Background
UNDPโs Istanbul Regional Hub (IRH) is UNDP`s Regional Bureau and advisory hub for the Europe and CIS region tasked with the responsibility to provide management, policy and programmatic support to UNDPยดs development activities in the region. Throughout UNDPยดs focus areas, it works towards increasing the impact of UNDPยดs activities in the region by assisting Country Offices in the development of country-level initiatives through advisory services and technical support and by implementing regional-level projects (Regional Program) in partnership with a wide range of partners supported to a global network of expertise. IRH also provides operational backstopping to countries with UNDP activities but without CO presence. Under the leadership of the Deputy Regional Director, the RBECโs Regional Hub employs a multi-disciplinary team of specialists and advisors, project managers, operations and programme support staff. IRH hosts staff from RBEC, BPPS (including IICPSD), BMS, BERA, OAI, UNV, UNDCO and other units. IRH is a common premise also with UNWomen and IFAD. The total number of IRH personnel is over 300. ย
Duties and Responsibilities
Under the guidance and supervision of the Operations Advisor, the HR Analyst is responsible for transparent implementation of HR strategies and effective delivery of HR services in IRH. He/she/them analyses, interprets, and applies HR policies, rules, and regulations; establishes internal procedures; and provides solutions to a wide spectrum of complex HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.
The HR Analyst manages the IRH HR Unit and supervises and leads the HR Unit personnel or is a team member of the HR Unit. The HR Analyst 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 ensure successful performance in HR management.
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.ย
Key Duties and Accountabilities:
Ensure effective implementation of HR strategies and policies
Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices. Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the IRH. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results. Advise management and personnel, as necessary, and keep management informed of new HR policies and practices and their implementation.ย Provide support in IRH HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) on HR management where needed in IRH to supplement SOPs issued by GSSC/OHR. Control workflows in the HR Unit. Advocate for implementation, monitoring and compliance of HR policies and corporate programmes, including UNDP mandatory courses, gender, prevention of harassment, career development and knowledge management.ย Support the implementation, in coordination with Management and relevant units, of corporate targets, including gender indicators. Support the alignment of workforce/HR plan and business unit strategies and resource needs. Analyze and elaborate proposals for and implement a strategic approach to IRH HR interventions including recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development, in line with the relevant policies, roles and procedures. Support the facilitation of staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms. Organize and coordinate UNDPโs participation in inter-agency exercises and surveys, such as the comprehensive and interim local salary surveys, hardship, and place-to-place surveys, as applicable, in coordination with the direct supervisor and partner agencies. Coordinate the IRH HR support to the UN-system. Support the elaboration and implementation, in coordination with the supervisor and Management, of HR strategy on audit recommendations.ย Analyze and advise on the risk management of IRH HR activities to proactively manage and mitigate.Ensure effective human resources management of recruitment, staffing and entitlements in the IRH
Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes updating job descriptions, proper job classification, preparing vacancy announcements, screening candidates, chairing interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to IRH. Provide oversight of recruitment under UNDP projects and facilitate recruitment at the request of UN partner agencies. Liaise and coordinate with relevant GSSC teams on the management of contracts, monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations. Provide oversight of clustered services and report to supervisor and/or IRH management for any cases to be escalated if and as needed. Oversee timely contract management actions, in close coordination with supervisors and senior management.ย Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.ย Develop and manage IRH rosters as appropriate.ย Manage International and local personnel entitlements and position funding delegated to the IRH HR Unit in consultation with budget owners and in close coordination with GSSC as needed. Initiate the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to IRH. Support workforce reporting, data analysis and maintenance of the organigram.ย Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Support the co-creation of a local engagement survey action plan. Manage HR processes delegated to IRHs, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.Ensure proper staff performance management, talent management, and career development in the IRH.ย
Coordinate performance management and recognition programmes of IRH through its stages, ensuring completion of milestones. Elaborate performance evaluation indicators in consultation with the Senior Management and Unit supervisors. Play a key role in organizing formal IRH management groups responsible for collectively reviewing and discussing performance and talent management/career development of IRH personnel; and follow up on implementation of their recommendations. Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools. Provide advice to personnel on performance management policies.ย Advise management and personnel on IRH work plan and performance management cycles.ย Support effective learning management including the learning needs analysis and establishment of the IRH-wide Learning plan in collaboration with senior management and the Talent Development Manager.ย Implement the Universal Access strategy ensuring access to role appropriate learning activities. Advise office management and project managers on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable.ย Provide effective counseling to staff and supervisors, as appropriate, on career management, development needs and learning possibilities.Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.ย
Ensure facilitation of knowledge building and knowledge sharing in the IRH.
ย Organize training for Operations and Programme staff on HR issues and other relevant matters, such as prevention of harassment, diversity and inclusion, etc. Co-create and facilitate local onboarding process of new personnel, leveraging corporate tools, in close consultation and coordination with hiring managers. Support the facilitation of training to and advise IRH personnel, in coordination with the Talent Development Manager, on corporate learning and development initiatives, platforms, systems, needs assessment, etc. Synthesize lessons learned and best practices in HR. Make sound contributions to knowledge networks and communities of practice.ย ยThe incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
Supervisory/Managerial Responsibilities: Supervise HR unit personnel.
Competencies
Core competencies:
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.People Management Competency: UNDP People Management Competencies can be found in the dedicated site.ย
Cross Functional and Technical Competencies:
Business Direction & Strategy- System Thinkingย ย Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system. Business Management โ 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 - Portfolio Managementย Ability to select, prioritize and control the organizationโs programs and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimizing return on investment. HR -People Analyticsย Ability to generate and align people data with business intelligence data to inform strategic decision-making; knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making. HR -Recruitment Design and Managementย ย ย ย Knowledge of, ability to design and manage end to end recruitment processes. HR- Performance Managementย ย ย ย 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. HR - L&D Planning ย ย ย ย Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment.ย
Required Skills and Experience
Education:
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Experience:
Minimum 2 years (with masterโs degree) or 4 years (with bachelorโs degree) of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems. ย ย ยRequired 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 is required.Desired skills:
Knowledge of UN regulations, rules, and procedures is an asset. Experience and knowledge of Quantum is a strong asset. Experience in supervising at least one colleague or a team at a lower level ย would be desired. Experience of working in global virtual teams is a strong asset.ย Practical experience supporting performance management, including development and implementation of evaluation tools, learning strategies, and talent review mechanisms. Advanced understanding of position management, and job reclassification processes, with practical exposure to audit response and risk mitigation in HR. Experience in interpreting and adapt corporate HR strategies, policies, and procedures to fit local and organizational contextsLanguages:
Fluency in English and Turkish is required.Keywords:
Performance management Career management/development Workforce planningย Recruitment Strategic HR management Learning planning Benefits and entitlementsย
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.ย
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.ย
Probation
For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
Right to select multiple candidates
UNDP reserves the right to select one or more candidates from this vacancy announcement.ย 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.
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