The following documents shall be required from the applicants:
Personal CV or P11, indicating all past positions held and their main underlying functions, their durations (month/year), the qualifications, as well as the contact details (email and telephone number) of the Candidate, and at least three (3) the most recent professional references of previous supervisors. References may also include peers.
A cover letter (maximum length: 1 page) indicating why the candidate considers him-/herself to be suitable for the position.
UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). UNDP’s policy work carried out at HQ, Regional and Country Office levels offers a spectrum of deep local knowledge to cutting-edge global perspectives and advocacy. In this context, UNDP invests in its Global Policy Network (GPN), a network of field-based and global technical expertise across a wide range of knowledge domains and in support of the signature solutions and organizational capabilities envisioned in UNDP’s Strategic Plan.
Within the GPN, the Bureau for Policy and Programme Support (BPPS) has the responsibility for developing all relevant policy and guidance to support the results of UNDP’s Strategic Plan. BPPS staff provides technical advice to Country Offices; advocates for UNDP corporate messages; represents UNDP at multi-stakeholder fora, including public-private, government and civil society dialogues; and engages in UN inter-agency coordination in specific thematic areas.
BPPS’ Nature Climate and Energy (NCE) Team works with governments, civil society, and private sector partners to integrate natural capital, environment and climate concerns into national and sector planning and inclusive growth policies; support country obligations under Multilateral Environmental Agreements; and implement the UN’s largest portfolio of in-country programming on environment, climate change, and energy. This multi-billion dollar portfolio encompasses:
Biodiversity and Ecosystem Services including forests;
Sustainable Land Management and Desertification including food and commodity systems;
Water and Ocean Governance including SIDS;
Climate Change Mitigation and Adaptation;
Chemicals and Waste Management;
Environmental Governance and Green/Circular Economy and SCP approaches.
This work advances crosscutting themes on innovative finance, digital transformation, capacity development, human rights, gender equality, health, technology, and South-South learning.
In addition to UNDP’s bilateral partnerships in NCE, UNDP is an accredited multilateral implementing agency of the Green Climate Fund (GCF), the Multilateral Fund (MLF), the Adaptation Fund (AF) and the Global Environment Facility (GEF). As part of UNDP’s partnership with these vertical funds (VFs), UNDP provides countries specialized integrated technical services for eligibility assessment, programme formulation, capacity development, policy advice, technical assistance, training and technology transfer, mobilization of co-financing, implementation oversight, results management and evaluation, performance-based payments and knowledge management services.
As the UN system’s development programme and an Environmental Finance Implementing Agency since 1991, UNDP supports countries in addressing development, climate, and ecosystem sustainability in an integrated manner. UNDP’s comparative advantage lies in its global network of country offices, its experience in integrated policy development, human resources development, institutional strengthening, and non-governmental and community participation. UNDP assists countries in promoting, designing and implementing activities consistent with both the Vertical Fund mandate and national sustainable development plans.
Under the supervision of the Nature, Climate, and Energy Administrative Specialist, and in close collaboration with the BPPS Human Resources Business Partners and BPPS Strategy and Systems Management (SSM) unit, the Human Resources Analyst will provide support to the NCE Team and Project managers and staff with effective and transparent HR management. The Human Resources Analyst will additionally work closely with the NCE Operations Specialists, and programme and project teams at Headquarters and based in the Reginal Hubs for the effective delivery of human resources services.
The HR Analysts will work from home
The HR Analysts will report to, and be directly supervised by, the NCE Administrative Specialist, based in New York, USA
The HR Analysts will be given access to relevant information and systems necessary for execution of the tasks under this assignment
The HR Analysts will be responsible for providing her/his own workstation (i.e. laptop, internet, phone, scanner/printer, etc.) and must have access to reliable internet connection when working from home-base
Given the global consultations to be undertaken during this assignment, the HR Analysts are expected to be reasonably flexible with his/her availability for such consultations taking into consideration different time zones
Duties and Responsibilities
Under the supervision of the NCE Administrative Specialist, the HR Analyst will provide support in the following areas:
Provide support to HR Personnel management, information, and tracking:
Maintain internal personnel databases on all staff and personnel, including information on contracts, performance, deployment, demographics and learning;
Prepare documents, statistics, and reports both pro-actively and as required or requested;
Provide personnel information to internal and external parties as appropriate;
In collaboration with BPPS HR Business partners and BPPS/SSM, monitor all transactions related to positions, recruitment, hires, benefits, and separations through Atlas and/or SSM portal to ensure accuracy of data;
Track contract status, management, and administration of all NCE Unit’s interns and I/NPSAs both at headquarters and in the field, and act proactively to extend, or conclude, them in a timely manner;
Support effective succession management and workforce planning through timely and accurate projection of vacancies;
Support Region-based teams on HR management processes and provide timely response to specific issues and queries to optimize overall HR performance and portfolio delivery;
Coordinate with NCE procurement support teams and/or BMS/CPU efforts to ensure optimal approach is adopted to contract external experts, including feeding rosters with identified recommended candidates.
Provide technical support to the successful implementation of policies, practices andprocedures to meet the evolving needs of the unit in the area of recruitment:
Ensure transparent and competitive recruitment and selections processes in line with corporate guidelines and policies, leading to timely sourcing, selection and placement of required talent;
Advise hiring managers on the best staffing modality and appropriate use of different contract types and recruitment methods;
Through OHR’s Central Recruitment Unit, facilitate competitive recruitment and selection processes for FTA/TA positions, including reviewing and providing guidance on development of job descriptions, screening of candidates, preparation of relevant assessment tools and reports, proper panel composition, writing of interview reports when necessary, and preparing submissions to the Appointment and Promotion Board/Panel in collaboration with HR Business Partners where necessary;
Facilitate and coordinate the job classification process by obtaining budget clearances, requesting updates or creation of positions, updating organigrammes, undertaking internal circulation and sending job descriptions to OHR for classification;
Facilitate interview panels, conduct reference checks (including Clear Check for external candidates), and follow upon the approval processes as necessary;
Development and maintenance of rosters in relation to recruitment and other staffing needs;
Gather and compile documentation and information related to recruitment within the unit and in ERP systems as required/necessary;
Maintain internal recruitment database on positions, including information on completion of milestones to determine bottlenecks, suggesting and implementing remedies, and ensuring recruitments are completed within established timelines;
Maintain internal Terms of Reference and SOPs for recruitment processes;
Stays up-to-date with changing guidelines and processes with relation to human resources;
In consultation with the NCE Administrative Specialist, provides advice and information on issues related to areas of work;
Briefs and debriefs staff on issues relating to areas of work.
LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline
LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback
Adapt with Agility:
LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible
Act with Determination:
LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident
Engage and Partner:
LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships
Enable Diversity and Inclusion:
LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination
Cross-Functional & Technical competencies:
Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.
Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience.
Ability to manage communications internally and externally, through media, social media and other appropriate channels.
HR – People strategy and planning – Job Evaluation
Knowledge of the UN job evaluation methodology, theory and application.
HR – People strategy and planning – Assessment and selection
Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs.
Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals.
Required Skills and Experience
Minimum Qualifications of the Successful IPSA:
Min. Academic Education Requirements
Master’s degree in Business or Public Administration, Human Resources, or related area;
A Bachelor’s degree in Business, Social Sciences, Public Administration, or other closely field with at least 02 years of relevant experience will also be accepted;
Certification in Human Resources is an asset.
Min. years of relevant Work experience
Relevant experience with a Master’s degree, or 02 years with a Bachelor’s degree, of HR experience at the national and/or international level is required, particularly with experience in recruitment highly desirable.
Experience in providing human resources and/or recruitment support to a globally-distributed client base.
Desired additional skills
At least 2 years of knowledge of an ERP System (such as Atlas), UN Staff Rules and Regulations, and UNDP policies, guidelines, recruitment, and benefits and entitlements strongly desired;
Knowledge of other UN languages is an asset;
Direct experience with, or knowledge of, vertical funds is an advantage.
Required Language(s) (at working level)
Fluency in written and spoken English