Human Resources Assistant

Office/Unit/Project Description:

As part of its support for achieving the Sustainable Development Goals (SDGs), the United Nations Development Programme (UNDP) office in Tunisia is committed to advancing the implementation of the national vision for shared prosperity. The office manages a portfolio of interventions focused on strengthening democratic governance and access to social services, particularly justice, promoting inclusive and sustainable growth through green jobs for youth and women, supporting strategic development management with advanced tools, and fostering mechanisms for endogenous financing of the 2030 Agenda. Climate change resilience and universal access to energy are cross-cutting priorities. Additionally, UNDP Tunisia provides operational support services to various United Nations system agencies in Tunisia.

UNDP Tunisia is recruiting the services of a Human Resources Assistant to strengthen its Human Resources team.

Under the overall guidance of the Operations Manager- and the direct supervision of the CO Human Resources Associate, the Human Resources Assistant provides Human Resources services ensuring high quality, accuracy and consistency of work. The Human Resources Assistant promotes a client-oriented and consistent with rules and regulations approach in the Unit.
    
The Human Resources Assistant works in close collaboration with the operations, programme and projects’ staff in the CO staff for resolving basic Human Resources-related issues and information exchange.
 

Scope of Work:

Assist in the implementation of HR strategies focusing on achievement of the following results:

•    Assist in ensuring the full compliance of records and reports with UN rules, regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework.
•    Support the maintenance of an organized physical and electronic filing system of all HR records
•    Preparation of correspondence as requested
•    Ensure the updating of staff lists 
•    Ensure the updating of recruitment plan  

Implements HR services focusing on achievement of the following results:

•    Preparation of draft job descriptions, , compiling matrixes,
•    Provision of support in inputting and tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments and separations .
•    Submission of position classification through the system.
•    Planned and conducted new employee orientation .
•    Administrative dossier management for international and local staff with the competent authorities, handling permits, various certificates, …

Support in ensuring proper staff performance management and career development focusing on achievement of the following results:

•    Follow up with staff and management  to finalise the performance

Supports knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

•    Participation in the trainings for the operations/projects staff on HR.
•    Synthesis of lessons learnt and best practices in HR.

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

 

Institutional Arrangement:

•    The selected incumbent will be working under the overall guidance of the Operations Manager and under the direct supervision of the Head of HR.

 

Competencies: 

Core
Achieve Results:	LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline
Think Innovatively:	LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
Learn Continuously:	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 

Thematic Area	Name	Definition
Business Direction & Strategy	Strategic Thinking	Ability to develop effective strategies and prioritized plans in line with UNDP’s objectives, based on the systemic analysis of challenges, potential risks and opportunities; linking the vision to reality on the ground, and creating tangible solutions Ability to leverage learning from a variety of sources to anticipate and respond to future trends; to demonstrate foresight in order to model what future developments and possible ways forward look like for UNDP
Business Development	Human-centered Design	Ability to develop solutions to problems by involving the human perspective in all steps of the problem-solving process
Business Management	Change Management	Ability to prepare, support, and help individuals and teams in designing and implementing organizational change
HR – Recruitment	Recruitment design and management	Knowledge of, ability to design and manage end to end recruitment processes
HR – Learning and development	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”
HR – Talent management	Diversity and inclusion	Ability to design and deliver diversity and inclusion approaches; ability to integrate diversity and inclusion considerations into the specific people and organisational strategies, policies and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination; knowledge of practical ways to increase participation of under-represented groups in the workforce; knowledge of inclusive workplace practices and behaviours
HR – Talent management	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.

Minimum Qualifications of the Successful NPSA:

Min. Education requirements	Secondary Education is required, OR University degree in administration, business, management, social sciences, economics, development, HR management or relevant related field will be given due consideration but its not a requirement A specialized certification in HR is desired
Min. years of relevant work experience	Minimum 5 years (with secondary eduction) or 2 years (with Bachelor’s degree) of relevant HR and/or administrative experience is required at the national or international level in Human Resources Management.
Required  skills	Excellent knowledge or proven experience in the usage of computers and office software packages (MS Word, Excel, etc.) is required. Sound experience in maintaining organized filing systems, archiving and document management is required.
Desired skills in addition to the competencies covered in the Competencies section	Experience working for an international organization or multicultural team context is highly desirable. Experience working with web-based management systems or entreprise resource planning (ERP) systems is desirable. Experience in administration or management support roles is an asset. UN or UNDP HR certification is an asset.
Required Language(s)	Fluency in French and Arabic  with excellent verbal and written skills is required. Working knowledge of English is an asset.

 

The following documents shall be required from the applicants:

a)    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.  CVs or P11s MUST include reference to whether or not applicants have the required and desired skills, education, experience, language and certification requirements above for candidates to be considered for this position.
b)    A cover letter (maximum length: 1 page) indicating why the candidate considers him-/herself to be suitable for the position.
c)    Managers may ask (ad hoc) for any other materials relevant to pre-assessing the relevance of their experience, such as  reports, presentations, publications, campaigns or other materials.