Background and Organizational Context
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
UNDP, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. As part of this commitment, UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Center (GSSC) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), advisory and support services to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSC was set up earlier in 2003 in Copenhagen and it provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSC/HR in Copenhagen has established a legacy as a major Human Resources administration center within the United Nations and is recognized as a center of excellence. The Global Shared Service Center (GSSC) is part of the Bureau for Management Services (BMS).
In the area of Human Resources, the GSSC supports both staff and management in UNDP offices and units, with the full cycle of HR services ranging from recruitment, talent management, learning and development, HR policy and advisory services, benefits and entitlements management, payroll and banking transactions.
In Kuala Lumpur as well as six UNDP Regional Bureau Service Centers (RSCs) – Addis Ababa, Amman, Bangkok, Dakar, Istanbul and Panama – the recruitment and administration of local personnel will be proximity-based and managed by outposted GSSC personnel who report directly to the Global Shared Services Center (GSSC) in Copenhagen.
Position Purpose
The Recruitment Associate (RA) is responsible for the transparent implementation of the outposted recruitment of personnel for country offices in the assigned region. S/he is accountable for the integrity, transparency and accuracy of recruitment and HR services, assuring full compliance with HR policies and procedures. The RA advises internal and external clients and managers on policies, guidelines and services and promotes a collaborative and client-oriented approach, sharing knowledge and best practice, including conducting training courses and coaching. Clients with whom there is direct contact may include UN Agency staff and other personnel in country offices as well as other units in UNDP.
The RA is jointly responsible for meeting the agreed GSSC HR work plan deliverables supporting the overall HR Strategy. The RA provides leadership for the coordination of the work of the team, in order to meet the work plan deliverables.
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.
Duties and Responsibilities
Administer and implement Recruitment Strategy and Plans in full compliance with Staff Rules & Regulations, UNDP HR Policies and Guidelines, to achieve the following results:
- Ensure regular interaction with HR Focal Points in Country Offices on consolidated region-wide operationalization of recruitment strategies and plans.
- In collaboration with hiring managers in Country Offices, elaborate recruitment strategies for each recruitment case.
- Ensure full compliance of HR activities with UN Rules & Regulations, UNDP policies, procedures and guidelines.
- Responsible for effective implementation of the Standard Operating Procedures (SOPs) in support of transparent and competitive recruitment, selection and placement processes, including but not limited to the classification/validation of terms of reference for personnel positions, vacancy announcements, screening of candidates, organization of interview panels, finalization of candidate selection/approvals and handover of completed recruitment cases to GSSC HR Administration Team for hiring, onboarding and contract management.
- Promote equity, transparency and consistency in the interpretation, determination, implementation and administration of HR recruitment policies, procedures and guidelines applicable to locally recruited project personnel.
- Ensure delivery of a high quality, timely and accurate recruitment service to enhance client understanding and confidence in GSSC HR as a credible HR service provider.
- Ensure accurate data management in Quantum.
- Contribute to the elaboration and maintenance of SOPs on candidate roster management for local/regional job vacancies and encourage the use of rosters for fast-track recruitments.
- In close cooperation with country offices, organize periodic calls for rosters for selected levels and typologies of expertise.
Act as a coordinator of the workload of the Team to ensure that work plan deliverables are met.
- Optimal use of workforce resources within the Team.
- Ensures that team members meet their learning plan and results planning.
- Team members are motivated and empowered to perform their functions.
- Support Team members to meet the goals of the Team and wider GSSC Recruitment Team.
- Provide advice of the reduction of costs of operations and related costs to clients and partners. Assist Country Offices with the validation and timely recovery of charges related to recruitment services provided to projects and/or other UN Agencies.
Recommend, support and maintain knowledge management prescriptive content for recruitment, selection, and placement to achieve the following results:
- HR knowledge management distribution/ system contains accurate and comprehensive coverage of Recruitment, Selection and Placement matters.
- Identify the need for new and/or modified policies and practices and initiate or propose actions required. Actively liaise with relevant UNDP/UN entities to seek policy clarifications and/or identify agreed solutions.
- Conduct periodic training courses on local recruitments for Country Offices and the Regional Hub.
- Enable and empower the team through access to GSSC HR knowledge base and by sharing own knowledge.
- Regularly analyze the typology of job profiles required for projects at the Country Office level.
- Continuous learning and development for HR staff by pursuing own development and acquire new knowledge with HR best practices.
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: Recruitment Associate may coordinate work of staff at G6 and G5 levels.
Competencies
Core
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
Cross-Functional & Technical competencies
HR – Recruitment (Recruitment design and management)
Knowledge of, ability to design and manage end to end recruitment processes.
HR – Recruitment (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.
Business Development (Knowledge Facilitation)
Ability to animate individuals and communities of contributors to participate and share, particularly externally.
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 (Customer Satisfaction / Client Management)
Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers’ needs.
Ability to anticipate client’s upcoming needs and concerns.
Business Management (Digital Awareness and Literacy)
Ability and inclination to rapidly adopt new technologies, either through skillfully grasping their usage or through understanding their impact and empowering others to use them as needed.
Business Management (Change Management)
Ability to prepare, support, and help individuals and teams in designing and implementing organizational change.
Required Skills and Experience
Education:
- Secondary education is required.
- A university degree in Human Resources, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.
- Specialized certification in HR is highly desirable.
Experience:
- Minimum of 7 years (with high school diploma) or 4 years (with bachelor’s degree) of relevant HR experience at the national or international level, including experience specifically in recruitment, 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.
- Experience in other areas of human resources management, such as benefits and entitlements administration, is highly desirable.
- Familiarity with interpretation and application of UN/UNDP policies, rules and regulations is highly desirable.
- Demonstrated knowledge of integrated HR management systems would be an asset.
- Experience with talent acquisition software and platforms is meritorious.
- Work experience from an international organization and/or shared service center is desirable.
Language Requirements
- Fluency in English (both written and verbal) is required.
- Fluency in other UN languages (Arabic, Chinese, French, Russian and Spanish) is desirable.
Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
Disclaimer
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
Applicant information about UNDP rosters
Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
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