JOB DESCRIPTION

Background

UNDP is committed to achieving workforce diversity in terms of gender, nationality, and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

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 is the leading United Nations organization in fighting to end the injustice of poverty, inequality, and climate change. Working with our broad network of experts and partners in 170 countries, we help nations to build integrated, lasting solutions for people and planet. Learn more at undp.org or follow at @UNDP

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive and equitable workplace.

Under the overall guidance of the of the DRR (Operations) and the direct supervision of HR Associate, the Talent Development & Inclusion Associate ensures execution of transparent and efficient HR services in the CO. Promotes a collaborative, client-oriented approach and supports the maintenance of high staff morale.

The Talent Development & Inclusion Associate may supervise and lead clerical and support staff. The Talent Development & Inclusion 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 complex HR-related issues.

Duties and Responsibilities

Ensure effective administration and implementation of HR strategies and policies.

• Ensure full compliance of records and reports with UN rules, regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and proper functioning of the HR management system and practices.
• In consultation with the direct supervisor and office management, support CO HR business processes mapping, and provide input to content elaboration and 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.
• Provide information to management and personnel on the implementation of HR policies, corporate strategies, rules and regulations, HR business processes, and proper use of contractual modalities.
• Collect information and support to UNDP’s participation in inter-agency exercises.
• Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
• Support PSEAH Committee in creating awareness-raising in local communities on their rights, the fact that assistance to them is never to be conditioned on sexual favours and options for reporting incidents of sexual exploitation and abuse. Prevention.
• Support in providing awareness-raising material (such as “No Excuses”) and sessions on PSEAH for all staff and other personnel in UNDP on a regular basis, including for new-comers.
• Support the PSEA Committee in making appropriate recommendations on enhancing prevention strategies. This could include collecting and analyzing information on actu-al/potential risk factors for vulnerability to sexual exploitation, abuse and harassment (SEAH) and elaborating measures to address them.
• Liase with HR colleagues in ensuring g procedures to guard against hiring of persons who have a record of SEAH offences are put in place and applied.

Provide HR services to the UNDP CO and other UN agencies, including recruitment and staffing.

• Implement recruitment processes in coordination with GSSC and locally with Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, providing support for the submission of compliance reviews as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
• Facilitate creation and update of positions in ERP (or create positions if delegated) and association and update of positions to chart fields, in coordination with budget owners.
• Monitor and track transactions related to positions, recruitment, through ERP and other relevant corporate platforms.
• Maintain local rosters relevant to Diversity & Inclusion.
• Support the validation of relevant cost-recovery charges for services provided by UNDP to other Agencies.
• Implementation of recruitment processes including drafting job description, provision of input to job classification process, vacancy announcement, screening of candidates, participation in interview panels.
• Provision of related human resource functions like recruitment and selection, benefit and entitlement administration, and similar functions.
• Assist in creating awareness through organization trainings on Gender, PSEA and disability and inclusion.
• Monitor and report on diversity and inclusion in the country office through development of HR related dashboard on these thematic areas
• Provide information for cost recovery bills and ERP for HR services provided by UNDP to other Agencies.

Ensure proper staff performance management, talent management and career development in CO.

• Provide background information 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.
• Provide assistance to Performance Management reporting and monitoring.
• Provide input to the CO-wide Learning plan’s preparation in consultation with the Senior Management, HR Analyst, and Talent Development Manager.

Support facilitation of talent development, Inclusion and knowledge sharing in the CO.

• Support in organizing training for the operations and projects personnel
• Assist in the creation and implementation of a local onboarding plan, leveraging corporate resources.
• Synthesize lessons learned and best practices in HR as well as Diversity & Inclusion.
• Make sound contributions to knowledge networks and communities of practice.
• Spearhead the development of a yearly Whole Office Learning Plan, outlining talent management.
• Follow up and support mandatory courses learning by all staff and provide status report on the same.
• Promote, administer, and support enrolment in professional certification programmes and staff development programmes.
• Function as liaison between UNDP in Kenya and UNDP’s global Talent Development Unit
• Encourage collaborative peer learning, coaching, and mentoring.
• Engage personnel in learning and development as faculty, participants, and experts.
• Encourage personnel to share their knowledge to grow the team capability.
• Promote on-the-job learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning.
• Support personnel to take an active responsibility for their own career development.
• Support supervisors in championing the implementation of staff members’ Career De-velopment Plans.
• Identify and promote available internal and external development opportunities.
• Support onboarding staff by promoting available development resource.
• Support as a key organizer of peer learning, brown bag sessions coaching and mentoring activities and, on the job, learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning projects.
• Assist in the Development and implementation of strategies, and initiatives to promote diversity, equity, and inclusion within the office.
• Support leadership to ensure policies, procedures, and practices are inclusive and support underrepresented groups.
• Organize training sessions and workshops on Diversity & Inclusion issues.
• Analyze workforce data to identify trends, disparities, and opportunities for improvement in diversity and inclusion.
• Act as a resource for employees, providing support and guidance on D&I issues and fostering an inclusive work environment.
• Monitor the effectiveness of D&I initiatives and report progress to leadership.
• Partner with hiring units and recruitment focal points to attract and retain diverse talent through inclusive hiring practices.
• Collaborate with Managers and Peers to support diversity goals in the office.

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

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 (insert up to 7 competencies)

Thematic Area
Name
Definition

HR – Recruitment

Recruitment design and

management

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

Business Management
Digital Awareness and Literacy
Ability to monitor new and emerging technologies, as well as understand their usage, potential, limitations, impact, and added value. Ability to rapidly and readily adopt and use new technologies in professional activities, and to empower others to use them as needed. Knowledge of the usage of digital technologies and emerging trends.

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. Provide inputs to the development of customer service strategy. Look for ways to add value beyond clients’ immediate requests. Ability to anticipate client’s upcoming needs and concerns.

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
Monitoring & Evaluation
Ability to systematically monitor results of strategies, programmes, and activities with a view to make sure that they are being implemented effectively; Ability to provide managers and key stakeholders with regular feedback and reporting on the consistency or discrepancy between planned activities and programme management and results. Ability to make independent judgment of the management and results of strategies, programmes and activities based on set criteria and benchmark, keeping in mind the needs and concerns of client, current and upcoming. Knowledge and understanding of monitoring and evaluation frameworks, concepts, methodologies, systems, processes, and tools. Ability to make an independent judgement based on set criteria and benchmarks. Ability to anticipate client”s upcoming needs and concerns

HR – Talent management
Career management and support
Ability to design career management and support frameworks, processes and programmes, identify relevant resources to support individuals in assessing their career aspirations and preferences, designing and implementing career development strategies

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 organizational 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

Required Skills and Experience

Education:

Secondary education with specialized certification in HR is required. Or

A university degree in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience:

Minimum of 6 years (with high school diploma) or 3 years (with bachelor’s degree) of progressively responsible HR and/or administrative, talent development experience at the national or international level is required.

Required skills:

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.

Desired skills in addition to the competencies covered in the Competencies section:

• Experience in management of learning & development functions.
• Experience and knowledge of recruitment procedures of national/international organizations.
• Experience in Diversity & Inclusion practices national/international organizations.
• Experience in preparation and presentation of reports and overviews.
• Knowledge of project management processes monitoring & evaluation tools.

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination.

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles.

Right to select multiple candidates

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.

Scam alert

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.