Back Human Resources Analyst

UNDP is committed to support the Government of the Islamic Republic of Afghanistan to ensure that the quality of life for Afghans is substantially improved, as measured by tangible improvements in global indicators of social and economic wellbeing (such as the SDGs, Human Development Index scores). UNDP’s role is to help fortify development outcomes among local communities, government partners, and the private sector, using the SDGs as both a destination and a guide. Through the SDGs, a transformative shift from a war economy to a peace economy is possible, helping the Afghan government to meet its global commitments, its internal targets (such as those set by the Afghanistan National Peace and Development Framework-ANPDF), and, most importantly, the expectations and ambitions of the Afghan people. While this bold vision demands investments from UNDP, among all development actors, UNDP Afghanistan Country Office as a valued partner to the Government of Afghanistan by providing insights on understanding and overcoming multi-dimensional poverty. UNDP’s perspective is that meaningful poverty alleviation requires a different development approach – one that monitors and attempts to affect the systemic interplay of socio-economic factors, regional differences, and shifts in the political economy. To deliver this value proposition, the CO needs to ‘raise the bar’ on its development policy expertise and engage national and local policy makers on disrupting the complex systems contributing to intractable poverty.

This Job Description is part of a new office structure, which is designed to support a more integrated and collaborative way in supporting Afghanistan achieve sustainable development and sustainable peace. The Country Office has aligned the new office structure with the thematic vision of the emerging Country Programme and designed new ways of working that will facilitate more collaboration across the office, create the foundations for more sub-national level work and higher delivery and emphasize learning and support to national staff capacity development. 

In this context the Human Resources Unit is entrusted with the following:

• Workforce planning
• Staff development / learning and career development support
• Talent management
• Recruitment process management
• Facilitation of staff-management relations
• Performance management
• Liaison with Global Shared Centers

Under the direct supervision of the HR Specialist, and in close collaboration with the Senior HR Analyst (NOB),   the HR Analyst is responsible for the delivery of recruitment HR services to UNDP clients aimed to ensure that Bureaus and Offices can attract and effectively manage required talent in the culture of high performance, innovation and informed risk-taking.

S/he is responsible for transparent implementation of HR strategies, effective delivery of HR services and identification of new strategies and business solutions for effective recruitment. 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.

The HR Analyst will support development and implementation of the HR strategies, and deliver CO specific solutions when requested. S/he will backstop the HR Analyst / Specialists if/when required.

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

1. 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 functioning of the HR management system. Provides advice on implementation of staff rules, strategic use of contract modalities, its conditions of service and management of entitlements and benefits.
• Keeps abreast of UN/UNDP Human Resources policies and procedures and supports the implementation of strategic HR policies. Identifies needs of the office paying specific attention to new policies and procedures.
• CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management.
• Establishes a coherent system of recruitment based on the principles of transparency and fair competition, ensures proper use of contractual modalities according to staff rules, forecast of the staffing needs, performance evaluation and staff career development management.
• Reviews and analyses reports and documents, and provides strategic HR data for decision making by office management or by HQ. Provides strategic HR data.

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

• Conduct 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 Local CRP.
• Management of contracts in and outside Atlas. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas. Upon delegation of responsibility, performs HR Manager functions in Atlas.
• Briefs newly recruited staff members on working conditions, UNDP policies, MIP and UNJSPF related issues.
• In coordination with IT develops and implements a web-based roster of experts and consultants. 
• Update the web-based vacancy announcements.
• Creates an information system on personnel matters.

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

• Administers the PMD process to ensure compliance to standing guidelines. 
• Acts as Learning Manager when delegated. Prepares the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management. 
• Provision of effective counseling to staff on career advancement, development needs, learning possibilities. 
• Implementation of strategic staffing policies in line with career development.

4. Ensures conduct of UN-related surveys focusing on achievement of the following results:

• Support to the Organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the Operations Manager.

5. 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.

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

Level 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

Detailed list of competencies can be accessed through https://intranet.undp.org/unit/ohr/competency-framework/SitePages/Home.aspx

 and hiring managers are encouraged to familiarize themselves for more information

Human Resources Management – Recruitment

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

Design and Implementation of Management Systems

Designs management systems based on established best practice and identified needs within UNDP and manages complex design projects where different actors are involved at different stages of the project until completed

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

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

Collaboration & Partnerships

Sets overall direction for the formation and management of strategic HR relationships contributing to the overall positioning of UNDP.

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

Management & Coordination

Ability to manage and coordinate campaigns and people with inspiration. Believe in and promote diversity in the workplace and reshaping the workforce to meet need.

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

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 and 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:

• English proficiency.  Dari/Pashtu language will be an advantage.

Important applicant information

All posts in the GS categories are subject to local recruitment.

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.

Workforce diversity

UNDP is committed to achieving diversity within its workforce, and encourages all qualified applicants, irrespective of gender, nationality, disabilities, sexual orientation, culture, religious and ethnic backgrounds to apply. All applications will be treated in the strictest confidence.

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Contract Duration: 1 Year with possibility for extension