HR Analyst (Office Based) [Open to Tiers 0, 1 and 2]

Background and Organizational Context

As all countries around the globe are seeking new ways to address complex and interconnected challenges such as shocks from crises, economic stagnation, inequality and poverty, providing access to clean and affordable energy, protect the environment, or mitigating and adapting to climate change, UNDP aims to develop integrated responses to these issues.

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). In addition to multi-lateral and bi-lateral partnerships, UNDP provides countries with specialized integrated technical services for eligibility assessment, programme/project formulation and implementation, capacity development, policy advice, technical assistance, training and technology transfer, mobilization of co-financing, implementation oversight, results management and evaluation, performance-based payments and knowledge management services.

The UNDP Country Office (CO) in Brazil is a key development partner of the Brazilian government and supports national and sub-national public and private sector institutions and civil society to achieve a more sustainable and inclusive society by strengthening democratic institutions, improvement of governance effectiveness, reduction of poverty and inequalities and addressing climate change and biodiversity issues.

In the pursuit of aligning organizational resources with UNDP strategic objectives and serving as the overarching framework to propel the operational reform agenda and streamline the United Nations' (UN) operational presence in Brazil, the Country Office (CO) has structured its functional organization into three primary domains: the management support functions, the Programme team, and the Operations Team. The Operations Team is further comprised of units encompassing Finance, Human Resources (HR), Support to Projects, and the Common Back Office (CBO), which encompasses common services for the UN House, including Information and Communication Technology (ICT), Administration and Logistics, Procurement and Travel, and HR services tailored for UN entities and Protocol. All of these units bear the responsibility for ensuring the adherence to UN principles and UNDP policies and procedures in the realm of operational functions.

The Operations Team plays a pivotal role in enhancing the efficacy of UN operational services and UNDP Brazil. It does so by crafting a comprehensive service delivery platform aimed at providing operational solutions to all UN entities and UNDP programs and projects. Moreover, it coordinates operational services and explores their potential expansion to the UN Common Back Office.

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.

Position Purpose

Under the overall guidance and supervision of Deputy Resident Representative and Operations Manager & UN Common Back-Office in Brazil, the HR Analyst ensures effective delivery of HR services in a medium-size Country Office. He/she interprets and applies HR policies, rules, and regulations; implements internal procedures; and provides solutions to a wide spectrum of HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst supervise and lead support staff in the HR Unit. The HR Analyst 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.

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.

Key Duties and Accountabilities Ensure implementation of HR strategies, policies and procedures.

• Ensure full compliance of HR activities with UN rules and regulations and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results.
• Advise personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.
• Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes including mandatory courses, gender, prevention of harassment, career development and knowledge management.
• Analyze and elaborate proposals for and implement 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 organization and coordination, if applicable, of inter-agency exercises and surveys, such as the comprehensive and interim local salary survey, hardship, and place-to-place surveys in coordination with the supervisor and partner agencies.
• Coordinate the Country Office HR support to the UN-system.
• Support the elaboration and implementation, in coordination with the supervisor and management, of HR strategy on audit recommendations.
• Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

Ensure effective human resources management of recruitment, staffing and entitlements in the Country Office

• Manage 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. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Facilitate recruitment for projects and at the request of UN partner agencies.
• Liaise and coordinate with relevant GSSC teams on the management of contracts, and monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations. Provide oversight of clustered services and report to the supervisor and/or senior CO management for any cases that need to be escalated.
• Facilitate timely contract management actions, in close coordination with supervisors and senior management.
• 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.
• Develop and manage CO rosters as appropriate.
• Manage International staff entitlements and position funding delegated to the CO HR Unit, in close coordination with GSSC, as needed.
• Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to the Country Office.
• Support workforce reporting and HR data analysis.
• 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.
• Manage HR processes delegated to the CO, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.

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

• Analyze requirements, elaborate the protocol for and facilitate the performance management process.
• Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations.
• Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools.
• Facilitate Performance Management reporting and monitoring in the CO.
• Advise management and personnel on CO work plan and performance management cycles and policies.
• Support effective learning management including establishment of the CO-wide Learning plan and individual learning plans in collaboration with senior management and the Talent Development Manager.
• Implement the Universal Access strategy ensuring access to role appropriate learning activities.
• Advise office management on personnel competency, career management/development, and training needs through the PMD and Talent Review processes.
• Provide effective counseling to staff on career management, development needs, and learning possibilities.
• Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.

Ensure facilitation of knowledge building and knowledge sharing in the CO.

• Organize training for the operations and projects staff on HR issues.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.

Provide leadership and people management of the HR Team

• Lead, coordinate, supervise, and develop the HR team, fostering a positive, inclusive, collaborative, and high-performing work environment aligned with UNDP’s principles, values, and competencies.
• Foster a culture of continuous learning, knowledge sharing, innovation, and continuous improvement within the HR team, encouraging collaboration and professional growth.
• Guide and support the HR team through coaching, feedback, performance management, and capacity-building initiatives.
• Provide strategic direction and make informed decisions to ensure the effective planning, prioritization, and delivery of the unit’s activities.
• Ensure that the unit’s activities are carried out in compliance with UNDP rules, policies, procedures, and best practices related to leadership, people management, ethics, and organizational effectiveness.

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: Supervise support staff in the HR unit.

Expected Demonstration of Competencies Core

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 DEVELOPMENT

Knowledge Facilitation

Ability to animate individuals and communities internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.

BUSINESS MANAGEMENT

Communication

Ability to 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

BUSINESS MANAGEMENT

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 STRATEGY AND PLANNING

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

HR - PEOPLE STRATEGY AND PLANNING

Business partnering

Strategic thinking and development of long-term plans for the organization’s human resources needs while analyzing the current environment and developing strategies to achieve long-term objectives.

HR - TALENT MANAGEMENT

Performance Management

Knowledge of and ability to guide the application of performance management theory, systems and tools, incl. articulation of expectations, setting objectives and performance standards; conducting performance related discussions and performance coaching; ability to develop performance management and appraisal processes that minimize biases

HR - PEOPLE STRATEGY AND PLANNING

Workforce planning

Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organizations needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan.

Requirements Education

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

Experience, Knowledge, and Skills

• 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 leading organizational change initiatives, including change management, process improvement, and business transformation is desirable.
• Proven experience providing strategic HR advisory services to senior management, supporting organizational planning, workforce strategy, and business decision-making is desirable.
• Experience managing complex HR cases involving policy interpretation, employee relations, conflict resolution, and disciplinary matters is desirable.
• Demonstrated experience balancing client service with corporate compliance requirements is desirable.
• Proven experience in leading, mentoring, and managing the performance of HR teams, with a focus on fostering collaboration and continuous improvement, is desirable.
• Experience supporting audit, compliance, and risk management in HR operations is desirable.
• Experience in engaging with stakeholders at different hierarchical levels, both internal and external, is desirable.

Language Requirements

• Fluency in Portuguese and English 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.

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.

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.

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