Human Resources Analyst (NOB), Harare, Zimbabwe

Organization: UNDP - United Nations Development Programme

Country: Zimbabwe

City: Harare

Office: UNDP Harare

Closing date: Saturday, 28 January 2023

Job Identification : 7870

Locations : Harare, Zimbabwe

Posting Date : 01/12/2023, 10:40 AM

Apply Before : 01/28/2023, 04:59 AM

Job Schedule : Full time

Agency : UNDP

Grade : NOB

Vacancy Type : Fixed Term

Practice Area : Management

Bureau : Regional Bureau for Africa

Contract Duration : 1 Year

Education & Work Experience : Master’s Degree - 2 year(s) experience OR Bachelor’s Degree - 4 year(s) experience

Required Languages : English, Shona or Ndebele

Vacancy Timeline

2 Weeks

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.

Under the direct supervision of the DRR - Operations, the Human Resources Analyst drives the compliant and efficient delivery of HR services by the unit for the full life cycle of personnelfrom the facilitation of recruitments, through hire and onboarding, the extension of contracts, life and organization events, and separation from service, in close cooperation with GSSC. The HR Analyst ensures that personnel receive timely responses to their queries and requests and are ably directed through UNDP self-service platforms as applicable. S/he liaises with the GSSC for the transactional processing, proactively supports services provided to agencies, funds, and programmes, and promotes a client-oriented approach to their work, nurturing good relationships and collaboration with country office and project teams as well with GSSC and headquarters. The HR Analyst is responsible for the execution of HR work in line with rules and regulations, corporate policies, and frameworks, with transparency and integrity.

The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale. The HR Analyst will support development and implementation of the HR strategies and deliver CO specific solutions when requested.

Duties and Responsibilities

Summary of Key Functions:

Implementation of HR strategies and policies

Effective HR management

Staff performance management and career development

Conduct of UN-related surveys

Facilitation of knowledge building and knowledge sharing

Contributes to the day-to-day management of administration and implementation of HR strategies and policies, the suitable application of processes and procedures

Ensures full compliance of HR activities with UNDP policies, procedures, and strategies, effective implementation of the internal control framework, and the proper functioning and design of the office’s HR management system and practices;
Seeks out and shares information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements and HR business processes;
Provides data for the analysis and elaboration of business process mapping and streamlining, drafts, updates, and maintains control of standard operating procedures and workflows;
Analyzes and elaborates on proposals on the strategic approach to recruitment in the office, the proper use of contractual modalities and the forecast of the personnel needs;
Develops, refines, and delivers country office on-boarding and off-boarding programme;
CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit.

Provides support to effective human resources management focusing on achievement of the following results:

Provides guidance to requesting units and ensures completeness and compliance of recruitment documentation with corporate requirements;
Liaises and coordinates with relevant corporate Recruitment Teams on management of recruitment processes;
Liaises and coordinates with relevant Benefits and Entitlements 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. Provides oversight of clustered services and reports to DRR- O for any cases to be escalated;
Liaises with supervisors and senior management to ensure that the timely and proactive contract management processes are in place in accordance with standard requirements;
Supports the development and management of country office positional and functional rosters;
Oversees the compliant and efficient leave management and monitoring;
Prepares reports for the cost recovery of HR services provided by UNDP to other agencies;
Promotes work/life balance, PSEA/SH and other initiatives for staff well-being, including those related to a safe and secure environment in the workplace;
In relation to staff security and continuity of operations, review and update the Business Continuity Plan (BCP) for the CO.

Ensures proper staff performance management and career development focusing on achievement of the following results:

Analyzes requirements and elaborates on the protocol for the performance appraisal process and the facilitation of the process, acting as a Secretary of Talent Management Review Group;
Actively participates in the country office learning committee as the Talent Development Manager and provides guidance and input to the development and implementation of the Unit talent development plan;
Elaborates on proposals on implementation of strategic personnel policies in line with talent and career development;
Implementation of strategic staffing policies in line with career development.

Ensures conduct of UN-related surveys focusing on achievement of the following results:

Participates in the organization and coordination of comprehensive and interim local salary, hardship and place-to-place surveys in coordination with the DRR- Operations and the OMT HR WG.

Ensures facilitation of knowledge building and knowledge sharing in the CO focusing on achievement of the following results:

Provide support in the organization of trainings for operations/ programme staff on HR issues;
Synthesis of lessons learnt and best practices in HR;
Contributes to knowledge networks and communities of practice. Participates in OMT HR Working Group;
Contributes to the information channels for HR, including intranet sites, bulletins, and other communication tools.

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 and/or /maintain coalitions/partnership.

Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.

Functional/Technical competencies

HR - People Strategy and Planning: Human resources strategic planning

Ability to develop integrated HR strategies, governance structures, policies and procedures.

HR - Recruitment : Recruitment design and management

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

Business Development: Knowledge generation

Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need.

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 underrepresented groups in the workforce, knowledge of inclusive workplace practices and behaviours.

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.

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.

Ability to anticipate client’s upcoming needs and concerns.

2030 Agenda: People - Gender Mainstreaming

Knowledge of gender equality and women’s empowerment issues and ability to apply it to strategic and/or practical situations, e.g., gender-responsive recruitment.

Required Skills and Experience

Education:

Master’s degree or equivalent in Human Resources, Business Administration, Public Administration, or related field is required.

A Bachelor’s Degree in related field with an additional two (2) years of relevant experience will be given due consideration in lieu of the advanced university degree.

Experience:

Minimum 2 years (with master’s degree) or 4 years (with bachelor’s degree) of relevant experience at the national or international level in providing HR advisory services and/or managing personnel and operational systems is required;
Experience in the usage of computers and office software packages (MS Word, Excel, etc.);
Experience in handling web-based management systems;
HR certification is an advantage;
Knowledge of UN/UNDP human resources policies and guidelines is an advantage;
Experience with HR processes (re)engineering is an advantage.

Language:

Full proficiency in English, including excellent writing skills. Fluency in Shona or Ndebele required.

Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Disclaimer

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.

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Link to the organization’s job posting: https://unjobs.org/vacancies/1673543096151