Human Resources Analyst at UNDP

Under the guidance and supervision of the DRR-O and the Finance and Operations Specialist, the HR Analyst is responsible for transparent implementation of HR strategies in COs, effective delivery of HR services and management of the CO HR Unit. He/she analyses, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

She/he provides guidance and supervision of the implementation of the HR Strategies, coordinate the delivery the HR Services to UNDP Kenya and UN Agencies; establishes internal efficient HR procedures; provides solutions to a wide spectrum of complex HR issues; serves as a member of the UN OMT HR Working Group supports and contributes to the CO the Learning Committee; act as the Learning Manager; supervises the HR team.

The HR Analyst works in close collaboration with the operations, programme and project teams in the CO and UNDP HQs, peers in other UN Agencies staff ensuring successful CO performance in HR management.

Incumbent is expected to display initiative, a positive approach and a strong client orientation. As such, s/he might be required to undertake other emerging tasks and additional duties as required by direct supervisor or senior management.

Duties and Responsibilities

Summary of Key Functions:

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

Ensures 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, proper design and functioning of the HR management system.
• Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the matters related to conditions of service, salaries, allowances and other policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.
• CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
• Development of procedures and practices that contribute to enhanced and improved HR management.
• Development of CO tailored human resources strategies, policies, programmes and provision of related advisory services on human resources aligned with corporate standards
• Implementation of 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.

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

• ?    Management of recruitment processes including job descriptions, job classification, vacancy announcement, screening of candidates, chairing interview panels, making recommendations on recruitment. Oversight of recruitment under UNDP projects.
• Review and certification of submissions to the Compliance Review Panels.
• Management of contracts in and outside Atlas. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits and entitlements and separations through Atlas. Upon delegation of responsibility, performs HR Manager functions in Atlas.
• Management of International staff entitlements and position funding delegated to the HR Unit.
• Development and management of rosters.
• Validation of cost-recovery charges in Atlas for HR services
• Proactively seeks ways to enhance and improve the efficiency and timeliness of recruitment processes without sacrificing accountability and quality
• Communication with HQs focal points pertaining to the correct administration of staff member entitlements and benefits.

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

• Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process, elaboration of performance evaluation indicators in consultation with the Senior Management.
• Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager. Implementation of the Universal Access strategy ensuring access to role appropriate learning activities.
• Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
• Implementation of strategic staffing policies in line with career development.

Ensures serves as a member of the UN OMT HR Working Group supports and contributes to the conduct of UN-related surveys focusing on achievement of the following results:

• Organization and coordination of comprehensive and interim local salary, Service Contract remuneration, hardship etc.  surveys in coordination with DRR-O and concerned counterparts

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

• Organization of trainings for operations/ programme staff on HR issues.
• Synthesis of lessons learnt and best practices in HR.
• Sound contributions to knowledge networks and communities of practice.
• Supports learning culture where individuals and teams are empowered to identify learning needs related to the job requirements, competency development and career aspirations.

Competencies

Core   

Innovation

• Ability to make new and useful ideas work;
•  Level 4: Adept with complex concepts and challenges convention purposefully.

Leadership

• Ability to persuade others to follow;
• evel 4: Generates commitment, excitement and excellence in others.

People Management

• Ability to improve performance and satisfaction;
• Level 4: Models independent thinking and action.

Communication

• Ability to listen, adapt, persuade and transform;
• Level 4: Synthesizes information to communicate independent analysis.

Delivery

• Ability to get things done while exercising good judgement;
• Level 4: Meets goals and quality criteria for delivery of products or services.

Technical/Functional 

Organizational Development

• Knowledge of organizational development concepts, issues and principles and the ability to apply them to strategic and/or practical situations;
• Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Global Payroll Management    

• Ability to manage payroll;
• Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Human Resources Management (General)    

• Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations;
• Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Performance Management

• Ability to manage organization, department and employee goals;
• Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Recruitment

• Knowledge of recruiting issues, procedures, and principles and the ability to apply them to strategic and/or practical situations to secure quality candidates;
• Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Learning and Development

• Knowledge of enterprise learning and development issues, concepts, and principles, and ability to apply them to enhance the fulfillment and performance of employees;
• Level 4: apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise.

Required Skills and Experience

Education:  

•  Master’s or Bachelor’s degree in the HR Management, Business Administration, Public Administration or a related field.

Experience:  

• Master’s Degree and 2 years or Bachelor’s plus 4 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
• Experience in the usage of computers and office software packages (MS Word, Excel etc.)
• Experience in handling of web-based management systems and ERP HR module experience, especially PeopleSoft (Atlas).
• HR certification from a reputable institution is a distinct advantage.

Language Requirements: 

•  Fluency in English;
• Knowledge of other official UN languages is desirable.