowledge of organizational development concepts, issues and principles and the ability to apply them to strategic and/or practical situations.
Communication
  • Ability to effectively communicate intensions and requirements to internal and external stakeholders.
Management & Coordination
  • Ability to manage and coordinate campaigns and people with inspiration. Believe in and promote diversity in the workplace and reshaping the workforce to meet need.
Knowledge Management
  • Ability to animate individuals and communities of contributors to participate and share
Performance Management
  • Ability to create internal reporting and accountability processes and standards. 
 

Required Skills and Experience

Education:
  • Advanced university degree (Masters) in Human Resources, Business Administration, Social Sciences, Psychology or related disciplines. 

Experience:

  • At least 10 years of progressively responsible relevand work experience at the national and international levels in Human Resources Management and Staff Development.
  • Experience in leadership positions in Human Resources and hands-on experience in a supervisory/managerial capacity is required.
  • Strong experience in talent acquisition, capacity development and change management is also essential.
  • Developing country work experience is an asset.
  • Experience of coordinating large and complex teams in several locations is essential.
Language Requirements:
  • Excellent knowledge of English, as well as writing, presentation and communication skills. Fluency in other UN languages is an asset. 
  • Other:
  • Describe any additional qualifications:
  • Familiarity with HR module in Oracle-based Enterprise Resources (ERP) is desirable.

Disclaimer

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. 

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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