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, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. As part of this commitment, UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Center (GSSC) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), advisory and support services to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSC was set up earlier in 2003 in Copenhagen and it provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSC-HR in Copenhagen has established a legacy as a major Human Resources administration centre within the United Nations and is recognized as a centre of excellence. The Global Shared Service Center (GSSC) is part of the Bureau for Management Services (BMS).
In the area of Human Resources, the Global Shared Service Center (GSSC) supports UNDP offices, as well as other UN agencies, funds and programmes across the UN System with the provision of transactional services, support services to personnel and advisory services to both personnel and management.
The Human Resources Associate (HRA) in the GSSC-HR Unit is accountable for ensuring transparency, accuracy and assuring full compliance with Staff Rules/Regulation and/ UNDP HR policies and guidelines.
Under the guidance and supervision of the HR Specialists and the HR Analysts/HR Associates, the HRA manages the determination and implementation of benefits and entitlements of Fixed Term, Temporary Appointments and Permanent Appointments of International staff, General Service staff and interns globally, covering life and career events from pre-appointment to beyond separation.
Job Purpose and Organizational Context
The Human Resources Associate (HRA) in the GSSC-HR Unit is accountable for ensuring transparency, accuracy and assuring full compliance with Staff Rules/Regulation and/ UNDP HR policies and guidelines.
The HRA advises internal and external clients and managers on benefits and entitlements, Staff Rules/Regulations and HR policies/guidelines and promotes a collaborative and client-oriented approach, sharing knowledge and best practice, including conducting training courses and coaching.
Clients with whom there is direct contact include International Professional, General Service staff of UNDP, sister UN Agency staff and interns globally, as well as other units in UNDP such as OHR and OFM in BMS, as well as the Executive Officers/HR Associates (local HR) in global UNDP and other UN entities such as UN Payroll, UN Insurance, UNJSPF and more.
The HRA is jointly responsible for meeting the agreed GSSC-HR work plan deliverables supporting the overall HR Strategy.
Advisory/ Expected Results
Act as an internal advisor on matters relating to benefits and entitlements, fostering partnerships with internal and external stakeholders by briefing and advising clients, staff, colleagues and partners of the rules and regulations and the interpretation thereof to achieve the following results:
Administration / Expected Results
Administer, certify and approve processing of Benefits and Entitlements in full compliance with Staff Regulations and Rules and Financial Accountability Framework and policies. The HRA2 has approval authority for non-discretionary decisions under the applicable staff rules and within the financial level of authority, to achieve the following results:
Payments /Expected Results
Determine, verify and approve financial entitlements related to contracts, including hires, life and organization events, end of service, ongoing entitlements and salaries to achieve the following results:
Knowledge Management / Expected Results
Recommend, create and maintain knowledge management prescriptive content for benefits and entitlements to achieve the following results:
Streamlining processes / Expected Results
Identify areas for improving processes and HR policies and developing business requirements to maximize efficiency and simplify procedures, to achieve the following results:
Cross-Functional & Technical Competencies
HR - Compensation/ Remuneration: 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.Business Development: Knowledge Generation
Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.Business Management: Change Management
Ability to prepare, support, and help individuals and teams in designing and implementing organizational change.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.Business Management: Digital Awareness and Literacy
Ability and inclination to rapidly adopt new technologies, either through skilfully grasping their usage or through understanding their impact and empowering others to use them as needed.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. Ability to anticipate client's upcoming needs and concerns.Language requirements (Required/Desired)
Fluency in written and spoken English (Required). Working knowledge of other UN language (French/Spanish/Arabic) would be an advantage (Desired). Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.