Human Resources Analyst

Scope of Work 

Summary of Key Functions: 

• Implementation of HR strategies and policies
• Effective human resources management of recruitment, staffing and entitlements in the Country Office
• Proper staff performance management, talent management, and career development in the CO.
• Facilitation of knowledge building and knowledge sharing in the CO.

1. Ensures implementation of HR strategies and policies focusing on DDR Programme

• Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. 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 personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.
• Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes including mandatory courses, gender, prevention of harassment, career development and knowledge
  management.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and
  career development.

2. Ensure effective human resources management of recruitment, staffing and entitlements focusing on DDR Programme

• Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes updating job descriptions, proper job classification, preparing vacancy announcements, screening candidates, chairing interview panels (for the non-clustered positions)  recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. Provide oversight of recruitment under UNDP projects
• Liaise and coordinate with relevant focal person (including 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. Provide oversight of clustered services and report to supervisor for any cases to be escalated if and as needed.
• Facilitate timely contract management actions, in close coordination with supervisor and GSSC
• Develop and manage CO rosters as appropriate.
• Manage International and local personnel entitlements and position funding delegated to the CO HR Unit in consultation with budget owners and in close coordination with GSSC as needed.
• Support workforce reporting and data analysis.
• Asses the use of HR Companies for outsourcing some HR functions and support in management of contracting

3. Ensures proper staff performance management, talent management and career development focusing on DDR Programme personnel

• Analyze requirements, elaborate the protocol for and facilitate the performance management
  process.
• 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 .
• Support effective learning management including support of the Learning plan and
  individual learning plans in collaboration with the Talent Development
  Manager.
• Implement the Universal Access strategy ensuring access to role appropriate learning activities.
• Advise on programme personnel competency, career management/development, and training needs through the PMD.
• Provide effective counseling to personnel on career management, development needs, and learning
  possibilities.

4.Ensures facilitation of knowledge building and knowledge sharing focusing on DDR Programme

• Organize training for Operations and Programme staff on HR issues and other relevant matters, such as prevention of harassment, diversity and inclusion, etc.
• Co-create and facilitate local onboarding process of new personnel, leveraging corporate tools, in close consultation and coordination with hiring managers.
• Synthesize lessons learned and best practices in HR.
• 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.         

The HR Analyst directly reports to the HR Specialist. The HR Analyst works in close collaboration with the operations, programme and project staff in the CO and UNDP HQs staff for resolving complex HR-related issues and information exchange. While the HR Analyst will be fully integrated within the HR Team of the CO, the position will give more focus to the HR function of the DDR programme.

• 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 a 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

• Business Management: Project Management – Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals.
• 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
• Business Management: Resource Management – Ability to allocate and use resources in a strategic or tactical way in line with principles of accountability and integrity
• Administration & Operations:  Finance, Budget management – Ability to support budgetary aspects of work planning process, drawing and management of team budgets
• Administration & Operations:  Documents and records management – overall document (hard or electronic) management; registry and retention policy including storing and archiving.
• Administration & Operations:  Finance, Financial reporting, and analysis – understands changes in regulatory, legal and ethical frameworks and standards for financial reporting in the public sector. Ability to extract, evaluate financial data, derive relevant findings and present them in a meaningful and coherent manner to facilitate effective decision making and performance monitoring. Understands the benefits of integrated reporting, including non-financial resources such as human, social and intellectual capital, and environmental and governance performance.
• Audit & Investigation: Financial and Managerial Accounting and Finance key concepts – key concepts and principles of financial accounting, interpret financial analysis, managerial accounting, etc.

Education:

• 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 combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience:

• Applicants with 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.

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.
• Experience in core Human resources function; recruitment, benefits and entitlement, payroll….etc is required.

Desired skills in addition to the competencies covered in the Competencies section

• Experience in managing performance evaluation and employee benefits is desired.
• Proven experience in multi-tasking is an asset.
• Experience in working at international organizations or UN/UNDP is an asset.
• Experience in talent management and career development is an asset.

Required Language(s)

• Fluency in the UN language of the duty station is required (English).
• Fluency in the national language of the duty station (Amharic) is required for local staff.
• Knowledge of another UN language is desirable.

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