Head of Human Resources

Background

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

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.

Under the guidance and supervision of the Operations Manager, the Head of Human Resources (HR)/HR Analyst is responsible for transparent implementation of HR strategies in UNDP India, effective delivery of HR services and management of the Country Office (CO) HR Unit. She/he analyses, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. The Head of HR promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The Head of HR supervises and leads the staff of the HR Unit. She/he works in close collaboration with the operations, programme and project teams in the CO and UNDP HQ staff ensuring successful CO performance in HR management. In this context the Human Resources Unit is entrusted with the following priorities:

• 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 Centres
• Counselling and career advice

Under the direct supervision of the Operations Manager, the Head of HR is responsible for ensuring that the organization can attract and effectively manage required talent and contributing to a culture of high performance and innovation.

She/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.

Duties and Responsibilities

Summary of Key Functions:

 Implementation of HR strategies and policies
 Effective HR management
 Staff performance management and career development
 Coordination 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, and UNDP policies, procedures and strategies
 Effective implementation of internal controls, and proper design and functioning of the HR management system.

 Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research on matters related to conditions of service, salaries, allowances and other policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.

 Mapping of CO HR business processes, elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, and control of the workflows in the HR Unit.

 Implementation of a strategic approach to recruitment in the CO, including proper use of contractual modalities, forecasting of staffing needs, performance evaluation and management of staff career development.

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

 Management of recruitment processes including job descriptions, job classification, vacancy announcement, screening of candidates, chairing interview panels, and making recommendations on recruitment. Oversight of recruitment under UNDP projects.

 Review and certification of submissions to the Compliance Review Panel (Local and Regional).

 Performing HR Manager functions in Atlas, and 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.

 Management of International staff entitlements and HR unit funding.

 Development and management of rosters.

 Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.

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

 Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process, and elaboration of performance evaluation indicators in consultation with Senior Management.

 Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with Senior Management, and implementation of a strategy ensuring access to role appropriate learning activities.

 Provision of effective counseling to staff on career advancement, development needs, and learning possibilities.

 Implementation of strategic staffing policies in line with career development.

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

 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.

IV. Impact of Results

The key results have an impact on the overall CO efficiency in human resources management and success in introduction and implementation of HR strategies and policies. Accurate, thoroughly researched and documented information, its dissemination, timely and appropriate delivery of services ensure client satisfaction and maintains high staff morale. It enhances UNDP credibility of UNDP as an effective and efficient organization in the HR sector.

Competencies

Core Competencies:

Innovation

Ability to make new and useful ideas work
Adept with complex concepts and challenges convention purposefully.

Leadership

Ability to persuade others to follow
Generates commitment, excitement and excellence in others

People Management

Ability to improve performance and satisfaction.
Synthesizes information to communicate independent analysis

Delivery

Ability to get things done while exercising good judgement
Meets goals and quality criteria for delivery of products or services

Technical/Functional:

Building Strategic Partnerships

Maintains an established network of contacts for general information sharing and to remain up-to-date on partnership related issues.
Establishes and nurtures positive communication with partners and stakeholders.

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

Promoting Organizational Learning and Knowledge Sharing

Generates new ideas and approaches, researches best practices and proposes new, more effective ways of doing things
Documents and analyses innovative strategies and new approaches
Identifies and communicates opportunities to promote learning and knowledge sharing

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

Job Knowledge/Technical Expertise

Understands and applies fundamental concepts and principles of a professional discipline or technical specialty relating to the position
Possesses basic knowledge of organizational policies and procedures relating to the position and applies them consistently in work tasks
Analyzes the requirements and synthesizes proposals
Strives to keep job knowledge up-to-date through self-directed study and other means of learning
Demonstrates good knowledge of information technology and applies it in work assignments

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

Promoting Organizational Change and Development

Researches and documents ‘best practices’ in organizational change and development within and outside the UN system
Demonstrates ability to diagnose problems and identifies and communicates processes to support change initiatives
Gathers and analyses feedback from staff

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

Research and analysis and making recommendations on management systems
Maintains information/databases on system design features
Develops simple system components

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

Client Orientation

Establishing effective client relationships
Researches potential solutions to internal and external client needs and reports back in a timely, succinct and appropriate fashion
Organizes and prioritizes work schedule to meet client needs and deadlines
Establishes, builds and sustains effective relationships within the work unit and with internal and external clients
Actively supports the interests of the client by making choices and setting priorities to meet their needs
Anticipates client needs and addresses them promptly

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

Promoting Accountability and Results-Based Management

Gathers, analyzes and disseminates information on best practice in accountability and results-based management systems.

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

Required Skills and Experience

Education:

Master’s Degree, in HR, Business Administration, Public Administration or related field.

Experience:

A minimum of 2 years’ experience in leading and providing HR advisory services and/or managing staff and operational systems at the national or international level.
Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems.
HR certification from a reputable institution is a distinct advantage.

Language Requirements:

Fluency in English and national language of the duty station.