Job Identification : 12215

Locations : Bogota, Colombia

Posting Date : 08/28/2023, 08:00 PM

Apply Before : 09/05/2023, 03:59 AM

Job Schedule : Full time

Agency : UNDP

Grade : NOB

Vacancy Type : Fixed Term

Practice Area : Management

Bureau : Regional Bureau for Latin America and the Caribbean

Contract Duration : 1 Year with Possibility for extension

Education & Work Experience : Master’s Degree – 2 year(s) experience OR Bachelor’s Degree – 4 year(s) experience

Other Criteria : University degree in Human Resources, Business Administration, Public Administration or related, with 2 or 4 years of relevant work experience.

Required Languages

Fluency in Spanish and working knowledge of English are required.Vacancy Timeline

4 Weeks

Mobility required/no mobility

no mobility required

Job Description

Background

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.

The United Nations Development Program – UNDP works in more than 170 countries and territories, providing assistance to develop policies, leadership and association skills, institutional capacities and resilience building, fostering development. The UNDP Strategic Plan 2022-2025 describes the future direction of UNDP, continuing to work through its six signature solutions on poverty and inequality, governance, resilience, environment, energy and gender equality. These are where countries’ needs are greatest and where the capabilities and position of UNDP within the United Nations development system best equip the organization to work. Learning from the lessons of the last four years, the signature solutions will be adapted to better match countries’ evolving priorities. Collaborating across the strengthened United Nations system and beyond, UNDP will develop integrated approaches that apply combinations of solutions for greater impact. Powerful enablers – strategic innovation, digitalization and development finance – will further accelerate and scale results.

UNDP is part of the 26 United Nations Agencies, Funds and Programs in Colombia, contributing to the achievement of the United Nations Cooperation Framework for Sustainable Development. The UNDP Country Program Document 2021-2024 seeks to support the efforts of the Colombian government for the transition to peace and the consolidation of its position as a medium-high income country; with three work priorities: 1) Stabilization: “Peace with Legality”; 2) Migration as a development factor; and 3) Technical assistance as an accelerator of the achievement of the catalytic Sustainable Development Goals.

UNDP in Colombia works in 28 departments and 319 municipalities. At the programmatic level, UNDP Colombia is organized into 2 Clusters and 5 Portfolios: The Inclusive Sustainable Development Cluster, which brings together the Sustainable Development and Poverty and Inequity Reduction portfolios, and the Peacebuilding and Inclusive Governance Cluster, which brings together the Portfolios of Democratic Governance, Peacebuilding, Crisis Response and the Rule of Law.

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.

Position Purpose

Under the guidance and direct supervision of the Deputy Resident Representative and Resident Representative the Human Resources (HR) Analyst is responsible for transparent implementation of the HR strategies in the CO and effective guidance on HR matters, by the team, for the full life cycle of personnel—from staff attraction, through onboarding, talent development, performance, career development and offboarding, in close cooperation with the different units within the office and HQ, if applicable.

The HR Analyst analyses, interprets and applies HR policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues. He/she promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale, assuring that stakeholders – CO management, CO personnel, other agencies and counterparts -receive timely responses to their queries and requests, enhancing UNDP credibility as a transparent and effective organization in the HR sector.

The HR Analyst manages the CO HR Unit and supervises/leads the staff of the HR Unit. The HR Analyst works in close collaboration with the Operations, Programme, project teams and other units within the CO, UNDP HQ OHR Business Partners, staff in GSSC, Legal Support office and other UN Agencies to ensure successful CO performance in HR management. She/he liaises with, proactively supports services provided to agencies, funds, and programmes, and promotes a client-oriented approach to their work, nurturing good relationships and collaboration with all the parties.

Duties and Responsibilities

Summary of Key Functions:

•  Implementation of HR strategies and policies, with consideration to People for 2030 and focus on diversity.
•  Effective HR management: employees’ life cycle approach.
•  Personnel performance management and career development.
•  Conduct of UN-related surveys and harmonization of services.
•  Facilitation of knowledge building and knowledge sharing.

1.) Implementation of HR strategies and policies, with consideration to People for 2030

•  Ensures full compliance of HR activities with UNDP policies, procedures and strategies, effective implementation of the internal control framework and the proper functioning and design of the office’s HR management system and practices. Special consideration to People for 2030.
•  Continuous analysis of corporate HR strategies and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the 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.
•  Seeks out and shares information on corporate strategies, changes in rules and regulations, implementation of personnel rules, application of entitlements and HR business processes.
•  Review of CO HR business processes to optimize them, mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
•  identify and share both procedures and policies related to the recruitment, hiring and general people management processes and ensuring their proper appropriation by those responsible in a coordinated manner with the service center manager.
•  Support the elaboration and implementation, in coordination with the supervisor and Management, of HR strategy on audit recommendations.
•  Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
•  Gender equality approach incorporated in the CO Human Resources processes.
•  Special focus on attracting diversity to join UNDP.

2.) Effective HR management: employees’ life cycle approach

•  Defines and leads the required elements considering employees’ life cycle approach: attraction (diversity), recruitment (in coordination with service centre), onboarding/reboarding, development (talent recognition, inner motivation), retention (including wellbeing), and separation.
•  Develops, refines, and coordinates country office attraction, on-boarding and offboarding programmes. Promotes a good work environment, work/life balance, prevention of Sexual Exploitation and abuse and Sexual Harassment PSEA/SH (acting as focal point), gender equality (as a gender team member), and other initiatives for staff well-being, including those related to a safe and secure environment in the workplace.
•  Participates in the interagency Operations Management Team and works with the interagency HR Group to design and implement UN HR joint local initiatives.
•  Liaises with the Legal Support Office on staff/PSA legal cases and CIGNA/MAIP/Appendix D focal points on claims related issues.
•  Acts as financial disclosure focal point to assist and follow up on UNDP personnel designated to file a Financial Disclosure statement, providing them with the guidance required.

3.) Staff performance management and career development

•  Analyzes requirements and elaborates on the protocol for the performance appraisal process and the facilitation of the process, acting as a Secretary of Talent Management Review Group (TMRG).
•  Actively participates in the country office learning committee as the Talent Development Manager and provides guidance and input to the development and implementation of the CO talent development plan.
•  Elaborates on proposals on implementation of strategic personnel policies in line with talent and career development.
•  Implementation of strategic staffing policies in line with career development and high potential programmes.

4.) Ensures conduct of UN-related surveys focusing on achievement of the following results and harmonization of services

•  Participates and contributes to the comprehensive and interim UN local staff salary surveys as member of the Local Salary Survey Committee.
•  Coordinates and liaises with the consultant firm on the remuneration survey for other Agencies’ Service Contractors.
•  Given provision of contracts for several UN Agencies, potential transition from SC to other forms of contracts and any other services that require attention, harmonization, engagement and accompaniment are required.

5.) Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results

•  Provide support in the organization of trainings for Country Office personnel on HR issues.
•  Synthesis of lessons learnt and best practices in HR.
•  Contributes to knowledge networks and communities of practice.
•  Contributes to the information channels for HR, including intranet sites, bulletins, and other communication tools.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning ofthe Office and the Organization.

Supervisory/Managerial Responsibilities: This role will be responsible for supervising staff in the HR unit, and therefore, requires demonstration of UNDP People Management competencies.

Competencies

Core Competencies

•  ACHIEVE RESULTS – LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work.
•  THINK INNOVATEVELY – LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking.
•  LEARN CONTINUOUSLY – LEVEL 2: Go outside comfort zone, learn from others and support their learning.
•  ADAPT WITH AGILITY – LEVEL 2: Adapt processes/approaches to new situations, involve others in change process.
•  ACT WITH DETERMINATION – LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously.
•  ENGAGE AND PARTNER – LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships.
•  ENABLE DIVERSITY AND INCLUSION – LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.

People-Management Competencies UNDP People Management Competencies can be found in the dedicated site.

Cross-Functional Competencies

•  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 DEVELOPMENT
  •  KNOWLEDGE GENERATION: Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.
•  BUSINESS MANAGEMENT
  •  PORTFOLIO MANAGEMENT: Ability to select, prioritise and control the organization´s programmes and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimising return on investment.
  •  CUSTOMER SATISFACTION / CLIENT MANAGEMENT: Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers’ needs.
  •  Provide inputs to the development of customer service strategy.
  •  Look for ways to add value beyond clients’ immediate requests.
  •  Ability to anticipate client’s upcoming needs and concerns.

Technical Competencies

•  HR – PEOPLE STRATEGY AND PLANNING
  •  HUMAN RESOURCES STRATEGIC PLANNING: Ability to develop integrated HR strategies, governance structures, policies and procedures.
•  HR – TALENT MANAGEMENT
  •  DIVERSITY AND INCLUSION: Ability to design and deliver diversity and inclusion approaches: ability to integrate diversity and inclusion considerations into the specific people and organizational strategies, policies and initiatives.
  •  knowledge of the theory and methods to mitigate biases and eliminate discrimination, knowledge of practical ways to increase participation of underrepresented groups in the workforce, knowledge of inclusive workplace practices and behaviours.
•  2030 AGENDA: PEOPLE
  •  GENDER: Gender mainstreaming.

Required Skills and Experience

Education:

•  Advanced university degree (Master’s degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required.
•  A first-level university degree (Bachelor’s Degree) in Human Resources, Business Administration, Public Administration, or related field with a combination of an additional two (2) years of qualifying experience will be given due consideration in lieu of the master´s degree.

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 advisory services and managing personnel is required.

Required skills and competencies:

•  Experience in the usage of computers and office software packages (MS Word, Excel, etc.).

Desired Criteria:

•  Additional experience (at least 8 years) in comprehensive human resources management is highly desirable.
•  Experience in employee lifecycle management is desirable.
•  Experience in organizational culture management (corporate values and principles) is desirable.
•  Experience in conflict resolution in the workplace is desirable.
•  Other desirable profile criteria:
  •  Experience in handling web-based management systems and operational systems is desirable.
  •  HR certification is an advantage.
  •  Knowledge of UN/UNDP human resources policies and guidelines is an advantage.
  •  Experience with HR processes (re) engineering is an advantage.

Languages:

•  Fluency and proficiency in English and Spanish (written and verbal).

Disclaimer

Important applicant information

All posts in the NO categories are subject to local recruitment.

Candidates selected pursuant to this vacancy may be subject to UNDP’s policy on Probation upon assignment.

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.

Workforce diversity

UNDP is committed to achieving diversity within its workforce, and encourages all qualified applicants, irrespective of gender, nationality, disabilities, sexual orientation, culture, religious and ethnic backgrounds to apply. All applications will be treated in the strictest confidence.

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