- Country: Ethiopia
- Vacancies No: N/A
- Salary: N/A
- No of Jobs: N/A
- Education: Master’s degree
- Experience: 5 years
- Gender: Both
1. Ensure effective implementation of HR strategies, policies, internal controls, and a well-functioning HR management system in the Peace support programme.
- Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies. Interpret HR policies and regulations accurately and advise PSP senior managers on their applications, in considering the needs of the Programme.
- Continuously analyze corporate HR strategy and policies, assess the impact of changes, and make recommendations on their implementation at the CO level. 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.
- Implement, in coordination with Management and relevant units, corporate targets, including gender indicators.
- Advise PSP Management on new HR policies and practices and their implementation, including recommendation of solutions to complex HR cases.
- Lead the advocacy for the implementation, monitoring and compliance of HR policies and corporate programmes including UNDP mandatory courses, gender, diversity, prevention of harassment, career development and knowledge management in peace support programme.
- Lead implementation of a strategic approach to the full range of HR interventions in Peace support programme that include recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development, in line with the relevant policies, roles and procedures.
- Align workforce/HR plan and business unit strategies/resource needs.
- Elaborate and implement, in coordination with Management, HR strategy on audit recommendations.
- Advise on and facilitate staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms.
- Oversee the risk management of Peace support programme HR activities by proactively managing and mitigating the risk.
2. Ensure effective management of HR services, including recruitment, staffing and entitlements in peace support programme:
- Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes updating job descriptions, proper job classification, preparing vacancy announcements, screening candidates, organizing, and chairing interview panels, designing recruitment strategies, and establishing recruitment monitoring system, submission of compliance review cases, to peace support programme.
- Oversee HR clustered services and facilitate and/or escalate cases as needed.
- Participate in advising the CO management on contract modalities and contract guidelines pertaining to staffing compliance.
- Ensure all national and international personnel contractual actions are taken in a timely manner, in close consultation with supervisors and management and coordination with GSSC.
- Manage international and local personnel entitlements and position funding delegated to the peace support programme Unit, in consultation with budget owners. Maintain close communication with GSSC focal points pertaining to the correct administration of personnel entitlements and benefits.
- Maintain close communication with local Government institutions to facilitate international staff-related issues.
3. Ensure proper personnel performance management, talent management, and career development in peace support programme.
- Coordinate performance management and recognition programmes of the peace support programme through its stages, ensuring monitoring and completion of milestones. Elaborate performance evaluation indicators in consultation with the peace support Senior Management and unit supervisors.
- Oversee performance management reporting, monitoring, and compliance in peace support programme.
- Play a key role in organizing formal peace support programme 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.
- Implement effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools, goals creation, and career conversations. Provide advice to personnel on performance management policies, including review and rebuttal processes.
- Advise Management and Personnel on peace support programme work plan and performance management cycles.
- Coordinate the development and implementation of a peace support programme learning plan and budget, including learning mapping and needs assessment as well as facilitate development and implementation of individual learning plans in collaboration with the Senior Management to ensure effective learning management.
- Advise office peace support program staff on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable.
- Provide effective counseling to staff on career management, development needs, and learning possibilities, in coordination and communication with supervisors as appropriate.
- Identify and report on critical capability gaps in peace support programme. Anticipate future capability development needs aligned with identified skills and competencies.
4. Ensure facilitation of knowledge building and knowledge sharing in peace support programme.
- Design and implement training for Operations and Programme personnel on HR issues and relevant matters such as prevention of harassment, diversity, and inclusion, etc.
- Facilitate training and advise peace support programme personnel, in coordination with CO HR, on corporate learning and development initiatives, platforms, and systems. Synthesize lessons learned and best practices in HR and propose HR enhancements to maximize impact and relevance. Anticipate future capability development needs aligned with identified skills and competencies.
- Design and facilitate the local onboarding process of new personnel, leveraging the corporate tools, in close consultation and coordination with hiring managers.
- Make sound contributions to knowledge networks and communities of practice.
5. Provides HR services focusing on achievement of the following results.
- Design and implement strategies on staff wellbeing related issues for peace support programme staff, including analysis and recommendations of Engagement Surveys results. Facilitate and support the local engagement survey action plan.
- Work with CO HR unit to manage HR processes delegated to Cos and peace support programme, as applicable, such as medical evacuations, R&R, safety and security interventions, emergency preparedness.
- Oversee and facilitate actions related to contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
Under the direct supervision of the Operation Head for Peace Support Program, the HR Specialist works in close collaboration with the operations, programme and projects’ staff in peace support programme, and CO HR staff to resolve complex HR-related issues and information exchange.
- Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact.
- Think Innovatively: LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems.
- Learn Continuously: LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences.
- Adapt with Agility: LEVEL 3: Proactively initiate and champion change, manage multiple competing demands.
- Act with Determination: LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results.
- Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration.
- Enable Diversity and Inclusion: LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity.
Cross-Functional & Technical competencies
- Business Direction & Strategy – System Thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.
- Business Management – Portfolio Management: Ability to select, prioritize and control the organization’s programmes and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimizing return on investment
- Business Management – Change Management: Ability to prepare, support, and help individuals and teams in designing and implementing organizational change.
- HR – Human Resources Strategic Planning: Ability to develop integrated HR strategies, governance structures, policies, and procedures.
- HR – Organizational Design and Development: Knowledge of the organizational design and development theory (i.e. enabling organization’s performance through the design of structures, frameworks, systems, policies and metrics, as well as building and developing its culture, capability, values, behaviors, and relationships); understanding of macro trends that impact the design of organizations (e.g. sustainability, geopolitical, demographic, technology); knowledge of organizational design and development diagnostic tools; ability to ‘scenario plan’ for longer term organization design and development; ability to manage the development of capability/competency frameworks and maps
- HR – Talent Sourcing and Outreach: Knowledge of and ability to develop and implement strategies, mechanisms, and platforms to ensure effective outreach to the relevant segments of the labor market, active and passive candidates internally and externally.
- HR – Leadership Development: Knowledge of the leadership development theories, concepts, and methodologies; ability to apply them in the design and implementation of the leadership development strategies and programmes; ability to advise leaders on their development needs and related strategies.
- Advanced university degree (master’s degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required; or
- A first-level university degree (bachelor’s degree) in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.
- Minimum 5 years (with master’s degree) or 7 years (with bachelor’s degree) of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
- Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP.
- Fluency in English and local language of the duty station is required.
- Knowledge of another UN language is desirable.
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