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UNDP is seeking for hard working, self motivated, professionals, determined, dynamic and well disciplined staff for different vacant positions such as following.Kindly read carefully and apply in appropriate vacancies accordingly.
Minimum Education: Masters
Degree Title: Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.
Career Level: NOC
Minimum Experience: 5 Years(Minimum 5 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)
Work Permit: Pakistan
Under the guidance and direct supervision of DCD-O, the HR Specialist is responsible for advice to the senior management on the transparent implementation of HR strategies, effective delivery of HR services and management of the CO HR Unit.
He/she assesses client needs, interprets and applies HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues.
The HR Specialist promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.
The HR Specialist supervises and leads the professional and support staff of the HR unit. The HR Specialist works in close collaboration with the Programme, Operations, and project teams in the CO and UNDP HQ staff, HR staff in other UN Agencies ensuring successful CO performance in HR management.
Functions / Key Results Expected:
1. Ensures implementation of HR strategies and policies focusing on achievement of the following results:
Implementation of HR strategy in the CO; effective implementation of the internal control; proper design and functioning of the HR management system.
Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies. Interpretation of HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs.
Continuous analysis of corporate HR strategy 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 HR policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results.
Advice to Senior Management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation).
CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.
Leads the advocacy for the implementation, monitoring and compliance of the HR policies including gender and harassment, career development and knowledge management. Full compliance and completion by CO s/m of the Harassment course.
Development of procedures and practices that contribute to enhanced and improved HR management.
2. Ensures effective human resources management focusing on achievement of the following results:
Management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment. Oversight of recruitment under UNDP projects. Development and maintenance of data base of job applications.
Advice to office management on s/m competencies. Advice on s/m career development and training needs through the PMD.
Advice to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring of the entire UNDP project recruitment process.
Full compliance of the guidelines of the CRP/CRB.
Advice to the CO management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
Oversee payroll function for all staff and SC holders of UNDP and administering agencies.
Performs HR Manager Functions in Atlas. Leads corporate surveys as the Local Salary Survey, Global Staff Survey and other request from HQ´s and the CO Resident Representative.
Management of the International staff entitlements and position funding delegated to the HR Unit. Close communication with local Government institutions to solve international staff-related issues.
Close communication with HQ´s focal points pertaining to the correct administration of s/m entitlements and benefits.
Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.
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.
Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development. Advice on work plan, monitoring and performance team evaluation.
Effective learning management including establishment of the Whole Office Learning plan and individual learning plans in collaboration with the Senior Management
Provision of effective counseling to staff on career advancement, development needs, learning possibilities.
4. Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:
Design and implementation of training for operations/ programme staff on HR issues.
Synthesis of lessons learned 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 CO efficiency in human resources management and success in introduction and implementation of HR strategies and policies. Proper implementation of HR strategy and policies, management of HR system ensure client satisfaction and maintains high staff morale.
Competencies and Critical Success Factors:
Building Strategic Partnerships
Level 2: Identifying and building partnerships
Displays initiative, sets challenging outputs for him/herself and willingly accepts new work assignments
Takes responsibility for achieving agreed outputs within set deadlines and strives until successful outputs are achieved
Promotes UNDP’s agenda in inter-agency meetings
Promoting Organizational Learning and Knowledge Sharing
Level 2: Developing tools and mechanisms
Makes the case for innovative ideas documenting successes and building them into the design of new approaches
Identifies new approaches and strategies that promote the use of tools and mechanisms
Develops and/or participates in the development of tools and mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies
Job Knowledge/Technical Expertise
Level 2: In-depth knowledge of the subject-matter
Understands more advanced aspects of primary area of specialization as well as the fundamental concepts of related disciplines
Serves as internal consultant in the area of expertise and shares knowledge with staff
Continues to seeks new and improved methods and systems for accomplishing the work of the unit
Keeps abreast of new developments in area of professional discipline and job knowledge and seeks to develop him/herself professionally
Demonstrates comprehensive knowledge of information technology and applies it in work assignments
Promoting Organizational Change and Development
Level 2: Assisting the individuals to cope with change
Provides counseling and coaching to colleagues who are dealing with change Assists in the development of policies, communications, and change strategies
Performs appropriate work analysis and assists in redesign to establish clear standards for implementation
Design and Implementation of Management Systems
Level 2: Designing and implementing management system
Makes recommendations regarding design or operation of systems or programmes within organizational units
Identifies and recommends remedial measures to address problems in systems design or implementation
Level 2: Contributing to positive outcomes for the client
Anticipates client needs
Works towards creating an enabling environment for a smooth relationship between the clients and service provider
Demonstrates understanding of client’s perspective
Keeps the client informed of problems or delays in the provision of services
Uses discretion and flexibility in interpreting rules in order to meet client needs and achieve organizational goals more effectively
Solicits feedback on service provision and quality
Promoting Accountability and Results-Based Management
Level 2: Input to the development of standards and policies
Provides inputs to the development of organizational standards for accountability and results-based management
Develops and applies tools and techniques in assessing the application of programme and/or administer the policies and procedures
Promoting ethics and integrity, creating organizational precedents
Building support and political acumen
Building staff competence, creating an environment of creativity and innovation
Building and promoting effective teams
Creating and promoting enabling environment for open communication
Creating an emotionally intelligent organization
Leveraging conflict in the interests of UNDP & setting standards
Sharing knowledge across the organization and building a culture of knowledge sharing and learning. Promoting learning and knowledge management/sharing is the responsibility of each staff member.
Fair and transparent decision making; calculated risk-taking
Education: Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.
Experience: Minimum 5 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 and national language of the duty station.
“UNDP provides the Equal Opportunity for all equally qualified male & female including the physically challenged candidates, female candidates are particularly encouraged
to apply’’ (local and internal VA”).
“United Nations Development Programme (UNDP) does not charge fee at any stage of the recruitment process including application, interviews, selection or induction etc. Moreover,
UNDP does not concern itself with any information on the applicants’ bank accounts.”