undp - Addis Ababa, Ethiopia | 2025-01-28 16:09:24

Scope of Work 

Summary of Key Functions: 

• Administration and implementation of HR strategies and policies;
• Provision of HR services;
• Facilitation of knowledge building and knowledge sharing.
   

1. Ensures administration and implementation of HR strategies and policies:

• Ensure full compliance of records and reports with UN rules, regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and proper functioning of the HR management system and practices. 
• In consultation with the direct supervisor and office management, support CO HR business processes mapping, and provide input to content elaboration and update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
• Adapt processes and procedures where necessary to meet the needs of CO. 
• Provide information to management and personnel on the implementation of HR policies, corporate strategies, rules and regulations, HR business processes, and proper use of contractual modalities. 
• Collect information and support to UNDP’s participation in inter-agency exercises and surveys, such as comprehensive and interim local salary surveys, hardship, and place-to-place surveys, in coordination with the direct supervisor. 
• Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

2. Provides HR services to the UNDP CO and other UN agencies, including recruitment and staffing

• Implement recruitment processes in coordination with GSSC and locally with Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, providing support for the submission of compliance reviews as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. 
• Facilitate creation and update of positions in ERP (or create positions if delegated) and association and update of positions to chart fields, in coordination with budget owners. 
• Follow up with Finance staff and GSSC on Global Payroll issues. 
• Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments, and separations through ERP and other relevant corporate platforms. 
• Process timely contract management actions, in close coordination with supervisors and senior management. 
• Provide support to process benefits and entitlements delegated to the CO, as applicable and in coordination with the direct supervisor and management, such as medical evacuations, R&R, safety and security interventions. 
• Maintain CO staffing table and local rosters where relevant. 
• Validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. 
• Provide assistance to the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to the CO. Provide HR support and services to the UN system, including provision of information on personnel benefits and entitlements to UN agencies in line with UNDP policies and in coordination with GSSC as applicable. 
• Provide administrative support to retirees as applicable

3. Ensures proper staff performance management, talent management and career development in CO

• Provide background information and maintain related data acting as Secretary to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs. 
• Provide assistance to Performance Management reporting and monitoring. 
• Provide input to the CO-wide Learning plan’s preparation in consultation with the Senior Management, HR Analyst, and Talent Development Manager

4. Ensures facilitation of knowledge building and knowledge sharing in the CO

• Organize training for the Operations and projects staff on HR issues. 
• Assist in the creation and implementation of a local onboarding plan, leveraging corporate resources. 
• Synthesize lessons learned and best practices in HR. 
• Make sound contributions to knowledge networks and communities of practice

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Institutional Arrangement

The HR Associate directly reports to the HR Specialist. The HR Associate works in close collaboration with the operations, programme and project staff in the CO and UNDP HQs staff for resolving complex HR-related issues and information exchange

• 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 a 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

• Business Development: Knowledge Facilitation - Ability to animate individuals and groups, internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.
• Business Management: 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.
• Business Management: Operations Management - Ability to effectively plan, organise and oversee different parts of corporate operations, simultaneously and in an integrated way, in order to convert the organisation’s assets into the best results in the most efficient way. Knowledge of relevant concepts and mechanisms.
• HR – 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
• HR - Compensation/remuneration: Managing compensation and benefits - Ability to design compensation plans which are aligned to current and future organization needs and market conditions; knowledge of and ability to apply the ICSC compensation methodologies and principles. Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments
• 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 - 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
   

Required skills 

• Knowledge of working on core Human resources function; Recruitment, benefits and entitlement, payroll….etc

Desired skills in addition to the competencies covered in the Competencies section

• Experience in working on recruitment, onboarding, training
• Experience in managing performance evaluation and employee benefits
• Good organizational skills
• Experience in working at international organizations or UN/UNDP 

Required Language(s) 

• Fluency in English and Amharic is required 

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