Under the guidance and supervision of HR Officer, the HR Analyst is responsible for transparent implementation of HR strategies in DDR, effective coordination with UNDP CO and delivery of HR services and management of the DDR HR Unit. 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 works in close collaboration with the operations, programme and project teams in the DDR Unit and UNDP CO staff ensuring successful DDR performance in HR management.

Summary of Key Functions:  In close collaboration with UNDP CO, Implementation of HR strategies and policies  Effective HR management  Staff performance management and career development  Participate and support the conduct of UN-related surveys  Facilitation of knowledge building and knowledge sharing 1. Ensures implementation of HR strategies and policies through close coordination with UNDP CO, focusing on achievement of the following results:  Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control, proper design and functioning of the HR management system.  Assist and support in the 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.  Support and assist in the DDR Unit HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.  Implementation of the strategic approach to recruitment in the DDR Unit, proper use of contractual modalities, forecast of the staffing needs, performance evaluation and staff career development management. 2. Ensures through close collaboration with CO HR Unit the 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, making recommendations on recruitment.  Regular monitoring of DDR 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 and regular updating of rosters. 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, elaboration of performance evaluation indicators in consultation with the Senior Management.  Support to effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management and Learning Manager.  Provision of effective counseling to staff on career advancement, development needs, learning possibilities.  Assist in the implementation of strategic staffing policies in line with career development. 4. Ensures conduct of UN-related surveys focusing on achievement of the following results:  Support the CO HR unit in the organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys. 5. Ensures facilitation of knowledge building and knowledge sharing in the DDR unit 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. Impact of Results The key results have an impact on the overall DDR 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.

Competencies and Critical Success Factors Corporate Competencies:  Demonstrates integrity by modeling the UN’s values and ethical standards  Promotes the vision, mission, and strategic goals of UNDP  Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability  Treats all people fairly without favoritism Functional Competencies: Knowledge Management and Learning  Shares knowledge and experience and contributes to UNDP practice areas  Encourages office staff to share knowledge and contribute to UNDP Practice Areas  Develops deep understanding in HR  Promotes a learning environment in the office  Demonstrates strong coaching/mentoring skills, regularly providing helpful feedback and advice to others in the office  Actively works towards continuing personal learning and development in one or more practice areas, acts on learning plan and applies newly acquired skills Development and Operational Effectiveness  Ability to lead recruitment, contracts management, performance appraisal, career development management, build teams, maintain high staff morale  Strong IT skills  Ability to implement new systems (business side) and affect staff behavioral/ attitudinal change Management and Leadership  Focuses on impact and result for the client  Leads teams effectively and shows conflict resolution skills  Consistently approaches work with energy and a positive, constructive attitude  Demonstrates strong oral and written communication skills  Builds strong relationships with clients and external actors  Remains calm, in control and good humored even under pressure  Demonstrates openness to change and ability to manage complexities HR Certification programme Recruitment Qualifications Education: Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field. Experience: 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 the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems. Language Requirements: Fluency in the UN language and national language of the duty station.

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