UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.
Under the supervision of the Operations Manager, with a matrix reporting line to the Regional HR Business Partner, the HR Analyst ensures effective delivery of HR services in the Afghanistan Country Office (CO). The incumbent interprets and applies HR policies, rules and regulations, implements 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. The HR Analyst works in close collaboration with the Programme, Operations and teams in the CO and UN Women regional Office (RO) ensuring successful CO performance in HR management.
Duties and Responsibilities
1. Provide technical and coordination support to the implementation of HR strategies and policies.
Ensure full compliance of HR activities with UN rules and regulations, UN Women policies, procedures and strategies;
Provide technical support in CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management as needed
Ensure proper use of contractual modalities
Provide coordination support of interim local salary, hardship and place-to-place surveys as needed.
2. Manage recruitment and selection within the offices.
Manage recruitment processes including drafting of job descriptions, vacancy announcement, screening of candidates, organization and participation in the interview panels.
Provide submission to the Compliance Review Panel
Manage and file contracts in and outside ERP
Provide support in Workforce planning
Monitor and track transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
Develop and manage consultancy rosters.
3. Implement of workplace relations and learning and development activities.
Ensure compliance of the mandatory training
Participate and lead the development of a learning plan
Develop and implement onboarding and orientation programmes for new personnel
Organize information session on workplace relations issues in coordination with the workplace relations team.
Escalate any issues related to workplace relations as needed
4. Provide performance management and career development support.
Oversee and facilitate the implementation of the performance review cycle, and escalate any issues related to performance management in a timely manner
Provide guidance to personnel on career planning as needed
Provide training on performance planning as needed
5. Provide data and reports as necessary.
Draft HR components of the biannual Workplan
Report of activities related to HR and provide data as necessary
6. Facilitate knowledge building and knowledge sharing.
Participate in the organization and conduct of training for operations/ programme staff on HR issues.
Provide inputs to knowledge networks and communities of practice.
Provide inputs and data to reports as necessary
Key Performance Indicators:
HR Policies, procedures and guidelines are followed
Recruitment and selection process is facilitated in a timely manner
All documentation is up to date, meeting audit standards
Mandatory trainings and performance assessments are implemented in a timely manner
Any workplace relation or performance management issues are escalated in a timely manner
Respect for Diversity
Awareness and Sensitivity regarding gender issues;
Creative Problem Solving;
Leading by Example
Strong understanding of human resources management
Good Analytical skills
Good planning and organization skills
Ability to promote a learning environment
Promotes a learning environment in the office
Strong team player, client-oriented
Strong IT skills, knowledge of an ERP system is an asset
Strong oral and written communication skills
General understanding of gender equality and women’s empowerment issues
Required Skills and Experience
Education and certification:
Master’s Degree or equivalent in HR, Business Administration, Public Administration, Social Sciences or related field.
A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree
At least 2 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
Experience in recruitment and selection processes
Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems.
Fluency in English is required
Knowledge of the other UN official working language is an asset.