Human Resources Analyst

In DRC, UNDP aims at supporting the government in its efforts to eradicate extreme poverty in all its forms and to reduce inequalities and the vulnerability of the population. To this end, an integrated approach to three main priorities has been adopted: i) promotion of governance: which aims to improve the legal and institutional environment necessary to strengthen the inclusion of target populations in decision-making and promote their well-being; ii) economic transformation: which aims to support the achievement of a structural transformation towards a sustainable and inclusive green economy using a human development approach; and iii) stabilization and resilience: which targets support to fragile and conflict-affected regions through a comprehensive and integrated package of support.

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals.  The HR team applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace

Under the guidance and supervision of HR Specialist, the HR Analyst is responsible for transparent implementation of HR strategies and effective delivery of HR services in a medium to large size Country Office. 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.
The HR Analyst is a team member of the HR Unit. The HR Analyst works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to ensure successful CO performance in HR management.
UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.
 

Example of Duties:   •   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, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. Provide oversight of recruitment under UNDP projects and facilitate recruitment at the request of UN partner agencies.
•   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. Provide oversight of clustered services and report to supervisor and/or CO management for any cases to be escalated if and as needed.
•   Oversee timely contract management actions, in close coordination with supervisors and senior management. 
•   Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. 
•   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.
•   Initiate the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
•   Support workforce reporting and data analysis.
•   Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results.  Support the co-creation of a local engagement survey action plan.
•   Manage HR processes delegated to COs, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.
3.) Ensure proper staff performance management, talent management, and career development in the CO.

Example of Duties:   •   Coordinate performance management and recognition programmes of CO through its stages, ensuring completion of milestones. Elaborate performance evaluation indicators in consultation with the Senior Management and Unit supervisors.
•   Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations.
•   Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools. Provide advice to personnel on performance management policies. 
•   Advise management and personnel on CO work plan and performance management cycles. 
•   Support effective learning management including the learning needs analysis and establishment of the CO-wide Learning plan in collaboration with senior management and the Talent Development Manager. 
•   Implement the Universal Access strategy ensuring access to role appropriate learning activities. Advise office management and project managers on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable. 
•   Provide effective counseling to staff and supervisors, as appropriate, on career management, development needs and learning possibilities.
•   Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.
4.) Ensure facilitation of knowledge building and knowledge sharing in the CO.

Example of Duties:   •   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.
•   Support the facilitation of training to and advise CO personnel, in coordination with the Talent Development Manager, on corporate learning and development initiatives, platforms, systems, needs assessment, etc.
•   Synthesize lessons learned and best practices in HR.
•   Make sound contributions to knowledge networks and communities of practice. 
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