Background Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and 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, as an integral part of its missionto fight poverty and improvethe 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 Centre (GSSC) to provideIPSAS transactional recording (in the areas of revenue, expenses and fixed assets), procurement, advisory and support services to UNDP Offices worldwide,and to providetraining 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 centre of excellence. The Global Shared Service Centre (GSSC) is part of the Bureau for Management Services(BMS).
In the area of Human Resources, the GSSC supports both personnel and management in UNDPoffices and other UN Agencies 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.
The Partner Personnel Service Agreement (P-PSA) Team in the Global Human Resources Service Centre (GHRSC) is responsible for administering personnel hired under P-PSA modality on behalf of UN Agencies as stipulated in service level agreements.
Under the overall guidance of the Human Resources Specialist and direct supervision of the Human Resources Associate, the HR Assistant provides HR services ensuring high quality, accuracy, and consistency of work. The HR Assistant promotes a client-oriented approach in the PPSA Team consistent with UN/UNDP HR rules, regulations, policies, and procedures.
The HR Assistant works in close collaboration with the UN Agencies globally, UNDP HQ OHR Business Partners, and staff in GSSC to exchange information and ensure consistent service delivery.
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. Duties and Responsibilities Support effective implementation of HR strategies: Ensure full compliance of HR processes and records with UN/UNDP rules, regulations, policies, and strategies. In consultation with the direct supervisor and office management, provide input to the business processes mapping and elaboration of the content of internal HR management Standard Operating Procedures (SOPs). Act as an internal advisor on matters relating to HR practices, fostering partnerships with internal and external stakeholders by briefing and advising on relevant policies and procedures.
2. Administer PPSA benefits and entitlements: Within clearly established delegated authority, rules, regulations and procedures, review and implement entitlement requests, interpreting and applying established practices and processing actions in the ERP. Follow up on the finalization of and distribution of approved personnel actions. Prepare and issue offers and employment contracts to selected candidates on behalf of requesting UN Agency. Facilitate administrative onboarding and offboarding processes for PPSA personnel as required. Determine and verify financial entitlements, including initial hires, life and organization events, end of service, ongoing entitlements and other remuneration. Process requests for salary advances and other routine payments in ERP. Ensure completeness and appropriateness of documentation to process entitlements. Maintain HR data in the ERP, ensuring accuracy and cleanliness of the data. Follow up on missing information/documentation to support data entry. Reply to queries from personnel and other clients on work related issues. Brief clients on routine entitlements and keep them informed of work progress. Maintain proper filing system for HR records and documents. Provide information for cost-recovery bills in ERP for HR services provided by UNDP to other Agencies.
3. Ensure effective administration of recruitment and other staffing processes: Implement recruitment processes including provision of inputs to preparation of recruitment strategies, vacancy announcements and screening of applicants. Regularly track all transactions related to recruitment processes; maintain and update recruitment measurements and tracking systems as well as ensure appropriate filing for future reference/audits. Support 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. Promote equity, transparency and consistency in the interpretation, determination, implementation and administration of HR recruitment policies, procedures and guidelines applicable to PPSA recruitments.
4. Support knowledge building and knowledge sharing: Maintain HR knowledge management prescriptive content within functional area ensuring that knowledge management system contains accurate and comprehensive coverage of relevant HR content. Contribute to knowledge networks and communities of practice. Participate in training relevant for the HR staff.
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: None Competencies
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:
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 / Operations Management: Ability to effectively plan, organize, and oversee the Organization’s business processes in order to convert its assets into the best results in the most efficient manner. Knowledge of relevant concepts and mechanisms
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.
HR / Compensation / Remuneration/ Managing Compensation and Benefits: Ability to design compensation plans which are aligned to current and future organization needs and market conditions; knowledge of and ability to apply the ICSC compensation methodologies and principles. Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments.
HR / Payroll management: Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll and manage payroll reports.
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. Required Skills and Experience
Education: Secondary education is required. 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. Specialized certification in HR Management would be an asset.
Experience: Minimum of 5 years (with high school diploma) or 2 years (with bachelor’s degree) of relevant experience in client services provision, including some experience in the area of HR transactions, recruitments, or general administration at the national or international level is required. Work experience in the shared service centre is an asset. Familiarity with interpretation and application of UN/UNDP policies, rules and regulations would be an asset. Experience in the use of computers and office software packages (MS Word, Excel, and advanced knowledge of web-based management systems such as ERP.
Language Requirements: Fluency in English language is required. Fluency in other UN languages (Arabic, Chinese, French, Russian and Spanish) is desirable. Disclaimer
Important applicant information
All posts in the GS categories are subject to local recruitment.
Only short-listed candidates will be notified.
Applicant information about UNDP rosters Note: 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. Non-discrimination UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status. Scam warning The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.