Human Resources Analyst (Nationals Only)

However, its development gains have not been distributed in an equitable way resulting in widening inequality despite making good progress women economic empowerment. Its economic reliance on foreign remittances and RMG have increasingly being exposed to the 4th Industrial Revolution and more recently COVID-19. While urbanization and industrialization continue to offer an economic dividend, they have a compound negative impact on eco-system health. Besides, climate and disaster remain major fault-line in the economy and society.

In addressing the challenges, the country was able to maintain a forward-facing policy environment. As a result, the reduction of poverty and inequality, and becoming a resilient nation remain the GoB’s top priority. The country is also known for its accelerated implementation approach of Sustainable Development Goals (SDGs) through nationally driven policies and investments.

In support of the country’s ambition, UNDP has been a strong partner of the government in co-designing policy solutions, capacity building and promoting innovations. The expectation from UNDP to play an SDG integrator role is growing in the context of the post-UN reform.  

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 supervision of the Sr. Operations Manager, 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 manages the CO HR Unit and supervises and leads the HR Unit personnel or 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.
 

• Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results.
• Advise management and personnel, as necessary, and keep management informed of new HR policies and practices and their implementation.
• Provide support in CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) on HR management where needed in CO to supplement SOPs issued by GSSC/OHR. Control workflows in the HR Unit.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes, including UNDP mandatory courses, gender, prevention of harassment, career development and knowledge management.
• Support the implementation, in coordination with Management and relevant units, of corporate targets, including gender indicators.
• Support the alignment of workforce/HR plan and business unit strategies and resource needs.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development, in line with the relevant policies, roles and procedures.
• Support the facilitation of staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms.
• Organize and coordinate UNDP’s participation in inter-agency exercises and surveys, such as the comprehensive and interim local salary surveys, hardship, and place-to-place surveys, as applicable, in coordination with the direct supervisor and partner agencies.
• Coordinate the Country Office HR support to the UN-system.
• 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.

Ensure effective human resources management of recruitment, staffing and entitlements in the Country Office:

• 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.

Ensure proper staff performance management, talent management, and career development in the CO:

• 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.

Ensure facilitation of knowledge building and knowledge sharing in the CO:

• 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. 
     

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

Supervisory/Managerial Responsibilities: Supervise HR unit’s personnel.
 

Achieve Results:LEVEL 2

• Scale up solutions and simplifies processes, balances speed and accuracy in doing work

Think Innovatively: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: UNDP People Management Competencies can be found in the dedicated site. 

Cross-Functional & Technical:

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 Management – Communication:

• 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

Business Management – Portfolio Management:

• Ability to select, prioritize 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 optimizing return on investment
• HR – People Analytics:

  Ability to generate and align people data with business intelligence data to inform strategic decision-

• Making; knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making

HR – Recruitment Design and Management:

• Knowledge of, ability to design and manage end to end recruitment processes

HR – Performance Management:

• Knowledge of and ability to guide the application of performance management theory, systems and tools, incl. articulation of expectations, setting objectives and performance standards; conducting performance related discussions and performance coaching; ability to develop performance management and appraisal processes that minimize biases

HR – L&D Planning:

• Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment