The HR and KM Associate may supervise and lead support staff in the HR Unit. The HR and KM Associate 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 exchange information and resolve HR-related issues. The HR and KM Associate will support the CO in the implementation of the corporate knowledge management strategy to set up a customized system of knowledge and a culture of learning.

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.

• Coordinate the development and implementation of a knowledge management strategy aligned with organizational objectives.
• Develop KM tools, and processes that aligns with HR strategies and policies to capture, organize, and disseminate knowledge at the CO level.
• Identify, gather, and categorize relevant knowledge assets, including, good practices, lessons learned, insights, and information. Ensure that these assets are properly documented, stored, and accessible to all team members.
• Manage and organize knowledge repositories, databases, and information systems.
• Ensure information is accurate, up-to-date, and easily accessible to UNDP staff members as well as relevant stakeholders
• Compile area-specific guidelines, relevant links to trainings, standard operating procedures (SOPs) as well as documented best practices within SharePoint and ensure the documentation remains consistently updated.
• Analyze and synthesize statistical data, lessons learned, best practices, and guidelines pertaining to knowledge management and networking initiatives. Communicate these findings internally to foster a culture of continuous learning and heightened awareness.
• Regularly assess the effectiveness of knowledge management initiatives and make adjustments as necessary.
• Develop and maintain key performance indicators (KPIs) to measure the impact of knowledge management efforts.
• Formulate recommendations that will inform senior management decisions and orient strategic documents and actions aimed at improving the analysis, dissemination, and utilization of available knowledge products.
• Identify training needs related to knowledge management and develop programmes to build capacity within the organization.
• Evaluate and recommend technology solutions to enhance knowledge management processes.
• Stay abreast of emerging tools and trends in knowledge management.

• Ensure full compliance of HR recording and reporting systems with UN rules and regulations, and UNDP policies, procedures, and strategies (HR for people 2030 strategy); effective implementation of internal controls; and proper functioning of the HR management system.
• Develop and implement detailed action plans to execute key components of the corporate strategy, with a specialized emphasis on HR initiatives aligned with the “People 2030” strategy
• Collaborate with HR team to ensure that all HR initiatives are consistent with and contribute to the achievement of the “People 2030” vision
• facilitate communication and collaboration in the execution of strategic initiatives.
• Develop and implement KPIs to measure the success and impact of HR-related strategic initiatives aligned with the “People 2030” strategy.
• Ensure timely and effective implementation of strategic initiatives.
• Regularly monitor and report on the progress of HR strategy implementation to senior management.
• Provide insights and recommendations based on data analyses for HR-related strategies in the CO.
• Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of CO.
• Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development.
• Analyze and Advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

• Organize recruitment processes in coordination with GSSC and Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, and submission of compliance review cases as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
• Provide advice on recruitment in UNDP projects and facilitate recruitment at the request of partner agencies.
• Facilitate creation and update of positions in ERP, and association and update of positions to chart fields, in coordination with budget owners.
• Follow up with Finance staff and GSSC on Global payroll issues.
• Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations through ERP, in coordination with GSSC as applicable.
• Maintain the CO staffing table and administer CO local rosters where relevant.
• Validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
• Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.

• Facilitate the performance and talent management processes and maintain related data acting as Secretary to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs.
• Participate in preparation of the CO-wide Learning plan in consultation with the Senior Management, HR Analyst and Talent Development Manager.

• Organize training for the Operations and projects staff on HR issues.
• Collaborate with various teams and stakeholders within UNDP Morocco to ensure seamless knowledge sharing and coordination.
• Share information with personnel on corporate learning and development initiatives, systems, and platforms in coordination with the Talent Development Manager.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.
• Facilitation of the personnel onboarding process and maintenance of the related data; acting as alternative Focal Point for onboarding of newly hired personnel.
• Participation in preparation of the UNDP onboarding sessions in close collaboration with the Senior Management and UNDP CO Operations team
• Provide input for the co-creation of a local onboarding plan, leveraging corporate resources.

• Secondary education is required or
• University degree in HR, Business Administration, Public Administration, Social sciences or an equivalent field will be given due consideration but not a requirement.
• Specialized certification in HR is desired.

• Minimum of 7 years (with high school diploma) or 4 years (with bachelor’s degree) of progressively responsible HR and/or administrative experience at the national or international level is required.
• Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP is required.
• Relevant HR experience in UN System is an asset.
• Knowledge of analytics tools such as power bi is asset.

• Fluency in French as UN language of the duty station is required.
• Fluency in Arabic as national language of the duty station is required for local staff.
• Knowledge of another official united nations language, particularly English, is an asset.

N/A

Cross-Functional & Technical competencies (insert up to 7 competencies) 

Performance management

Career management/development

Recruitment

Learning planning

HR transactions