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 has worked in Mozambique since 1976, with the formalization of a cooperation agreement between UNDP and the Government of Mozambique. The Standard Basic Framework Agreement was signed in 1976, in less than a year after Independence, and establishes UNDP’s presence in the country.
Programme priorities have been defined with national counterparts. UNDP focus is aligned with UNDP Strategic Plan 2022-2025, namely, a) Structural transformation accelerated, particularly green, inclusive, and digital transitions, b) No one left behind centering on equitable access to opportunities and a rights-based approach to human agency and human development, c) resilience built to respond to systemic uncertainty and risk and its six signatures solutions, Poverty and inequality; Governance; Resilience; Environment, Energy and Gender equality, focusing on three interlinked and transformative pillars:
Supporting resilient and inclusive economic recovery and diversification, and sustainable livelihoods. Strengthening climate resilience and the sustainable use of natural resources; Promoting inclusive governance, justice, human rights and peace and social cohesion.The programme is structured around the ‘four Ps’ of the sustainable development goals (SDG) agenda. The theory of change suggests that an issues-based approach simultaneously promoting inclusive prosperity, equitable and sustainable management of natural resources (planet), and underpinned by governance systems that guarantee peace, stability, and social cohesion, is the most effective strategy for reducing poverty, improving living conditions and creating greater opportunities for all Mozambican people. The programme strengthens the focus of the PQG and other strategic plans on reducing poverty and inequality through promoting inclusive, equitable and sustainable development and economic diversification, thereby contributing to SDGs 1, 10 and 16. In alignment with the Istanbul Programme of Action, the aim is to make growth more sustainable and less vulnerable to external shocks, and to reduce potential conflict by creating greater, more inclusive employment and livelihood opportunities. Emphasis is placed on maximizing opportunities for women as agents of change as well as youth, and the poorest quintile.
Sustaining inclusive economic growth will require natural resource wealth to be safeguarded through sustainable management and used transparently and equitably to support economic transformation and diversification that benefits poor communities. The vulnerability of Mozambique to climatic hazards will be reduced by strengthening resilience and recovery capacity. Sustainable growth and inclusive development are only possible in an environment of peace and stability.
Geographically, UNDP focuses on Gaza, Sofala and Cabo Delgado provinces, where it has a long-established presence and strong relationships with local authorities, communities and civil society organizations. These provinces are exposed to natural hazards and the impact of natural resource extraction on both the environment and on local communities, which negatively affect sustainable human development. Other provinces where specific climatic and environmental issues exist will also be targeted.
UNDP works with all other UN agencies in the country to support Mozambique human development efforts. Thus, UNDP is part of the United Nations Development Assistance Framework (UNDAF).
UNDP works with the Government of Mozambique, academia, civil society, private sector, and other national and international partners to help find solutions to persistent and emerging development challenges.
In this 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.
Position PurposeUnder the overall guidance and supervision of Deputy Resident Representative (Operations), the HR Analyst ensures effective delivery of HR services in UNDP Mozambique. S/he interprets and applies HR policies, rules, and regulations; implements internal procedures; and provides solutions to a wide spectrum of HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.
The HR Analyst supervises and leads support staff in the HR Unit. The HR Analyst 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 ensure successful CO performance in HR management.
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.
3) Ensure proper staff performance management, talent management, and career development in the CO:
Analyze requirements, elaborate the protocol for and facilitate the performance management process; Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations; Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools; Facilitate Performance Management reporting and monitoring in the CO; Advise management and personnel on CO work plan and performance management cycles and policies; Support effective learning management including establishment of the CO-wide Learning plan and individual learning plans in collaboration with senior management and the Talent Development Manager; Implement the Universal Access strategy ensuring access to role appropriate learning activities; Advise office management on personnel competency, career management/development, and training needs through the PMD and Talent Review processes; Provide effective counseling to staff on career management, development needs, and learning possibilities; Elaborate proposals on and implement strategic staffing policies in line with career management/development principles. 4) Ensure facilitation of knowledge building and knowledge sharing in the CO: Lead Country Office learning committee and ensures staff is informed on learning opportunities; Organize training for the operations and projects staff on HR issues; Synthesize lessons learned and best practices in HR; Provide regular reports to the senior management on UNDP Mandatory Courses and ensure that all newly joined personnel are properly guided on completing the courses; 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: Supervises personnel in the HR unit: A G6 HR Associate, a G5 HR Assistant, and an NPSA-5 HR Assistant. CompetenciesCore Competencies
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 and/or /maintain coalitions/partnership. Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.People Management
UNDP People Management Competencies can be found in the dedicated site.
Functional/Technical competencies
Business Development
Knowledge Facilitation Ability to animate individuals and groups, internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.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. 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
People Analytics Ability to generate and align people data with business intelligence data to inform strategic decision-making; knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making. Recruitment Design and Management Knowledge of, ability to design and manage end-to-end recruitment processes. 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. Learning and Development 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. Required Skills and ExperienceExperience, Knowledge and Skills:
Applicants with a master’s degree (or equivalent) in a relevant field of study are not required to have professional work experience; Applicants with a bachelor’s degree (or equivalent) are required to have a minimum of two (2) years of relevant professional experience at the national or international level in providing HR advisory services and/or managing staff and operational systems; Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems is required; Experience in handling ERP HR module experience, especially PeopleSoft (Quantum) is highly desirable; HR certification from a reputable institution is a distinct advantage; Experience in supporting the coordination of change processes in the UN system is an advantage; Proven track record of excellent report drafting skills are desired; Exposure to work in development/multilateral context desirable.Language:
Fluency in English and Portuguese is required.Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
DisclaimerThis vacancy is archived.