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.
UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world; and pursue peaceful, prosperous lives, lived in harmony with the planet.
Drawing on the diversity of UNDP’s client needs and partnerships, the Bureau for Management Services, Office of Human Resources (BMS/OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, BMS/OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, BMS/OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which is progressively transforming UNDP’s culture and enabling its workforce (https://www.undp.org/careers/people-2030) to deliver more and better results.
Through People for 2030, BMS/OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP.
Building on the achievements of the People for 2030 strategy, especially on the focus area of contractual modalities in UNDP, BMS/OHR is now launching the Partner Personnel Services Agreements (PPSA) to support our partner agencies. PPSA is a contractual modality through which UNDP will engage and administer non-staff personnel contacts for and on behalf of client UN entities. This is done to ensure that UNDP provides for, and improves, opportunities for our partners through a clear structure of centrally managed contracts that are more attractive, simpler, and more flexible.
In this renewed and dynamic framework, BMS/OHR is seeking high caliber human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to generate a culture characterized by innovation, partnership, entrepreneurship and a focus on delivering transformative outcomes. They will provide support in developing this service line and attracting new clients across the UN Common System by leveraging the existing role of UNDP as the service provider and backbone of the UN Development System.
The HR Associate works closely with the HR Specialist (PSA and PPSA). The incumbent is expected to work across functions/teams and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.
Under the direct supervision of the HR Specialist, Workforce planning and Partnerships, the HR Associate will provide comprehensive and client focused HR support, ensuring efficient management of the Personnel Service Agreement (PSA) and Partner Personnel Service Agreement (PPSA) modalities.
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. Ensure effective administrative and implementation support on all PPSA Service Level Agreement (SLA) related matters.
Provide assistance, information and critical inputs in response to issues arising from PPSA implementation to partners. Ensure proper monitoring and systematic administration of SLAs and other agreements on PPSA with current and future partners. Keep track of all signed SLA with current and future partners. Support research and analyze information on signed SLAs to resolve potential misunderstandings that may arise.3. Administrative support
Support the oversight and monitoring of the implementation of PPSA modality, collection and analysis of feedback from clients and PPSA personnel. Within clearly delegated authority, reviews and implements the cost recovery of services provided to clients in line with PPSA policy and SLAs and ensure quality financial reports are provided for both internal and external use in close coordination with BMS/OFM and BMS/GSSC. Provide administrative and budgetary support. Generates HR reports related to PPSA updates for monitoring purposes.4. Contribute to Capacity Building, Knowledge Building and Knowledge Sharing on PSA and PPSA modality.
Support capacity building through knowledge sharing for COs, partner agencies, HQ staff on SLAs and PPSA policy. Make sound contributions to knowledge networks and communities of practice. Assist with visualizations and updating information materials. Provides support to compilation of information and inputs in response to issues arising from PPSA implementation to partners. Provide policy advisory and other services to internal and external clients on PSA and Partner Personnel Services Agreements (PPSA) in coordination with the Policy Unit and Business Partnering Team. Provides inputs to BMS/OHR response to issues related to PSA and PPSA. Share information on corporate strategies, changes in rules and regulations, implementation of HR policies, proper use of contractual modalities, application of benefits and entitlements as it relates to PSA and PPSA policies.The incumbent performs other duties which makes part of this role explicitly open-ended as deemed necessary for the efficient functioning of the Office and the Organization.
CompetenciesBusiness 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, 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 mechanismsHR - 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 - People strategy and planning: Ability to develop integrated HR strategies, governance structures, policies and procedures. Business Management - Customer Satisfaction/Client Management: Ability to respond on time 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. Required Skills and ExperienceThis vacancy is archived.