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 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.

The Recruitment Associate (RA) in the 6 GSSC RSCs, is responsible for the transparent implementation of the outposted recruitment of personnel for country offices in the Regional Bureau. 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.

1. 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.

      2. 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 GSSC RSC.
• 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.

3. 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 NPSA5 levels.

People Management:

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

Cross-Functional & Technical competencies:

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.

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.

HR / Recruitment design and management:

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

HR / 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.