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.
Under the overall guidance of the Operations Manager and direct supervision of the Human Resources Analyst, the HR Assistant provides HR services to the CO ensuring high quality, accuracy, and consistency of work. The HR Assistant promotes a client-oriented approach in the HR unit consistent with UN/UNDP HR rules, regulations, policies, and procedures.
The HR Assistant 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 ensure consistent service delivery.
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.
1.) Support effective implementation of HR strategies.
Ensure full compliance of HR processes and records with UN/UNDP rules, regulations, policies, and strategies. In consultation with the direct supervisor and office management, provide input to the CO 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. Collect information for 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.2.) Implement HR services for the CO, including recruitment and staffing.
Prepare draft job descriptions and vacancy announcements, compile matrixes, and perform functions of Secretary in interview panels for actions delegated to Country office (CO). Provide support with the preparation of documentation to submit requests to GSSC for non-delegated actions. Request creation and update of positions in ERP (or create positions if delegated) and facilitate association and update of positions to chart fields, in coordination with budget owners. Track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations through ERP. Support the timely contract management actions, in consultation with the direct supervisor. Maintain CO staffing table. Update of the CO rosters where relevant. Provide information for cost-recovery bills in ERP for HR services provided by UNDP to other Agencies. Maintain proper filing system for HR records and documents. Provide administrative support to retirees as applicable. Provide HR administrative support for the effective implementation of HR services to UNDP and partner agencies.3.) Support effective staff performance management, talent management, and career development in the CO.
Provide background information to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs. Act as Secretary of panels when needed. Provide background information for drafting CO-wide Learning plan.4.) Ensures conduct of UN-related surveys focusing on achievement of the following results: .
Collection of information for comprehensive and interim local salary, participation in the work of LSSC, hardship, and place-to-place surveys.5.) Support knowledge building and knowledge sharing in the CO.
Participate in the training for the operations/projects staff on HR issues and all relevant matters. Make sound contributions to knowledge networks and communities of practice. Competencies Core CompetenciesAchieve 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 Thematic Area Name Definition Business Management Customer Satisfaction/Client Management
Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers' needs. Provide inputs to the development of customer service strategy. Look for ways to add value beyond clients' immediate requests. Ability to anticipate client's upcoming needs and concerns. Business Management Operations Management Ability to effectively plan, organize, and oversee the Organization’s business processes in order to convert its assets into the best results in the most efficient manner. Knowledge of relevant concepts and mechanisms HR Recruitment Design and Management Knowledge of, ability to design and manage end to end recruitment processes 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 Payroll Management Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports HRPerformance 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 and ExperienceLanguage Requirements
Fluency in English and Urdu is required. Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.This vacancy is archived.