Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

The Human Resource Division is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs, and for providing advisory support to the Executive Director in the formulation and implementation of UN Women’s overall mission, strategy and plans of actions.

Under the supervision of the Deputy Director with matrix reporting line to the Division Director and in collaboration with other HR Functional Leads and HRBPs, the Human Resources (HR) Analyst will support in various HR activities, particularly supporting HR Management in coordinating and implementing change management and other special initiatives. The HR Analyst will also support the HR Division on the development of necessary tools and systems and contribute to the development of HR reports.

Contribute to the formulation and implementation of strategic workforce planning initiatives:

• Provides support to the Deputy Director and HR Specialist, Organisational Design, in the development, maintenance and updating of standards, policies and procedures in strategic workforce planning.
• Contributes to developing and implementing innovative and insightful solutions for strategic workforce planning that will be applied across UN Women.
• Collaborates with internal stakeholders, to ensure their needs are incorporated in the strategic workforce planning approach.
• Supports the study of current workforce planning practices throughout the UN System through appropriate analysis, including of data; provides inputs to improve workforce planning.
• Supports the preparation of reports and information for various stakeholders in strategic workforce planning; researches, analyzes and presents information gathered from diverse sources; prepares various written outputs, e.g. draft background papers, briefing notes, etc.
• Contributes to efforts to innovate, modernize and streamline the work of the HR Division, including the use of technology.
• Supports management in monitoring operational performance, with the aim of improving business processes, and reducing response times for clients; recommends solutions to address bottlenecks.
• Takes on special projects and performs other related duties, as required.

Contribute to the formulation and implementation of change management initiatives:

• Contributes to the design, development and roll-out of a toolbox for organizational development and change management support.
• Coordinates activities related to providing organizational change management support, including learning strategies and teambuilding interventions.
• Supports direct organizational development and change management initiatives, working under the supervision of the Deputy HR Director and with relevant HR Functional Leads to provide customized and innovative solutions.
• Monitors and analyses specific aspects of HR project development and implementation; reviews relevant documents and reports; identifies problems and issues to be addressed and recommends corrective actions; liaises with partners; identifies and tracks follow-up actions.
• Assists in the drafting of materials related to change management (correspondence, reports, presentations, background papers, analytical notes and others), based on quantitative research and analysis.
• Identifies trends, patterns and causal relationships in organization-wide data sets related to organizational development and change management; makes recommendations and prepares summary reports.

Provide support to Deputy Director on internal HR communications and the development of reports on various HR initiatives:

• Draft HR communications for internal and external stakeholders, including regular updates to internal newsletter and HR Bulletin.
• Ensure that HR intranet pages are up to date and regularly post new materials on the HR Updates pages in Yammer.
• Gather and compile documentation, and information related to special projects.
• Draft and prepare documents, statistics and reports as required.

Provide administrative and substantive support to the Deputy HR Director:

• Provides administrative and substantive support to consultative and other meetings, workshops, conferences, etc.; proposes agenda topics; identifies and proposes participants; prepares, correspondence, background documentation, talking point, presentations, correspondence, reports; handles logistics.
• Support the development and monitoring of the annual workplan for the HR.
• Support planning, expenditure tracking and auditing of financial resources.
• Ensure HR team compliance with Internal Control Framework, Delegation of Authority and segregation of duties and responsibilities.

Provide knowledge management support:

• Maintains and shares knowledge of best practices for change management and strategic workforce planning; supports the development and implementation of new and improved approaches with team members.
• Supports the work of the HR Division in the maintenance and development of knowledge management practices in strategic workforce planning and change management; coordinates the dissemination of information among internal and external stakeholders.
• Provides inputs to guidelines, information and training materials to ensure a cohesive approach to strategic workforce planning and change management concepts throughout the organization.
• Liaise with colleagues in the HR Communities of Practices as required.

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

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework:

Functional Competencies:

• Good general HR knowledge and expertise with a focus on staffing and internal communications, knowledge of modern concepts and approaches in the field of change management
• Demonstrated cultural sensitivity and diplomatic skills
• Strong interpersonal, communication and presentation skills
• Good problem-solving and decision-making skills
• Good analytical skills
• Strong planning, goal-setting and prioritization and organizational skills
• Ability to write and present ideas and concepts
• Ability to handle confidential information
• Good understanding of UN Staff Regulations and Rules and human resources policies and procedures
• Ability to adapt quickly to work demands and changing deadlines
• Strong understanding of HR processes, terminology and data

Education: 

• Master’s degree or equivalent in Human Resources, Business Administration, Psychology, Organisational Development, Public Administration or a related field is required.
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience: 

• Minimum of 2 years of relevant experience in human resources and change management is required.
• Project management skills and experience in strategic workforce planning is desirable.
• Experience in analyzing human resources data and preparing reports is also desirable.
• Experience in and knowledge of UN system HR policies and procedures is required.
• Experience working at an international level is desirable.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and spreadsheet and database packages, experience in handling of web-based management systems is required.
• Experience in the use of a modern web-based ERP System, preferably Oracle Cloud, is desirable.

Languages: 

• Fluency in English is required.
• Knowledge of another official UN language is desirable (French, Arabic, Chinese, Russian or Spanish).

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)