Re-advertisement - Human Resources Specialist - UNDP Country Office - Kabul

Summary of key functions:

Strategy and policy services;Policy Advisory Services;Implementation of effective HR management;Knowledge management/Partnerships;Team management;Workforce analysis and planning;HR Staff development and capacity building.

Strategy and Policy Services:

Review CO units plans with senior management and business units, and develop targeted HR strategies and interventions to achieve business objectives;In close partnership and collaboration with other units, develops work plans, manage activities against expected results;Assesses impact of corporate HR policies on staffing and business operations and provide feedback to corporate unit partners to support policy formulation and benchmarking.

Policy Advisory Services:

Provides technical and operational support and guidance on policy application and interpretation;Recommends solutions to highly complex and exceptional cases;Assesses the implementation of country office operations against corporate objectives and deliverables, and evaluates plans and results.  Recommends corrective measures to ensure goals and objectives are met;Implements the strategies on staff well-being related issues in cooperation with other bureaus;Implements and coordinates the grievance procedures relating to Workplace   Harassment, Sexual Harassment and follow up Abuse of Authority in close cooperation with HQ and other Bureaus.

Implementation of effective HR management:

Bridges the gap between corporate level priorities, the HR strategy and policy development and execution at the CO level of corporate-directed programmes, e.g. knowledge practice, talent management, change management, workforce planning, learning;Exercise delegated authority to manage day to day activities and reports to senior management on periodic basis decisions taken.  Recommends change in strategy and plans with a view to achieving the CO objectives;Advises on classification of posts within the established delegated authority and application of generic profiles;Ascertains human resource requirements for the CO ensuring the timely advertisement and filling of vacancies both national and international. Participates in the selection of candidates and submits appropriate recommendations;Advice and provide oversight functions to government recruitment funded by UNDP.Oversees interviews and recruitment process (testing of new candidates, verification of educational qualifications and credentials, references and previous employment record). Advises on entitlements and career prospects;Participates as ex-officio with the Talent Management Review Group for staff;Monitor, advises and acts on disciplinary matters in accordance with established rules and procedures. Mediates conflict for  both national and international staff.

Knowledge Management/Partnerships:

Raises awareness of CO on corporate strategic issues;Plans and initiatives to maximize utilization, implementation and reporting on results;In a highly matrix manner, ensure an integrated and coherent approach on policy implementation and services for the staff;Participates in corporate UNDP networks and maintains up-to-date knowledge of trends and best practices. Distills best practices and comparative experiences. Proposes quality enhancements in order to maximize policy impact and relevance;Content Management by ensuring (1) Best Practices are continuously identified, documented and made available to clients and peers through intranet/network a (2) appropriate and up-to-date information and learning tools are available;Ensure the maintenance on the Country Office intranet portal of comprehensive Human Resources information for staff and managers including standard operating procedures, process workflows, user guides and frequently asked questions.

Team Management:

The incumbent is accountable for integrity, transparency, and equity in the management of UNDP resources including:

People Management through recruitment, performance and career management of staff to motivate and promote organizational excellence;Leads and guides the PMD exercise throughout the year;Contract Management including implementing recruitment processes and providing oversight to contract implementation and payroll administration;Information Technology Management through leveraging ATLAS functionality for improved business results, simplification of transaction and reporting tools;Manage workload of the HR unit with a systematic and data-driven approach;Develop and implement metrics to monitor unit work volume;Develop and implement metrics of staff workload and productivity;Develop and implement metrics of response time to clients;Ensure that the Service Tracking System (STS) is used effectively for client billing and tracking of personnel actions;Develop monthly management reports/dashboards of HR progress, status and productivity at the country office level.

Workforce Analysis and Planning:

Provide tools and information to assist line managers to more effectively exercise their people management responsibilities;Raise awareness of senior managers to key workforce facts and trends and current approaches to human resources management;Promote better planning and strategic deployment of staff in UNDP Afghanistan;Provide important baseline data to encourage and advocate fact based management practices in the country office and projects;Ensure the implementation of OHR policies and, in that connection, to report on the impact of different policies in the workforce.

HR Staff Development and Capacity Building:

Build capacity of CO Human Resources staff through training, briefings, and learning programmes in accordance with UNDP’s to talent management and knowledge practice.Devise and implement a comprehensive strategy to improve the overall knowledge, skills and abilities of the Human Resources staff in the country office;Facilitate individual learning through individual learning plans, and frequent review of progress against these plans;Develop a culture and capacity for national staff ownership of all HR policies, procedures, and responsiveness to clients;Promote and support Human Resources training and certification for staff;Ensure adequate learning time is available for all staff.

Impact of Results:

Affects a wide range of the CO’s activities and commitments that directly reflects on the competence and deliverables of the CO, e.g. failure to identify, select and assign the correct profile of staff in a timely manner may adversely impact the CO’s ability to execute its mandate and adversely affect the image of the organization as a leader in development. The results also have an impact on the overall CO success in introduction and implementation of HR strategies and policies. Timely and appropriate delivery of services ensures client satisfaction and maintains high staff morale.

View the original article here

This post was made using the Auto Blogging Software from WebMagnates.org This line will not appear when posts are made after activating the software to full version.