Human Resources Associate

Summary Of Key FunctionsAdministration and implementation of HR strategies and policies;Provision of HR services;Facilitation of knowledge building and knowledge sharing.  Ensures administration and implementation of HR strategies and policies:Ensure full compliance of records and reports with UN rules, regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and proper functioning of the HR management system and practices. In consultation with the direct supervisor and office management, support CO HR business processes mapping, and provide input to content elaboration and update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.Adapt processes and procedures where necessary to meet the needs of CO. Provide information to management and personnel on the implementation of HR policies, corporate strategies, rules and regulations, HR business processes, and proper use of contractual modalities. Collect information and support to UNDP’s participation in inter-agency exercises and surveys, such as comprehensive and interim local salary surveys, hardship, and place-to-place surveys, in coordination with the direct supervisor. Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk. Provides HR services to the UNDP CO and other UN agencies, including recruitment and staffingImplement recruitment processes in coordination with GSSC and locally with Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, providing support for the submission of compliance reviews as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Facilitate creation and update of positions in ERP (or create positions if delegated) and association and update of positions to chart fields, in coordination with budget owners. Cross-Functional & Technical competenciesBusiness Development: Knowledge Facilitation - Ability to animate individuals and groups, internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.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.Business Management: Operations Management - Ability to effectively plan, organise and oversee different parts of corporate operations, simultaneously and in an integrated way, in order to convert the organisation’s assets into the best results in the most efficient way. Knowledge of relevant concepts and mechanisms.HR – Recruitment: 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 needsHR - 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 amendmentsHR - Compensation/remuneration: Payroll management - Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reportsHR - Talent management: 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 EducationRequired Skills and ExperienceSecondary education A university degree in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirementExperienceMinimum of 6 years (with high school diploma) or 3 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 SkillsKnowledge of working on core Human resources function; Recruitment, benefits and entitlement, payroll….etcDesired skills in addition to the competencies covered in the Competencies sectionExperience in working on recruitment, onboarding, trainingExperience in managing performance evaluation and employee benefitsGood organizational skillsExperience in working at international organizations or UN/UNDP Required Language(s)Fluency in English and Amharic is required