Human Resources Specialist – Nationals Оnly

This position is open Ukrainians Nationals Only.

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.

The United Nations Development Programme (UNDP) works in about 170 countries and territories, helping to eradicate poverty, reduce inequalities and exclusion, and build resilience so countries can sustain progress. As the development arm of the United Nations, UNDP supports strategic capacity development initiatives to promote inclusive growth and sustainable human development. Through partnerships with national, regional, and local governments, civil society, and the private sector, UNDP strives to support Ukraine in its efforts to eliminate poverty, develop people’s capacity, achieve equitable results, sustain the environment, and advance democratic governance. 

In Ukraine, UNDP has been working since 1993 with the Government and local authorities, with partners across the UN system, with civil society and with local communities to help identify and develop targeted solutions to the country’s development challenges.  We work in close collaboration with several key ministries, departments and agencies in a robust, integrated manner in three thematic priorities/portfolios:

1. Democratic Governance and Inclusive Social Fabric,
2. Inclusive and Sustainable Economic Recovery and Growth, and
3. Sustainable Environment and Energy Transformation.

Since 24 February 2022, complex humanitarian, development, and peace challenges have been emerging in Ukraine, underscoring the importance of programming that responds to the multiple dimensions of the crisis. The need for enhanced crisis/emergency coordination and response planning between the central government, the oblasts/rayons and other stakeholders (international community, CSOs, private sector) is becoming more and more critical for Ukraine to ensure delivery of services and build stronger resilience of the receiving/host communities and of the displaced. 

In this context, UNDP is recruiting a professional with relevant experience and a track record for the position of a Human Resources Specialist.

The Human Resources (HR) unit provides support to Country Office (CO) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the CO’s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace. 

DUTIES AND RESPONSABILITIES

Under the guidance and direct supervision of the Operations Manager, the HR Specialist is responsible for the strategic positioning of the HR services in the CO, advising senior management on the transparent implementation of HR strategies and ensuring the effective delivery of HR services in a large/crisis Country Office set up. He/she assesses client needs; interprets and applies HR strategy and policies, UN rules and regulations; establishes internal procedures; and provides solutions to a wide spectrum of complex HR issues. The HR Specialist promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Specialist manages the CO HR Unit in supervising and leading the unit’s professional and support personnel. He/she works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to ensure successful CO performance in HR management.

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.

Ensure effective implementation of HR strategies, policies, internal controls, and a well-functioning HR management system in the CO.

• Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies. Interpret HR policies and regulations accurately and advise senior managers on their applications, in considering the needs of the CO.
• Continuously analyze corporate HR strategy and policies, assess the impact of changes, and make recommendations on their implementation at the CO level. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results.
• Implement, in coordination with Management and relevant units, corporate targets, including gender indicators.
• Advise Senior Management on new HR policies and practices and their implementation, including recommendation of solutions to complex HR cases.
• Lead CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed to supplement SOPs issued by GSSC/OHR. Develop procedures and practices that contribute to enhanced and improved HR management in CO. Control workflows in the HR Unit. 
• Lead the advocacy for the implementation, monitoring and compliance of HR policies and corporate programmes including UNDP mandatory courses, gender, diversity, prevention of harassment, career development and knowledge management. 
• Lead implementation of a strategic approach to the full range of HR interventions in the CO that include recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development, in line with the relevant policies, roles and procedures.
• Align workforce/HR plan and business unit strategies/resource needs.
• Lead implementation of corporate surveys such as Staff Engagement Surveys, staff engagement initiatives and other requests from HQ and the CO Resident Representative. Lead UNDP’s participation in UN Surveys, such as salary survey, hardship, place-to-place, as applicable, in coordination with partner agencies.
• Oversee the Country Office HR support to the UN-system.
• Elaborate and implement, in coordination with Management, HR strategy on audit recommendations.
• Advise on and facilitate staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms.
• Oversee the risk management of Country Office HR activities by proactively managing and mitigating the risk.

Ensure effective management of HR services, including recruitment, staffing and entitlements in the Country Office 

• Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes updating job descriptions, proper job classification, preparing vacancy announcements, screening candidates, organizing and chairing interview panels, designing recruitment strategies and establishing recruitment monitoring system, submission of compliance review cases, and managing local rosters as per the actions delegated to CO. Oversee recruitment under UNDP projects and facilitate recruitment at the request of partner agencies.
• Oversee HR clustered services and facilitate and/or escalate cases as needed.
• Advise the CO management on contract modalities and contract guidelines pertaining to staffing compliance.
• Perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. 
• Ensure all national and international personnel contractual actions are taken in a timely manner, in close consultation with supervisors and management and coordination with GSSC.
• Manage international and local personnel entitlements and position funding delegated to the HR Unit, in consultation with budget owners. Maintain close communication with GSSC focal points pertaining to the correct administration of personnel entitlements and benefits. 
• Oversee and facilitate actions related to contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
• Oversee workforce reporting and data analysis, customized to the COs local needs. 
• Design and implement strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Facilitate and support the local engagement survey action plan.
• Manage HR processes delegated to COs, as applicable, such as medical evacuations, R&R, safety and security interventions, emergency preparedness.

Ensure proper personnel performance management, talent management, and career development in the CO

• Coordinate performance management and recognition programmes of the CO through its stages, ensuring monitoring and completion of milestones. Elaborate performance evaluation indicators in consultation with the Senior Management and unit supervisors. 
• Oversee performance management reporting, monitoring, and compliance in the CO.
• Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations.
• Implement effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools, goals creation, and career conversations. Provide advice to personnel on performance management policies, including review and rebuttal processes.
• Advise Management and Personnel on CO work plan and performance management cycles. 
• Coordinate the development and implementation of a CO-wide learning plan and budget, including learning mapping and needs assessment as well as facilitate development and implementation of individual learning plans in collaboration with the Senior Management to ensure effective learning management. 
• Advise office management and project managers on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable.
• Provide effective counseling to staff on career management, development needs, and learning possibilities, in coordination and communication with supervisors as appropriate. 
• Identify and report on critical capability gaps in the CO. Anticipate future capability development needs aligned with identified skills and competencies. 

Ensure facilitation of knowledge building and knowledge sharing in the CO 

• Design and implement training for Operations and Programme personnel on HR issues and relevant matters such as prevention of harassment, diversity and inclusion, etc.
• Facilitate training and advise CO personnel, in coordination with the Talent Development Manager, on corporate learning and development initiatives, platforms, and systems. Synthesize lessons learned and best practices in HR and propose HR enhancements to maximize impact and relevance. Anticipate future capability development needs aligned with identified skills and competencies.
• Design and facilitate the local onboarding process of new personnel, leveraging the corporate tools, in close consultation and coordination with hiring managers. 
• Make sound contributions to knowledge networks and communities of practice. 
• Coordinate UNDP’s contribution to HR inter-agency initiatives to the betterment of HR coordination, cooperation, and implementation.
• Build capacity of CO Human Resources personnel.

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: Supervise HR unit personnel.

COMPETENCIES

• Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact
• Think Innovatively: LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems
• Learn Continuously: LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences
• Adapt with Agility: LEVEL 3: Proactively initiate and champion change, manage multiple competing demands
• Act with Determination: LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results
• Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration
• Enable Diversity and Inclusion: LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity

People Management 

UNDP People Management Competencies can be found in the dedicated site. 

CROSS-FUNCTIONAL & TECHNICAL COMPETENCIES

Business Direction & Strategy   

• System Thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system

Business Management

• Portfolio Management: Ability to select, prioritize and control the organization’s programmes and projects in line with its strategic objectives and capacity. Ability to balance the implementation of change initiatives with regular activities for optimal return on investment. 
• Change Management: Ability to prepare, support, and help individuals and teams in designing and implementing organizational change

HR

• Human Resources Strategic planning: Ability to develop integrated HR strategies, governance structures, policies and procedures
• Organizational Design and Development: Knowledge of the organizational design and development theory (i.e. enabling organization’s performance through the design of structures, frameworks, systems, policies and metrics, as well as building and developing its culture, capability, values, behaviours, and relationships); understanding of macro trends that impact the design of organizations (e.g. sustainability, geopolitical, demographic, technology); knowledge of organizational design and development diagnostic tools; ability to ‘scenario plan’ for longer term organization design and development; ability to manage the development of capability/competency frameworks and maps 
• Talent Sourcing and Outreach: Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure the effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally
• Leadership Development: Knowledge of the leadership development theories, concepts and methodologies; ability to apply them in the design and implementation of the leadership development strategies and programmes; ability to advise leaders on their development needs and related strategies

QUALIFICATIONS

Education:

• Advanced university degree (master’s degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required; OR
• A first-level university degree (bachelor’s degree) in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience, Knowledge, and Skills:

• Minimum 5 years (with master’s degree) or 7 years (with bachelor’s degree) of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.         
• 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 is required.
• Experience in managing cross-cultural teams or working in a multicultural environment with an understanding of international HR practices is an advantage
• Proven experience in designing and implementing performance management systems, compensation and benefits schemes, and employee engagement strategies to enhance organizational effectiveness is a strong advantage 
• Proven experience in creating and implementing HR operation procedures, guidelines that align with organizational policies and goals will be considered as an asset
• Experience in designing and executing learning and talent acquisition strategies is desirable,
• HR experience within the United Nations system or other international organizations, with an understanding of UN HR policies, frameworks, and operational environments is an asset

Language Requirements:

• Fluency in the UN language (English) of the duty station is required.
• Fluency in the national language of the duty station (Ukrainian) is required for local staff.
• Knowledge of another UN language is desirable.

Disclaimer:

Misconduct Disclosure Scheme

UNDP participates in the Scheme for the disclosure of safeguarding-related misconduct in recruitment processes within the humanitarian and development sector (Misconduct Disclosure Scheme). 

In line with this Scheme, UNDP will contact previous employers of job applicants to request information about any investigations or findings of misconduct concerning allegations of sexual exploitation, sexual abuse and/or sexual harassment (sexual misconduct) against the applicant, during or after their employment. 

By submitting a job application, the applicant confirms to have understood and consented to UNDP contacting the applicant’s prior employers, during UNDP’s recruitment process, to request any such information on sexual misconduct.

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination. 

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles. 

Probation

For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Right to select multiple candidates

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.

Scam alert

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.

DEADLINE FOR APPLICATIONS 30 March, 2025.

If you wish to apply for this or other positions, please visit UNDP in Ukraine website, section Jobs and apply:

https://estm.fa.em2.oraclecloud.com/hcmUI/CandidateExperience/en/sites/CX_1/job/25196

UNDP will use a transparent and competitive screening process, though will only contact those applicants in whom there is further interest. Applications may only be submitted for specific vacancy.

Qualified women are strongly encouraged to apply.