Human Resources Analyst
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.
UNDP Viet Nam country programme has been growing up significantly over the last 5 years. Together with this are various changes in staffing and human resources management policies, procedures, and systems. The clustering of some HR services from the Viet Nam country office (CO) to the Global Shared Services Center (GSSC) in Copenhagen also changes the way human resources services are provided. In addition to traditional roles, the Human Resources unit also plays coordination role between the country office and the GSSC.
Under the supervision of Operations Manager, Human Resources (HR) Analyst manages the HR team to ensure qualified and sufficient staffing
Under the overall guidance and direct supervision of the Operations Manager, the HR Analyst ensures effective delivery of HR services. He/she interprets and applies HR policies, rules, and regulations, implements internal procedures, and provides solutions to a wide spectrum 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 will manage the strategic HR planning and management functions and serve as Learning Manager. He/she will lead and support the strategic learning activities with a focus to enable the CO staff to develop skills in the areas of innovation, ICT, and communications.
HR Analyst reports directly to Operations Manager. He/she supervises HR Assistant and interns, collaborates with programme, operations, and project teams in the country office (CO), UN Agencies in the country and UNDP regional and headquarter HR staff.
Leads the implementation of HR strategies and policies at CO level
- 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.
Ensures effective human resources management at CO level
- Management of recruitment processes including job descriptions, vacancy announcement, screening of candidates, organization, and participation in the interview panels, implementation of the recruitment process on the Quantum system.
- Preliminary review of submissions to the Compliance Review Panel/Board
- Management of contracts. Making requests and coordinating with GSSC to monitor and track all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through UNAll self-services portal.
- Management of international staff entitlements and position funding delegated to the HR team.
- Development and management of rosters.
Ensures proper staff performance management and career development
- Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
- Acting as the Learning Manager for the CO
- Leading strategic learning activities to develop staff capacity
- Elaboration of proposals on and implementation of strategic staffing policies in line with career development.
Participates in the development and implementation of the Business Operations Strategy; leads, and supports UN and UNDP-related surveys
- Participation in the development and implementation of the Business Operations Strategy and the annual work plan of the UN HR Working Group
- Organization and coordination of UNDP global staff satisfaction survey, comprehensive and interim local salary, hardship, and place-to-place surveys…
- Participation in different CO’s working groups (e.g. people 2030 champion, gender focal team…).
Ensures facilitation of knowledge building and knowledge sharing in the CO
- Coordination of the CO’s learning committee to facilitate and manage the learning need, development and implementation of the learning plan and training and development evaluation.
- 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.
- 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 (Insert below standard sentence if the position has direct reports.)
- UNDP People Management Competencies can be found in the dedicated site
Demonstrate Empathy and Emotional Intelligence
- Genuinely care about people; demonstrate empathy with joys and pains of others
- Enable the wellbeing of the team(s)
- Read a group’s emotional currents and power relationships, identifying influencers, networks, and organizational dynamics; adapt leadership styles at the appropriate times •See the positive in people, situations, and events
Motivate and Direct
- Create and communicate a compelling vision and purpose
- Align people and resources with organizational vision, strategy, objectives
- Understand and proactively builds the team/organization culture
- Identify and develop talent in individuals, providing positive support to enable them to achieve their potential
- Foster learning or development of others by giving feedback, guidance, and support; support career development of others
- Have willingness and ability to delegate to help people learn, including from failure
Cross-Functional & Technical competencies
Definition - People strategy & planning - Human resources strategy planning
- Ability to develop integrated HR strategies, governance structures, polices and procedures
People strategy & 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
Talent acquisition - Recruitment: sourcing
- Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure the effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally
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
Talent management - Employee engagement
- Knowledge of theories and models of human motivation and engagement including the predictors of employee engagement; knowledge of and ability to guide application of tools, techniques, and processes to increase employee engagement; knowledge of tools and methodologies to measure employee engagement and to identify its specific drivers; knowledge of tools and methodologies to ensure regular engagement with personnel on key workplace matters, with a view to identifying the most pressing workplace issues
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
Talent management - Diversity and inclusion
- Ability to design and deliver diversity and inclusion approaches; ability to integrate diversity and inclusion considerations into the specific people and organisational strategies, policies and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination; knowledge of practical ways to increase participation of under-represented groups in the workforce; knowledge of inclusive workplace practices and behaviours
- Master’s degree (or Bachelor’s degree plus at least two years of experience) in HR, Business Administration, Public Administration or related field.
- Experiences at the national or international level in providing HR advisory services and/or managing staff and operational systems
- Experience in the usage of computers and office software packages (MS Word, Excel, etc) and in handling of web-based management systems
- Experience working with international or development organizations is preferable
- UNDP HR Certification programme is an asset
- Fluency in English and Vietnamese languages