AddressBackground
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.
Office/Unit/Project Description
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). UNDP’s policy work carried out at HQ, Regional and Country Office levels, forms a contiguous spectrum of deep local knowledge to cutting-edge global perspectives and advocacy. In this context, UNDP invests in the Global Policy Network (GPN), a network of field-based and global technical expertise across a wide range of knowledge domains and in support of the signature solutions and organizational capabilities envisioned in the Strategic Plan.
Within the GPN, the Bureau for Policy and Programme Support (BPPS) has the responsibility for developing all relevant policy and guidance to support the results of UNDP's Strategic Plan. BPPS's staff provides technical advice to Country Offices, advocates for UNDP corporate messages, represents UNDP at multi-stakeholder fora including public-private dialogues, government, and civil society dialogues, and engages in UN inter-agency coordination in specific thematic areas. BPPS works closely with UNDP's Crisis Bureau (CB) to support emergency and crisis response. BPPS ensures that issues of risk are fully integrated into UNDP's development programmes. BPPS assists UNDP and partners to achieve higher quality development results through an integrated approach that links results-based management and performance monitoring with more effective and new ways of working. BPPS supports UNDP and partners to be more innovative, knowledge and data driven including in its programme support efforts.
BPPS’s Hubs on Nature, Climate, Energy and Waste, with the support of the Vertical Fund Programme Support, Oversight and Compliance Unit, works with governments, civil society, and private sector partners to integrate nature, climate, energy and waste related concerns into national and sector planning and inclusive growth policies, support country obligations under Multilateral Environmental Agreements, and oversee the implementation of the UN’s largest portfolio of in-country programming nature, climate change, energy and waste.
The newly established UNDP Climate Hub is the arrowhead of UNDP’s commitment to the “Climate Promise” that aims to support programming countries designing and implementing pledges under the Paris Agreement, including ambitious National Determined Contributions, with climate change mitigation and adaptation interventions fully embedded in the national development planning and budgetary processes. The Climate Hub will build on UNDP’s existing over USD 4 billion country-level climate portfolio on Climate Change Policies and Strategies, Climate Change Adaptation, Climate Change Mitigation, Climate and Forests, covering over 142 countries, as well as on UNDP’s Nature portfolio, UNDP’s Sustainable Finance Hub, UNDP’s Digital offer and other relevant portfolios on youth, gender, health, climate security among others.
The UNDP Climate Hub is responsible for:
Thought leadership on Climate and to be the custodian of UNDP policy positions on Climate; Strategy and vision formulation; Pipeline development in coordination with the other hubs and the Vertical Fund Programme Support, Oversight and Compliance Unit; Provision of integrated policy and programme support to Country Offices; Global engagement, advocacy in collaboration with BERA; Integration across thematic areas; Strategic Partnerships development and resource mobilization; Lead and Support global flagship initiatives and partnerships on Climate; Serve as focal point with relevant UN coordination mechanisms and Conventions (UN Framework Convention on Climate Change); Cross-organization knowledge and learning; and Innovation.UNDP is recruiting the HR Analyst to provide direct recruitment services and overall HR management within the Climate Strategies and Policy Team.
Scope of Work
1. Ensure effective implementation of HR Strategies and policies
Full compliance of HR recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies and effective implementation of the internal control framework; Contribute to elaboration of the content of internal Standard Operating Procedures (SOPs) in HR; Continuously research policy matters related to conditions of service, salaries, allowances, etc; Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results; Advise management and personnel, as necessary, and keep management informed of new HR policies and practices and their implementation; Advocate for implementation, monitoring and compliance of HR policies and corporate programmes, including UNDP mandatory courses, gender, prevention of harassment, career development and knowledge management; Support the implementation, in coordination with Management and relevant units, of corporate targets, including gender indicators; Support the alignment of workforce/HR plan and business unit strategies and resource needs; Analyze and elaborate proposals for and implement a strategic approach including recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, in line with the relevant policies, roles and procedures; Support the elaboration and implementation, in coordination with the supervisor and Management, of HR strategy on audit recommendations.2. Ensure effective Human Resources management of recruitment, staffing and entitlements in the Climate Hub.
Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes drafting and/or reviewing job descriptions and updating organigrammes, provision of support to job classification process, vacancy announcement, screening of candidates, participation in interview panels, preparation or review of submissions to the CRP/CRB, and obtaining Senior Management approvals; Facilitate the negotiation of certain conditions of contracts in full compliance with UNDP rules and regulations. Liaise and coordinate with relevant GSSC teams on the management of contracts, monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations; Maintenance of the Climate Hub recruitment tracking database; Maintain staff and personnel files. Oversee timely contract management actions, in close coordination with supervisors and senior management; Develop and manage GPN rosters as appropriate; Initiate the contract management, payroll, and separations in coordination with GSSC; Maintain internal Terms of Reference and SOPs for recruitment processes; Maintain internal recruitment database on positions, including information on completion of milestones to determine bottlenecks, suggesting and implementing remedies, and ensuring recruitments are completed within established timelines;3. Knowledge management.
Synthesize lessons learned and best practices in HR Prepare written response to queries concerning HR related matters. Stays up-to-date with changing guidelines and processes with relation to Human Resources4. The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
Institutional Arrangement
The HR Analyst reports directly to the Programme Specialist for the Climate Hub portfolio. S/he will be part of the larger Climate Hub. Given the global consultations to be undertaken during this assignment, the HR Analyst is expected to be reasonably flexible with his/her availability for such consultations taking into consideration different time zones where applicable. The HR Analyst will be responsible for providing her/his own working station (i.e. laptop, internet, phone, scanner/printer, etc.) and must have access to a reliable internet connection. The HR Analyst will engage/interact with the Supervisor by email and Teams/Zoom on a regular basis. In addition, the HR Analyst will also engage with other UNDP colleagues based in NY, relevant regional hubs, and country offices through these same virtual platforms. The HR Analyst shall work home-based for the duration of the assignment, hence should be able to work independently and be easily accessible through email, Teams, Zoom, etc.Competencies Core Achieve 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 Direction & Strategy System Thinking Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system 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 HR - People strategy and planningPeople 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 HR – Recruitment Recruitment Design and Management Knowledge of, ability to design and manage end to end recruitment processes HR - Talent management 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 biasesMinimum Qualifications of the Successful IPSA
Min. Education requirements
Advanced university degree (master's degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required; Or A first-level university degree (bachelor’s degree) in the areas mentioned above in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.Min. years of relevant work experience
Minimum 2 years (with master’s degree) or 4 years (with bachelor’s degree) of relevant experience at the national or international level in providing HR management, recruitment and selection, HR advisory services and/or managing staff and operational systems.
Required skills
Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP is required. Strong familiarity with UN/UNDP HR rules, regulations, policies and procedures is required. Proven ability to review and draft jobs descriptions and interview reports is required. Experience in providing guidance on various HR related matters is required. Experience in compiling, analyzing and presenting HR data to inform decision-making is required. Experience with the administration of various UNDP contract modalities – FTA, JPO, IPSA, NPSA, UNV, internships, fellowships etc. is required.Desired skills in addition to the competencies covered in the Competencies section
Experience with the engagement of International / Local Consultants under IC/RLA modality is highly desirable. Experience in supporting the implementation of global projects and initiatives and working in global virtual teams is desirable. Ability to work independently and prioritize to meet multiple competing deadlines. Result-orientation and ability to work in a fast-paced environment. Experience in the use of ERP systems and/or electronic HR systems, such as Oracle Cloud, ATLAS, Quantum, etc. is an advantage.Required Language(s)
Fluency in English is required. Knowledge of other UN languages is an asset.Professional Certificates
Certifications/trainings in HR and people management related areas are highly desirable. DisclaimerImportant information for US Permanent Residents ('Green Card' holders)
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
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.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
Scam warning
The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.
