Human Resources Associate

We place a premium on national ownership in the analysis, design, and implementation of solutions, as well as a partnership-based approach to leverage the range of skills and resources needed – public and private. We work closely with all stakeholders in society to find innovative solutions to old development problems. We are looking for people who are enthusiastic, motivated, and committed to making a positive contribution to Development in the Philippines.

Under the guidance and direct supervision of the Operations Manager, the HR Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity. The HR Associate proposes and guides implementation of an HR strategy for the office and promotes a collaborative, client-oriented approach and the maintenance of high staff morale.

The HR Associate supervises and leads the support staff of the HR Unit. The HR Associate works in close collaboration with the operations, programme and project teams in the CO and UNDP HQs staff for resolving complex HR-related issues and information delivery.

Summary of Key Functions:

• Development and implementation of HR strategies and policies
• Administration of human resources and liaising with GSSU as per policy and standards
• Provision of guidance on Performance management and career development
• Conduct of UN-related surveys
• Identifying and Facilitation of knowledge building and knowledge sharing

Ensures development, administration and implementation of HR strategies and policies, adapts processes and procedures focusing on achievement of the following results:

• Inception and guidance in implementation of an HR strategy for the office. Development, implementation, monitoring and updating of human resources plans.
• Guide country office, programme and project managers on the full compliance of HR recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies, effective implementation of the internal control framework, proper functioning of the HR management system.
• Provision of advice and information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements, change management processes.
• CO HR business processes mapping and elaboration of the content of internal Standard Operating Procedures (SOPs) in HR management.
• Development and management of reward, recognition, and motivation programs.

Ensures effective administration of human resources focusing on achievement of the following results:

• Provision of advice and support in recruitment processes including drafting job description, sourcing of candidates, provision of input to Global shared services (GSSU) unit in Business Management Services (BMS) for job classification process, ensure proper and timely coordination with GSSU on all recruitment matters. Provision of advice on recruitment in UNDP projects. Management of pre-placement verification (Reference Checks).
• Coordination with GSSU and monitoring of Creation/update of positions in Atlas, 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.
• Management of new hire/re-hire, employee inquiry process, employee orientation and deployment, leave of absence (including extended sick leave) as well as provision of staff advisory and support services to IP staff.
• Management of time and attendance systems (attendance records).
• Management of employee Well Being.
• Management of separation including retirement.
• Provision of advice on recruitment and preparation of SC contracts for UN Agencies as well as administration of SC contracts, benefits and allowances.  
• Preparation of recurring vouchers in Atlas for short term PSAs. Provision of strategic advice to projects when using the short-term PSA modality.
• Timely follow up with the regional payroll office on Global payroll issues. Active coordination of resolution of any payroll issues that may arise.
• Provision of advice to all local staff and Coordinating with GSSU and monitoring and tracking of all transactions related to positions, benefits, entitlements, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
• Maintenance of the CO staffing table and periodic analysis and reporting on the staffing needs.
• Provision of advice and Administration of the CO rosters in consultation with OHR.
• Validation of cost-recovery charges for HR services provided by UNDP to other UN Agencies.

Ensures proper guidance is provided on staff performance management and career development focusing on achievement of the following results:

• Facilitation and guiding of the performance appraisal process and maintenance of the related data acting as Secretary of Talent Management Committee.
• Identifying and planning for the CO learning plan. Participation in preparation of the Learning plan of the CO and individual learning plans in consultation with the Senior Management and Learning Manager.
• Support unassigned and displaced staff in the context of change management.

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

• Collection of information and preparation of reports for comprehensive and interim local salary, hardship, and place-to-place surveys.
• Serve as representative to the Local Salary Survey Committee.

Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

• Identification and organization of trainings for the programme, operations and projects management and staff on HR issues.
• Synthesis and sharing of lessons learnt and best practices in HR.
• Sound contributions to knowledge networks and communities of practice.

Supervisory/Managerial Responsibilities: The HR Associate supervises and leads the support staff of the HR Unit

• 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.)

Cross-Functional & Technical competencies

• 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
• HR - Duty of Care - Occupational safety, health and wellbeing
  • Knowledge of OSHW concepts and methods and ability to apply them. Ability to identity OSHW risks and to develop mitigation strategies and monitoring systems; to create OSHW incident reporting and response systems; understanding of the key workplace stressors and ability to design effective response measures
• HR - People strategy and planning - Human resources strategic planning
  • Ability to develop integrated HR strategies, governance structures, polices and procedures

• Secondary Education is required with specialized certification in HR, or a bachelor’s degree in HR, Business, or Public Administration, or related field

• 7 years’ experience with Secondary Education or 4 years’ experience  with Bachelor ‘s degree, both on progressively responsible HR and/or administrative experience at the national or international level
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.)
• Experience in handling of web-based management systems
• Experience in ATLAS/QUANTUM is preferred
• Knowledgeable in UNDP HR POPP and business processes is desirable
• UN experience is an advantage

Language:

• Fluent in English and Pilipino

Important:

Applicant information about UNDP rosters

Note: 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.