Human Resource Assistant

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 guidance and supervision of the HR Specialist, the HR Assistant provides HR services ensuring high quality, accuracy, and consistency of work. The HR Assistant promotes a client-oriented and consistent with rules and regulations approach in the Unit.

The HR Assistant works in close collaboration with the operations, programme and projects’ staff in the CO and UNDP HQs staff to exchange information and ensure consistent service delivery.

 

Duties and Responsibilities

 

1) Ensures implementation of HR strategies focusing on achievement of the following results:

• Full compliance of HR processes and records with UN/UNDP rules, regulations, policies and strategies.
• Input to the CO business processes mapping and elaboration of the content of internal Standard Operating Procedures (SOPs) in HR management in consultation with the direct supervisor and office management.

2) Implements HR services focusing on achievement of the following results:

• Preparation of draft job descriptions, vacancy announcements, compiling matrixes, performing functions of Secretary in interview panels.
• Creation/update of positions in Atlas/Quantum, association of positions to chart fields (COAs), update of COA information, setting up vendor performing the functions of Admin.HR, Position Administrator and Absence Processor in Atlas. Preparation of contracts.
• Tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
• Maintenance of the CO staffing table.
• Collection of background information for submissions to the Local Compliance Review Panel (CRP).
• Update of the CO rosters.
• Maintenance of proper filing system for HR records and documents.
• Provision of information for cost-recovery bills in Atlas for HR services provided by UNDP to other Agencies.

3) Ensures proper staff performance management and career development focusing on achievement of the following results:

• Provision of background information to TMRG.
• Provision of background information for drafting Whole Office Learning plan and individual learning plans

4) Ensures conduct of UN-related surveys focusing on achievement of the following results:

• Collection of information for comprehensive and interim local salary, participation in the work of LSSC, hardship and place-to-place surveys.

5) Supports knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

• Participation in the trainings for the operations/projects staff on HR.
• Contribution to knowledge networks and communities of practice

Competencies

 

Core Competencies

Achieve Results: LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline.

Think Innovatively: LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements.

Learn Continuously: LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback.

Adapt with Agility: LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible.

Act with Determination: LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident.

Engage and Partner: LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships.

Enable Diversity and Inclusion: LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination.

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, Ability to manage communications internally and externally, through media, social media and other appropriate channels, 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, Customer Satisfaction/Client Management, Ability to respond timely and appropriately with a sense of urgency, provide, consistent solutions and deliver timely and quality results and/or solutions to fulfil and understand the real customers' needs, Provide inputs to the development of customer service strategy, Look for ways to add value beyond clients' immediate requests, Ability to anticipate client's upcoming needs and concerns.

Business Management- Customer Satisfaction/Client Management: Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers' needs; Provide inputs to the development of customer service strategy; Look for ways to add value beyond clients' immediate requests; Ability to anticipate client's upcoming needs and concerns.

Business Development- Human-centered Design: Ability to develop solutions to problems by involving the human perspective in all steps of the problem-solving process.

HR - Talent acquisition- Talent sourcing and outreach: 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.

HR - Recruitment - Recruitment design and management: Knowledge of, ability to design and manage end to end recruitment processes.

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 - Compensation/remuneration- Payroll management: Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports.

 

Required Skills and Experience

 

Education:

 

• Secondary Education with specialized certification in HR.
• University Degree in Business or Public Administration would be desirable, but it is not a requirement.

Experience:

• 5 years of relevant HR and/or administrative experience is required at the national or international level.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and
• Experience in handling of web-based management systems.

 

Languages:

• Fluency in English, with excellent writing skills required.

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