HR Associate-PNUD

Détails de l'opportunité

Régions concernées par cette opportunité: Tunisie

Background

Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

I. Position Information

Job Title: Human Resources Associate

Department: PNUD

Reports to: Operations Manager

Grade Level: ICS-7

Bureau: PNUD/RBAS/ TUNIS

Direct Reports: Support staff in HR Unit

Position Number: 00010065

Position designation:

with no mobility requirement

Duty Station: Tunis

Career Track: General Service

Career Stream: Corporate Operations – Human Resources

Contract Modality: FTA Local

Contract Duration: (1 year FTA with possibility of extension)

II. Background and Organizational Context

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace.

III. Position Purpose

Under the overall guidance and supervision of Operations Manager , the HR Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity. The HR Associate promotes a collaborative, client-oriented approach and promotes the maintenance of high staff morale.

The HR Associate may supervise and lead support staff in the HR Unit. The HR Associate works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to exchange information and resolve HR-related issues.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

IV. Key Duties and Accountabilities

1.) Ensure administration and implementation of HR strategies and policies.
Example of Duties:	Ensure full compliance of HR recording and reporting systems with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of internal controls; and proper functioning of the HR management system. Support CO HR business processes mapping and elaboration of the content of internal HR management 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 advice and share information on corporate strategies, changes in rules and regulations, implementation of HR policies, proper use of contractual modalities, application of benefits and entitlements, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, career development and other HR related matters. Collect information and provide support to UNDP’s participation in inter-agency exercises and surveys, such as comprehensive and interim local salary, hardship, and place-to-place surveys, in coordination with the direct supervisor. Coordinate and provide HR support to the UN-system. Advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
2.) Ensure effective administration of CO human resources recruitment and staffing processes.
Example of Duties:	Organize recruitment processes in coordination with GSSC and Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, and submission of compliance review cases as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Provide advice on recruitment in UNDP projects and facilitate recruitment at the request of partner agencies. Facilitate creation and update of positions in ERP, 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, retroactivity, recoveries, adjustments, and separations through ERP, in coordination with GSSC as applicable. Maintain the CO staffing table and administer CO local rosters where relevant. Validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
3.) Ensure proper staff performance management, talent management and career development in the CO.
Example of Duties:	Facilitate the performance and talent management processes 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. Participate in preparation of the CO-wide Learning plan in consultation with the Senior Management, HR Analyst and Talent Development Manager.
4.) Ensure facilitation of knowledge building and knowledge sharing in the CO.
Example of Duties:	Organize training for the Operations and projects staff on HR issues. Provide input for the co-creation of a local onboarding plan, leveraging corporate resources. Share information with personnel on corporate learning and development initiatives, systems, and platforms in coordination with the Talent Development Manager. 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.
Supervisory/Managerial Responsibilities: May supervise support staff in the HR unit.

V. Requirements:

Education

Secondary education with specialized certification in HR is required /
A university degree in Human Resources, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience, Knowledge, and Skills

Minimum of 7 years (with high school diploma) or 4 years (with bachelor’s degree) of progressively responsible HR and/or administrative experience at the national or international level is required.

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.

Language Requirements

Fluency in French and Arabic are required ( UN language of the duty station )
Fluence in the national language ( Arabic ) of the duty station is required for local staff
Candidate Nationality required : Tunisian
Working knowledge in English is an asset

Expected Demonstration of Competencies

Core

Achieve Results

LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work

Think Innovatively

LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking

Learn Continuously

LEVEL 2: Go outside comfort zone, learn from others and support their learning

Adapt with Agility

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

LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships

Enable Diversity and Inclusion

LEVEL 2: Facilitate conversations to bridge differences, considers in decision making

People Management (Insert below standard sentence if the position has direct reports.)

UNDP People Management Competencies can be found in the dedicated site.

Cross-Functional & Technical competencies (insert up to 7 competencies)

Thematic Area	Name	Definition
Business Development	Knowledge Facilitation	Ability to animate individuals and communities of contributors to participate and share, particularly externally
Business Management	Communication	Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience Ability to manage communications internally and externally, through media, social media and other appropriate channels
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
HR	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	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
HR	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	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

VI. Keywords

Performance management

Career management/development

Recruitment

Learning planning

HR transactions

Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Disclaimer

Important information for US Permanent Residents (‘Green Card’ holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

Applicant information about UNDP rosters

Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Non-discrimination

UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.

UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.

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