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Human Resources Analyst

Chişinău

  • Organization: UNDP - United Nations Development Programme
  • Location: Chişinău
  • Grade: Level not specified - Level not specified
  • Occupational Groups:
    • Human Resources
  • Closing Date: 2022-12-01
Background
 
UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.
 
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Under the overall guidance and direct supervision  of the Operations Manager, the HR Analyst ensures effective delivery of HR services in the Country Office. He/she interprets and applies HR policies, hrules and regulations, implements internal procedures and provides solutions to a wide sprectrum of complex HR Issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst works in close collaboration with the Business Development, Programme, Operations and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR Management

Position Purpose

Summary of key functions:

  • Implementation of HR strategies and policies
  • Effective HR management
  • Staff performance management and career development
  • Talent Development management
  • Facilitation of knowledge building and knowledge sharing
Duties and Responsibilities

Provides support to the implementation of HR strategies and policies focusing on achievement of the following results

  • Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, analysis of parameters in support of proper design and functioning of the HR management system.
  • CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management
  • Analysis and elaboration of proposals on the strategic approach to recruitment in the CO, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.

Provides support to effective human resources management focusing on achievement of the following results:

  • Management of recruitment processes including job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels, interview reports preparation, reference checks, medical clearance and recruitment actions in Atlas and/or coordination of the processes with the GSSC team as needed.
  • Act as a focal point for clustered HR services and ensure processes are handled in a proper and smooth manner.
  • Preliminary review of submissions to the local Compliance Review Panel (CRP), where applicable.
  • Management of contracts in and outside Atlas. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
  • Management of International staff entitlements and position funding delegated to the HR Unit.
  • Development and management of rosters.
  • Ensuring smooth running of payroll for Country Office and other offices’ payrolls supported by the Country Office and effectively coordinating the payroll process with the GSSC team
  • Monitoring leave entitlements in Atlas.
  • Ensuring smooth exit management for departing staff members.
  • Verification of cost-recovery charges in Atlas for HR services provided by HR to other units and Agencies.
  • Maintenance of the Country Office staffing table and Organigram.
  • Enabling close communication with HQ´s focal points pertaining to the correct administration of s/m entitlements and benefits.

Provides support to proper staff performance management and career development focusing on achievement of the following results:

  • Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
  • Elaboration of proposals on and implementation of strategic staffing policies in line with career development.
  • Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development.
  • Facilitating Talent Management Review Group (TMRG) sessions if/when required.
  • Elaboration of proposals on and implementation of strategic staffing policies in line with career development.

Acts as Talent Development Manager in the Country Office and implements people management strategies, focusing on achievement of the following results:

  • Advocate, facilitate and co-ordinate learning and staff development and promote a learning culture in the workplace.
  • Coach and support staff in the development of their Individual Learning Plans.
  • Spearhead development of the yearly Whole Office Learning Plan based on the Learning Needs Assessment, Individual Learning Plans, corporate requirements and priorities, and staff career aspirations. This activity is done collaboratively with staff and the office of unit management team;
  • Coordinate the Office Learning Committee;
  • Ensure the understanding of emerging corporate priorities and new learning initiatives at the Unit/Country level by organizing learning events/sessions (e.g. PMDs, Atlas, Quantum Learning Management System).
  • Ensures implementation of People 2030 strategy;
  • Disseminates information related to People 2030 initiatives, participates in People 2030 engagement forums, contributes stories and updates to foster knowledge exchange;
  • Facilitates staff on-boarding;
  • Acts as Employer Brand Ambassador to leverage commitment to the Organization and its mission;
  • Develops and implements CO plans and strategies for talent management.

Ensures conduct of UNDP and UN-related surveys:

  • Acts as Global Staff Survey (GSS) focal point;
  • Facilitates the collection of information for comprehensive and interim local salary and participates in the work of LSSC;
  • Analyzes results of GSS and pulse surveys; together with the GSS working group and in consultation with the CO management and Staff Association develops the action plan and ensures its implementation;
  • Support in conducting other UN-surveys ( fro example hardship, place-to-place), if required.

Facilitation of knowledge building and knowledge sharing:

  • Participation in the organization and conduct of training for operations/ programme staff on HR issues.
  • Synthesis of lessons learned and best practices in HR.
  • Sound contributions to knowledge networks and communities of practice.
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 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.
  • Business management - Risk Management
    • Ability and inclination to rapidly adopt new technologies, either through skillfully grasping their usage or through understanding their impact and empowering others to use them as needed
  • Business Development - Knowledge management generation
    • Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need
  • Talent acquisition - 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
  • Compensation / Remuneration Managing payroll
    • Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports
  • Compensation / Remuneration Managing benefits
    • Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments
  • 2030 Agenda: People Gender Mainstreaming
    • Knowledge of gender equality and women’s empowerment issues and ability to apply it to strategic and/or practical situations, e.g. gender-responsive recruitment
Required Skills and Experience
 
Education:
  • Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.
  • License with 2 years of relevant work experience will be considered.
Experience:
  • Master’s Degree as specified above or minimum 2 years of relevant experience (for candidates with a Bachelor’s Degree) at the national or international level in providing HR advisory services and/or managing staff and operational systems.
  • Knowledge of the Human Resources management practice in an organization of the United Nations system of UN/UNDP is desirable.
  • Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems.
  • HR Certification is an advantage
  • Prior work experience in using UN /UNDP HRM systems is an advantage.

Language:

  • Fluency in English and Romanian is required
  • Working knowledge of one or more additional languages relevant for Moldova, including Russian, Bulgarian, Gagauzian, Romani, Ukrainian or sign language would be an asset

Important:

Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
 
Disclaimer
 
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