Recrutement de 01 Human Resources Associate

Niveau d'études: Bac
Expérience: 4 ans
Expire le: 02-12-2023

PNUD
Addis Ababa, Ethiopie
Human Resources Associate

Addis Ababa, Ethiopia

Job Identification
14746

Locations
Addis Ababa, Ethiopia

Posting Date
11/17/2023, 10:34 AM

Apply Before
12/02/2023, 05:59 AM

Job Schedule
Full time

Agency
UNDP

Grade
NPSA-7

Vacancy Type
National Personnel Service Agreement

Practice Area
Conflict Prevention, Peacebuilding and Responsive Institutions

Bureau
Regional Bureau for Africa

Contract Duration
1 Year

Education & Work Experience
Bachelor's Degree - 4 year(s) experience OR High School certificate- 7 year(s) experience

Required Languages
English

Vacancy Timeline
2 Weeks


Job Description
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 inspiring stories.

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.
The two-year conflict in Northern Ethiopia has triggered a major humanitarian crisis in Afar, Amhara and Tigray regions with profound adverse effects on Ethiopia’s ambitious economic and governance reforms. The conflict resulted from significant loss of lives; displacement of millions needing humanitarian assistance; and large-scale damage to infrastructure and services. On 2nd of November 2022, an agreement for lasting peace through a Permanent Cessation of Hostilities was signed between the Government of the Federal Democratic Republic of Ethiopia (GoE) and the TPLF. Led by the AU, the Peace Agreement has ended active combat in Northern Ethiopia and raised hope for a gradual restoration of services and humanitarian operations in the region. This wide-ranging agreement committed, among other things, to an immediate and permanent cessation of hostilities, the creation of an interim administration in Tigray region pending regional elections, disarmament, demobilization and reintegration (DDR) of ex-combatants (XCs), resumption of unhindered humanitarian access, the restoration of essential services, reintegration of internally displaced persons (IDPs) and returning refugees, transitional justice, social cohesion and reconciliation, and recovery and reconstruction. The peace agreement also paves the way for the restoration of peace, security, and stability in the Afar, Amhara and Tigray Regions.

It is in this context that UNDP has developed a ‘Peace Support Programme/Facility (PSP/F)’ nested within the Federal Government’s Resilient Recovery and Reconstruction Framework (3RF) but focused on urgent actions over a period of 24 months to stabilise conditions, restore a sense of normalcy, and deliver a first peace dividend to conflict-impacted populations. The approach is to fill the gap that is likely to open between the urgency of addressing a wide range of priority needs quickly to consolidate peace and stabilise conditions and the time it will take for the larger, longer-term and more comprehensive 3R Framework to kick-in meaningfully, possibly in late-2024, at the earliest. Moreover, the PSP/F is designed flexibly, so that it could potentially be scaled-up to become the foundation of a larger UN-wide effort in the same direction. In line with this approach, the PSP/F is being implemented already in Afar, Amhara and Tigray regions.

The strategic goal of the PSP/F is to contribute toward an irreversible peace process in Northern Ethiopia. This will be pursued through an actionable set of measures that can build trust between communities and legitimate Ethiopian authorities and lay the foundations for recovery, peacebuilding, and sustainable development, founded upon country leadership and ownership.

Working within the broader framework of 3RF, the PSP/F will focus on the following windows:

Window 1: Local Governance, Human Rights and Social Cohesion

Window 2: Basic Social Services (health, nutrition, education, WASH, protection)

Window 3: Economic Revival (enterprises and agriculture, demining)

Window 4: Demobilization and Reintegration of Ex-Combatants

Window 5: Solutions to Internal Displacement

Geographic Focus: Afar, Amhara and Tigray (Northern Ethiopia); Window 4 Demobilization and Reintegration of Ex-Combatants (8 regions)

Target conflict-impacted populations: 10 million

Duties and Responsibilities
1. Ensure administration and implementation of HR strategies and policies in Peace Support Programme.

Ensure full compliance of HR recording and reporting systems with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of internal controls; and proper functioning of the HR management system in PSP.
Support the PSP in processes mapping and elaboration of the content of internal HR management Standard Operating Procedures (SOPs) where needed to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of the program.
Provide advice and share information to PSP Senior Management on corporate strategies, changes in rules and regulations, implementation of HR policies, proper use of contractual modalities, application of benefits and entitlements, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, career development and other HR related matters.
Coordinate and provide HR support to the PSP team.
Advise on the risk management of Country OfficePSP HR activities to proactively manage and mitigate the risk.

2. Ensure effective administration of human resources recruitment and staffing processes for Peace Support Programme:

Organize recruitment processes in coordination with GSSC and Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, and submitting compliance review cases as per the actions delegated to the CO/PSP. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
Provide advice pertaining to recruitment to senior management of peace support program.
Facilitate creation and update of positions in ERP, and association and update of positions to chart fields, in coordination with Finance Specialist.
Follow up with Finance staff on Global payroll issues.
Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations through ERP, in coordination with GSSC as applicable.
Maintain the PSP staffing table and administer PSP local rosters where relevant.
Initiate contract management, payroll, and separations in coordination with UNDP CO and GSSC for staff under peace support programming accordance with the delegation of authority given to Country Office.

3. Ensure proper staff performance management, talent management and career development in the peace support programme.

Facilitate the performance and talent management processes of PSP and through its stages, ensuring monitoring and completion of milestones. Elaborate performance evaluation indicators in consultation with the peace support Senior Management and unit supervisors.
Coordinate the development and implementation of Learning plan in consultation with the PSP Senior Management, HR Specialist and CO HR.

4. Ensure facilitation of knowledge building and knowledge sharing in the peace support programme.

Organize training for the operations and projects staff on HR issues.
Provide input for the co-creation of a local onboarding plan, leveraging corporate resources in consultation with PSP management team and CO HR.
Share information with personnel on corporate learning and development initiatives, systems, and platforms in coordination with the CO HR.
Synthesize lessons learned and best practices in HR and propose an improvement to maximize impact and relevance.
Make sound contributions to knowledge networks and communities of practice.
Institutional Arrangement

Under the direct supervision of the HR Specialist, the HR Associate can supervise clerical and support staff of the HR Unit. The HR Associate works in close collaboration with the operations, programme and projects’ staff in the CO and UNDP HQs staff for resolving complex HR-related issues and information exchange.

Competencies
Core

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.

Cross-Functional & Technical competencies

Business Development - Knowledge Facilitation: Ability to animate individuals and communities of contributors to participate and share, particularly externally.
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 & Ability to manage communications internally and externally, through media, social media and other appropriate channels.
Business Management - Working with Evidence and Data: Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making.
HR - Recruitment design and management: Knowledge of, and ability to design and manage end-to-end recruitment processes.
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.
HR - Performance Management: 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: Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment.

Required Skills and Experience

Education:
Secondary education with specialized certification in HR is required.
A university degree in Human Resources, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience:
Minimum of 7 years (with high school diploma) or 4 years (with bachelor’s degree) of progressively responsible HR and/or administrative experience at the national or international level is required.
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.

Required Language(s)

Fluency in English and local language of the duty station is required.

Disclaimer

Important information for US Permanent Residents ('Green Card' holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

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.

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