The Norwegian Ministry of Foreign Affairs finances a number of positions as Junior Professional Officers (JPOs) in multiple international organizations.

This position is open to Norwegian nationals only.

Education on master level and two years of fulltime post-master experience is required for all JPO-positions.

The applicants can be no more than 32 years of age.

The JPOs will be offered one-year contracts with extensions up to three years.

The application and CV must be written in English.

JPO - Human Resource Analyst - UNDP

 

JPO functional title:         HR Analyst


Main sector of assignment:  Business and administrative management
Detailed sector of assignment:  Human Resources

Agency:    UNDP
Department:                     OHR/BMS
Position Status:                                Non-rotational
Grade Level: (P2)
Country and Duty Station: Addis Ababa, Ethiopia
Duty Station status: Family

Duration and Type of Assignment: One-year fixed-term appointment, renewable at least once subject to satisfactory performance, recommendation by respective office and partner country agreement


The Office of Human Resources (OHR) supports UNDP in achieving its vision and objectives through enabling the organization to attract, manage, and retain staff with relevant technical expertise, competencies and skills, by providing strategic HR advice and creating an inclusive working environment where staff are engaged, continuously develop professionally and perform at their best. Operating within the Bureau for Management Services (BMS), OHR’s key clients include UNDP executives, CO and HQs leaders and managers, individual staff members and HR practitioners. The team works closely with colleagues in business solutions, OFRM and others in the BoM team to ensure a seamless service to our clients.

The HRM Team is responsible for the delivery of a full spectrum of strategic HR services to UNDP clients aimed to ensure that Bureaus and Offices can attract and effectively manage required talent in the culture of high performance, innovation and informed risk-taking.

The Team offers several service lines, including business partnering for managers and staff, as well as a range of operational HR services from staff recruitment to separation and off-boarding. A distinct service line refers to the development of HR processes and systems with a particular focus on the use of technology to support and enable effective HR management, workforce analytics, HR performance monitoring and business process reengineering.
HRM collaborates closely with the ITM and Policy and Compensation Teams, and is an authoritative source of strategic advice and guidance on all issues of human resources management, as well as in providing client-specific HR solutions that are fair, consistent, objective and compliant with the policies and procedures of UNDP.

Reporting to the HR Business Partner in New York and to the HR Specialist in Amman, and as part of the Human Resources Business Partnering Team, the Human Resources Analyst provides quality and timely support to delivery of HRM services to the RBAS portfolio. He or she interprets and applies HR policies, rules and regulations and analyses, test and implement internal procedures, proposes solutions in line with the RBAS strategic Human Resources goal and overall strategic plan.


III. Supervision

Name of Supervisor: Alemtsahaye Girma and Maria Segovia Aguirre

Title of Supervisor: HR Business Partner and HR Specialist respectively, RBA Business Partnering Team

Content and methodology of supervision:
As part of the UNDP JPO programme overall framework, the JPO will benefit from the following supervision modalities:
• Structured guidance provided by the supervisor, especially in the beginning of the assignment, with the purpose of gradually increasing the responsibilities of the JPO
• Establishment of a work plan, with clear key results
• Effective supervision through knowledge sharing and performance/development feedback throughout the assignment
• Easy access to the supervisor
• Participation in Unit/Team/Office meetings to ensure integration and operational effectiveness
• Guidance and advice in relation to learning and training opportunities within the field of expertise
• Completion of the yearly UNDP Performance Management Document (PMD)
• If more than one supervisor; clear agreement of the roles and responsibilities between the relevant parties

III. Duties and Responsibilities and Output expectations
In this section list the primary responsibilities of the position.  Tip: Focus on what the job entails now how to do the job. (Present the main tasks specific to this assignment and output expectations during the first and second year of assignment. Include percentages for each duty.)
1) Workforce Analytics:
• Prepares HR reports, presentations, briefing notes based on analysis of relevant workforce data.
• Interprets workforce data and statistics and makes recommendations based on HR analytics.
2) Engagement:
• Analyzes the results of HR and corporate surveys and makes recommendations for interventions, action plans, and corrective actions where necessary.
• Works closely with the Engagement Unit to push the gender parity agenda in RBA.
• Works closely with Country Offices to support them in the analysis of their results and in the development and implementation of action plans.
3) Interpretation of HR policies, implementation and monitoring of HR services:
• Provides HR policy advice to HR staff and Bureau management.
• Provides advice on recruitment and selection leading to timely sourcing, selection, and placement of required talent.
• Provides advice on, and contributes to, effective succession management and workforce planning through timely and accurate projection of vacancies and staffing requirements.
• Makes recommendations to corporate HR initiatives, and provides inputs to management plans, products, strategies, and tools.
4) Performance Management and Development:
• Regularly monitors PMD status and provides updates to Bureau / Country Office management.
• Works closely with Country Offices providing advice and support on performance management and on the performance assessment process for the timely and qualitative completion of performance assessments.
5) Capacity Development and Knowledge Building:
• Participates in corporate HR group discussions and trainings, actively seeking out opportunities for process improvement and sharing knowledge with others.
• Provides advice on learning and development options for staff. Provides guidance on techniques and options for learning delivery.
• Provides counseling to staff on career management, development needs, and learning possibilities.
• Contributes to the design, organization, and delivery of training products.
6) Organizational Development and Change Management:
• Supports transformation processes by reviewing relevant submissions and making proposals.
• Provides recommendations on HR alignment in the context of change management, separations, etc.
7) Recruitment
• Supports hiring units in the development of job descriptions, requests job classifications, develops vacancy announcement, screens candidates, and administers tests.
• Supervises the setup of selection (interview and desk review) panels, including the preparation of relevant related documents.
• Contacts candidates, providing them with information and support, and obtaining all necessary documentation.
• Represents HR in selection panels and prepares the corresponding reports.
• Drafts profiles, minutes, related memorandum, and correspondence.
8) Case Management
• Assists the HR team both in Amman and in NY in researching and analyzing cases.

IV. Competencies and Selection Criteria
 Description of Competency at Level Required
(For more comprehensive descriptions please see the competency inventory)
In this section list all 5 core competencies as well as the most relevant technical/function competencies the role will require along with the appropriate level.  Primary competencies are those integral to the position and are the criteria by which a hiring decision would be made.  Secondary competencies are necessary but are not critical to the role.
Core 

Innovation
Ability to make new and useful ideas work Level 2: Execute & Learn (Perform defined tasks)

Leadership
Ability to persuade others to follow Level 1: Support  (Reliable Replication)

People Management
Ability to improve performance and satisfaction Level 1: Support  (Reliable Replication)

Communication
Ability to listen, adapt, persuade and transform Level 2: Execute & Learn (Perform defined tasks)

Delivery
Ability to get things done Level 2: Execute & Learn (Perform defined tasks)

Technical/Functional 
Primary 
Human Resources
Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations Level 2: Execute & Learn (Perform defined tasks)

Performance Management
Ability to manage organization, department and employee goals Level 2: Execute & Learn (Perform defined tasks)

Training
Ability to ascertain need, plan, design, and execute training
Level 2: Execute & Learn (Perform defined tasks)

Recruitment
Knowledge of recruiting issues, procedures, and principles and the ability to apply them to strategic and/or practical situations to secure quality candidates Level 2: Execute & Learn (Perform defined tasks)

Secondary 
Case Management
Ability to organize, record, and manage employee interactions with HR including but not limited to terminations, separations, visa management, vacancy management, HR crises Level 2: Execute & Learn (Perform defined tasks)

Communication
Ability to effectively communicate intentions and requirements to internal and external stakeholders Level 3: Apply & Adapt (Recognized contributor with demonstrated ability)

 

V. Recruitment Qualifications
Education: Advanced university degree in Social Sciences: Business Administration, Public Administration, Organization Psychology, Psychology, Sociology, Economics, Development Economics, International Relations, Human Resource Management, Organization Development or related field.
Experience: At least 2 years of relevant experience in human resources management, similar positions in other international organizations, or international human resources experience at a similar level.
Language Requirements: 
• Working knowledge of English.
• Fluency in French and/or Arabic an asset.

Other desirable education, languages and work experience: 
• Computer skills.

VI. Training and Learning
As part of the UNDP JPO programme overall framework, the JPO will benefit from the following training and learning opportunities:
• Participation in a two-week long Programme Policy and Operations Induction Course in New York within the first 3 to 6 months of assignment
• Use of yearly JPO duty-related travel and training allocation (DTTA), as per the online DTTA guide
• Other training and learning opportunities, as presented in the UNDP JPO Orientation Programme
In addition, the JPO will benefit from the following specific training and learning modalities/opportunities in the receiving office: N/A


The JPO will be based in the Regional Hub for Africa in Addis Ababa, Ethiopia.  There are more than 30 international staff members located in the hub from different UNDP offices and other UN Agencies in Addis Ababa.

Living conditions at the Duty Station: Addis Ababa is a category B duty station with excellent living conditions.

Smoking/Non-Smoking environment (as applicable):Regional Hub is a non-smoking environment.

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Om stillingen

  • Søknadsfrist
    29. oktober 2017
  • Arbeidsgiver
    Utenriksdepartementet
  • Nettside
  • Arbeidssted
    Addis Ababa
  • Jobbnorge-ID
    142821
  • Intern-ID
    JPO 2017
  • Omfang
    Heltid
  • Varighet
    Engasjement

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