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
General Assembly Resolution 2186 (XXI) decided to “bring into operations the United Nations Capital Development Fund as an organ of the General Assembly which shall function as an autonomous organization of the United Nations. The UN Capital Development Fund (UNCDF) assists developing countries, especially least developing countries, in the development of their economies by supplementing existing sources of capital assistance by means of grants, loans, and guarantees. UNCDFs vision is to help mobilize and catalyze an increase of capital flows for SDG impactful investments to Member States to address the most pressing development challenges facing vulnerable communities in these countries and thereby contribute to sustainable economic growth and equitable prosperity.
As a Flagship Catalytic Blended Financing platform of the UN, UNCDF utilizes its unique capability in the UN system to deploy grants, loans and guarantees to crowd-in finance for the scaling of development impact. UNCDF focuses on where the needs are greatest, a deliberate focus and capability rooted in UNCDF’s unique investment mandate to support the achievement of the 2030 Agenda for Sustainable Development and the realization of the Doha Programme of Action for the least developed countries, 2022–2031.
As per its Strategic Framework, UNCDF works to deploy its functions as a hybrid development organization and development finance institution. UNCDF responds to Member States requests for assistance by providing targeted technical and financial advisory services on investments for development outcomes, designing bespoke financial structuring solutions, undertaking financial derisking of investments, and enhancing investment readiness of SDG aligned projects in partnership with private sector, United Nations Organizations, International and Local Finance Institutions, Development Finance Institutions as well as Foundations and Philanthropy, among others. UNCDF works to develop local financial systems, new markets and mobilize and crowd in capital from public and private sources. UNCDF is driven by a partnership mindset which enables it to deploy its different capital capabilities in highly tailored and responsive ways in order to mobilize investments flows from other sources, in particular from the private sector. By structuring transactions which are highly impactful, but also recognize the need for multiplying the impact of its own capital, UNCDF seeks to position itself as a preferred partner for different stakeholders. UNCDF’s work is focused on three priority areas, including:
- SME Finance
- Sub-National Finance
- Digital Finance
UNCDF’s organizational set up includes an Investment and Implementation Division (IID), Investment and Finance Oversight Division (IFOD), Operations and Oversight Division (OOD) and a Directorate of the Executive Office. UNCDF staff and personnel are located in regional hubs based in Dakar (Senegal), Nairobi (Kenya) and Bangkok (Thailand) with sub-regional presence in a number of locations in the Caribbean and Pacific Regions. UNCDF is led by an Executive Secretary based out of New York, USA. Pursuant to General Assembly resolution 2321(XXII, para 1.a), the Administrator of the UNDP performs the function of the Managing Director of UNCDF. UNCDF is overseen by an Executive Board comprised of UN Member States.
The UNCDF Human Resources Team implements UNCDF/UNDP HR strategies, framework, programmes, and interventions to support all levels of management to achieve organizational/Practice Area/Team objectives. The Human Resources Team focuses both on strategic and operational HR matters and provides effective end to end support to UNCDF personnel via a variety of mechanisms which include guides, process workflows, Standard Operating Systems (SOPs) and HR information systems.
Position Purpose
The Human Resource Analyst is part of the Human Resource division of UNCDF. S/he will work under the supervision of the Chief, Human Resources and provide support in the execution of the full range of HR services and activities to the different practice areas and teams in UNCDF HQ, Regional Offices and Country Offices. S/he will also work with the UNDP HR team specially the Global Shared Services Unit (GSSU) as related to recruitment and benefits and entitlements.
The Human Resource Analyst contributes to the effective execution of planning and management of human resources in UNCDF ranging from implementing human resource management policies and procedures to delivering human resource management services in the areas of position management, human resource planning, recruitment, performance management, benefits and entitlements focusing on payroll management.
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.
Duties and Responsibilities
1) Ensure payroll and position management service provision:
- Position management in ERP/Quantum system including creation of positions and any subsequent updates.
- Serve as the focal point for position PTAEOs update in ERP/Quantum system, make sure position PTAEOs entered have valid combinations and enough budget.
- Serve as focal point for payroll related queries and assist in solving issues related to Global Payroll. Actively follow-up with funding managers for the resolution of payroll errors.
- Collaborate with the GSSC Global Payroll team to monitor the posting of payroll expenditures to the appropriate Dashboard and General Ledger, reconciling variances and confirming that financial data are recorded in line with corporate practices.
- Run HR and payroll reports and respond to related queries.
- Coordination between payroll and HR Administrators is ensured to enable proper flow and maintenance of employee data
- Maintain employee records; ensure employee data changes are entered correctly and made on a timely basis; review changes for proper authorization.
- Prepare and provide responses to audit requests concerning payroll expenditures, supported by relevant documentation and in full compliance with internal control requirements.
- Handle payroll-related inquiries from staff members, project managers and Finance Team by reviewing relevant information, clarifying entitlements, and providing accurate feedback. Escalate complex cases to Quantum Technical team and UNDP payroll for further review and appropriate action.
- Generate and analyze HR and payroll reports from the ERP/Quantum system to support management decision-making, respond to information requests, and provide analytical insights on payroll and staffing data.
2) Ensure timely, accurate and client-oriented services in the area of personnel administration (ICs, PSA and IPSA)
- Ensure full compliance of HR activities within the benefits and entitlements with UN rules and regulations, UNDP policies, procedures and strategies as well as effective implementation of the internal control, proper design and functioning of the HR management system.
- Analyze individual cases, escalate and seek resolution of cases according to policies, rules, regulations and established procedures.
- Provide verbal and written explanations to personnel, managers, and other clients regarding application of HR rules and regulations.
- Obtain background and factual information from both internal and external sources and institutions. Monitor and analyze HR and Organizational information, data and statistics for effective resolution of cases or improved service delivery.
- Develop proposals for improvements on HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures in HR management, as well as control of the workflows in the HR Unit with the aim to enhance internal consistency and client satisfaction.
- Analyze corporate HR strategies and policies, assess the impact of changes and make recommendations on their implementation.
- Reach out to client to maintain and enhance client relationship for improved service delivery.
3) Provide recruitment and selection support for various personnel categories:
- Develop job descriptions and revise same on an on-going basis to ensure compliance with UNDP/UNCDF HR requirements and current practices.
- Coordinate the job classification process by obtaining budget clearances, creation of positions, updating organigrammes and submission to GSSC for classification.
- Coordinate and support the recruitment and selection process such as vacancy announcement longlisting, shortlisting, technical assessments, interviewing, compiling final interview summary and conducting reference checks.
- Ensure recruitment and selection end-to-end processes are documented appropriately for submission to relevant bodies (Compliance Review Panel/Compliance Review Body) after endorsement of UNCDF management.
4) Conduct workforce data analytics to inform decision-making:
- Conduct research and make use of data in the analysis and evaluation of information for the preparation of HRM related briefs, reports, presentations etc.
- Collect, compile and verify internal data on human resource matters to contribute to the development of different HR reports and presentations such as new hires, leavers, time and attendance, learning, performance management and development, …etc. ) as required by the Chief of Human Resources.
- Participate in the workforce planning activities through provision of inputs and implementing management decisions.
- Assist in reviewing and/or generating a variety of standard and non-standard statistical and other reports from various databases with an objective to provide senior management with accurate HR data.
- Liaises with HQ teams and field offices to assist in the preparation of position budgets and take action on the use of appropriate funding sources.
5) Facilitate knowledge building and contribute to HR process improvement:
- Improvement of staff capacities by providing sound inputs to the design, organization and implementation of training programmes, ensuring full compliance with corporate policies and prescriptive content;
- Close collaboration with UNDP BMS teams, i.e. OHR Business Partners, GSSC Regional Payroll Associates, GPS Technical Team, Payroll Finance Unit focusing on the experiences sharing and joint solution approach;
- Synthesis of lessons learnt and best practices based on consolidated client feedback in the area of local payroll, HR, Analytics and other related business processes;
- Provide sound contributions to knowledge networks and communities of practice.•
The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.
Supervisory/Managerial Responsibilities: Manage and supervise HR Associate – G6
Competencies
Core Competencies
- Achieve Results: LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work
- Think Innovatively: LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking
- Learn Continuously: LEVEL 2: Go outside comfort zone, learn from others and support their learning
- Adapt with Agility: LEVEL 2: Adapt processes/approaches to new situations, involve others in change process
- Act with Determination: LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously
- Engage and Partner: LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships
- Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making
People Management
UNDP People Management Competencies can be found in the dedicated site.
Cross-Functional & Technical Competencies
Business Direction & Strategy
- System Thinking
- Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system
Business Development
- Human Centered Design
- Ability to develop solutions to problems by involving the human perspective in all steps of the problem-solving process Knowledge and understanding of human centred design principles and practices
Business Management
- Portfolio Management
- Ability to select, prioritise and control the organization's programmes and projects in line with its strategic objectives and capacity
- Ability to balance the implementation of change initiatives with regular activities for optimal return on investment.
- Knowledge and understanding of key principles of project, programme, and portfolio management
- Digital Awareness & 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.
- 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
HR Compensation/Remuneration
- Managing compensation and benefits
- Ability to design compensation plans which are aligned to current and future organization needs and market conditions; knowledge of and ability to apply the ICSC compensation methodologies and principles. Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments.
HR Recruitment
- Assessment and Selection
- Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs.
Required Skills and Experience
Education:
- Advanced university degree (master's degree or equivalent) in Human Resources, Public or Business Administration, Management, Social Sciences, Law or related field is required. Or
- A first level university degree (bachelor’s degree) in the fields of study mentioned above, in combination with an additional two (2) years of qualifying experience, which will be given due consideration in lieu of the advanced university degree.
Experience:
- A minimum of two (2) years (with master’s degree) or four (4) years (with bachelor’s degree) of progressively responsible professional experience in the field of Human Resources Management, including some experience specifically in the area of benefits and entitlements administration is required.
- Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling web-based management systems is required.
- Demonstrated supervisory experience desired.
- Experience in application of HR policies and procedures in international organizations is required.
- Familiarity with UNDP HR policies and procedures is an asset.
- Experience in recruitment and selection would be an asset.
- Experience in workforce data analytics for HR-related statistics and reporting is an asset.
- Experience using HR modules of Enterprise Resource Planning (ERP) systems such as Quantum is desired.
Language Requirements:
- Fluency in the English language, both written and spoken, is required.
- Fluency in French is desired.
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.