Duties and Responsibilities 

The HR Officer functions under the direct supervision of the HR Specialist/Manager to ensure smooth and effective delivery of HR Services across the CO, projects and clients.

Scope of work:

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• Implementation of HR strategies and policies
• Effective HR management
• Conduct of UN-related surveys
• Staff performance management and career development
• Facilitation of knowledge building and knowledge sharing

Provides support to the implementation of HR strategies and policies focusing on achievement of the following results:

• Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, analysis of parameters in support of proper design and functioning of the HR management system.
• CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management
• Analysis and elaboration of proposals on the strategic approach to recruitment in the CO, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management.
• Provision of HR advisory services to CO, projects and other clients

Provides support to effective human resources management focusing on achievement of the following results:

• In coordination with GSSU, management of recruitment processes including job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels.
• Recruit and/or support recruitment of national/local staff in the National Officer and General Services categories;
• Provision of information on benefits/entitlements to the International Staff and Experts, including to IPSA/NPSA administered contract holders.
• Contract management and support to payroll processing
• Development and management of rosters.
• Act as onboarding focal person to ensure smooth onboarding experience for new colleagues
• Conduct inter-departmental liaison across the office for arrangement of local and regional onboarding sessions
• Develop and update the onboarding package as and when required
• Implementation of onboarding programme and provision of end to end support including timely provision of welcome package, preparing new colleagues’ onboarding schedule, and initial introductory round 
• Inventory management and procurment of onboarding kits 
• Collaborate across units/projects to facilitate delivery of monthly orientation sessions

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

• Support to collection of information, analysis, and preparation of reports for various surveys including Global Staff Survey (GSS) survey and action plan, Pulse survey, Learning needs Analysis, diversity, client survey for the CO, and inter-agency surveys.

Provides support to proper staff performance management and career development focusing on achievement of the following results:

• Advocate, facilitate and coordinate learning and staff development and promote a learning culture in the workplace in collaboration with the CO Talent Development Manager (TDM).
• Under guidance of CO TDM, facilitate TNA and aid development and implementation of the Whole Office learning and development plan
• Active participation in the CO learning and knowledge management committee
• Monitor implementation of learning activities and targets outlined in the Country Office Learning Plan and regularly report progress to TDM
• Co-create/facilitate mutually beneficial opportunities through inter-agency collaboration (BoS)
• Arrange and facilitate in-house learning sessions
• Identify relevant institutions, experts and resources for learning in collaboration with the TDM and domain experts.
• Analysis of requirements and elaboration of the protocol for performance appraisal process, facilitation of the process.
• Elaboration of proposals on and implementation of strategic staffing policies in line with career development.
• Ensure the annual performance review for SC is done appropriately with the involvement of the supervisor, ensure SC holders are evaluated before the separation, provide advice to staff and managers with respect to performance management issues

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

• Participate in inter-agency and other human resources related meetings, be part of the pay survey if required
• Support human resources staff in CO, projects and UN offices
• Participation in the organization and conduct of training for operations/ programme staff on HR issues.
• Synthesis of lessons learned and best practices in HR.
• Sound contributions to knowledge networks and communities of practice.
• Development of Internal Introductory Document.

The incumbent of the position will uphold non-discriminatory behavior and ensure that:

• Human rights and gender equality is prioritized as an ethical principle within all actions;
• Any kind of diversities based on ethnicity, age, sexual orientation, disability, religion, class, gender are respected within all implementations including data production;
• Differentiated needs of women and men are considered;
• Inclusive approach is reflected within all actions and implementations, in that sense an enabling and accessible setup in various senses such as disability gender language barrier is created;
• Necessary arrangements to provide gender parity within all committees, meetings, trainings, etc.

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:

Learning and development 

• L&D Design: Knowledge of adult learning principles, instructional design, learning styles, and learning programmes delivery modalities; ability to identify and design effective learning paths, programmes and initiatives.
• L&D planning: Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment

People strategy and planning

• Job design: Ability to design job roles to meet specific organizational objectives

Digital and Innovation

• Creative Facilitation: Ability to design workshops that considers and addresses multiple interests, agendas, worldviews; set out clear objectives and engaging activities; select appropriate tools, materials, resources that are needed to enable or support the activities.

Recruitment

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

Talent management

• Performance management - Knowledge of and ability to guide the application of performance management theory, systems, and tools, incl. articulation of expectations

Duty of Care

• Occupational safety, health and wellbeing - Knowledge of OSHW concepts and methods and ability to apply them in the development of the OSHW strategies, policies, management systems and quality standards that are consistent with the business strategy. 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 

Required Skills and Experience 

Education:

• Bachelors OR Master’s Degree equivalent in HR, Business Administration, Public Administration or related field.

Experience:

• Minimum 2 years with Bachelor’s degree; relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems; No year of experience is required with Master's degree. 
• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems.
• Extensive prior training and development experience.
• Demonstrated administration and implementation of HR strategies and policies.
• Experience in managing recruitment cases, outreach strategies.
• Displays gender sensitivity and promotes gender equality in all aspects of work.
• Experience in managing benefits and entitlements.