- Country: Kinshasa, Congo
- No of vacancies: N/A
- Salary: N/A
- Organization: UNDP
- Gender: Both
- Deadline: 2024-01-03
Example of Duties: • Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. 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.
• Advise management and personnel, as necessary, and keep management informed of new HR policies and practices and their implementation.
• Provide support in CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) on HR management where needed in CO to supplement SOPs issued by GSSC/OHR. Control workflows in the HR Unit.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes, including UNDP mandatory courses, gender, prevention of harassment, career development and knowledge management.
• Support the implementation, in coordination with Management and relevant units, of corporate targets, including gender indicators.
• Support the alignment of workforce/HR plan and business unit strategies and resource needs.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including 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.
• Support the facilitation of staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms.
• Organize and coordinate UNDP’s participation in inter-agency exercises and surveys, such as the comprehensive and interim local salary surveys, hardship, and place-to-place surveys, as applicable, in coordination with the direct supervisor and partner agencies.
• Coordinate the Country Office HR support to the UN-system.
• Support the elaboration and implementation, in coordination with the supervisor and Management, of HR strategy on audit recommendations.
• Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
2.) Ensure effective human resources management of recruitment, staffing and entitlements in the Country Office.
Example of Duties: • 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, chairing interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. Provide oversight of recruitment under UNDP projects and facilitate recruitment at the request of UN partner agencies.
• Liaise and coordinate with relevant GSSC teams on the management of contracts, monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations. Provide oversight of clustered services and report to supervisor and/or CO management for any cases to be escalated if and as needed.
• Oversee timely contract management actions, in close coordination with supervisors and senior management.
• Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
• Develop and manage CO rosters as appropriate.
• Manage International and local personnel entitlements and position funding delegated to the CO HR Unit in consultation with budget owners and in close coordination with GSSC as needed.
• Initiate the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
• Support workforce reporting and data analysis.
• Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Support the co-creation of a local engagement survey action plan.
• Manage HR processes delegated to COs, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.
3.) Ensure proper staff performance management, talent management, and career development in the CO.
Example of Duties: • Coordinate performance management and recognition programmes of CO through its stages, ensuring completion of milestones. Elaborate performance evaluation indicators in consultation with the Senior Management and Unit supervisors.
• Play a key role in organizing formal CO 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.
• Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools. Provide advice to personnel on performance management policies.
• Advise management and personnel on CO work plan and performance management cycles.
• Support effective learning management including the learning needs analysis and establishment of the CO-wide Learning plan in collaboration with senior management and the Talent Development Manager.
• Implement the Universal Access strategy ensuring access to role appropriate learning activities. Advise office management and project managers on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable.
• Provide effective counseling to staff and supervisors, as appropriate, on career management, development needs and learning possibilities.
• Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.
4.) Ensure facilitation of knowledge building and knowledge sharing in the CO.
Example of Duties: • Organize training for Operations and Programme staff on HR issues and other relevant matters, such as prevention of harassment, diversity and inclusion, etc.
• Co-create and facilitate local onboarding process of new personnel, leveraging corporate tools, in close consultation and coordination with hiring managers.
• Support the facilitation of training to and advise CO personnel, in coordination with the Talent Development Manager, on corporate learning and development initiatives, platforms, systems, needs assessment, etc.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.
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| Expected Demonstration of Competencies
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| Core | ||||||||||||||||||||||||
| Achieve Results
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LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work | |||||||||||||||||||||||
| Think Innovatively
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LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking | |||||||||||||||||||||||
| Learn Continuously
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LEVEL 2: Go outside comfort zone, learn from others and support their learning
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| Adapt with Agility
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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
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LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships | |||||||||||||||||||||||
| Enable Diversity and Inclusion
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LEVEL 2: Facilitate conversations to bridge differences, considers in decision making | |||||||||||||||||||||||
| People Management
ross-Functional & Technical competencies
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| VI. Keywords |
| Performance management
Career management/development Workforce planning Recruitment Strategic HR management Learning planning Benefits and entitlements |
- <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 2 years (with master’s degree) or 4 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.>
- Knowledge of English is desirable.
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