Position Purpose

Under the overall guidance of DRR-Operations, the HR Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity, works in close collaboration with the Operations, Programme in the CO and project teams, as well as UNDP OHR in HQ to successfully deliver human resources services.

HR Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity. The HR Associate promotes a collaborative, client-oriented approach, maintenance of high staff morale. The key results have an impact on the overall efficiency of the CO including improved business results and client services

Duties and Responsibilities

In this section list up to five primary functions/accountabilities of the position (Typically one sentence each) and examples of duties that must be performed to successfully accomplish key responsibilities.

Ensures administration and implementation of HR strategies and policies, adapts processes and procedures:

• Ensures full compliance of HR recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework, proper functioning of the HR management system.
• Provides advice and information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements, and change management processes.
• Maps CO HR business processes and elaborates on the content of internal Standard Operating Procedures (SOPs) in HR management.

Ensures effective administration of human resources:

• Organizes recruitment processes including drafting the job description, provision of input to job classification process, vacancy announcement, screening of candidates, and participation in interview panels. Provision of advice on recruitment in UNDP projects;
• Facilitates positions, association of positions to chart fields (COAs), performs the functions of Admin. HR and Absence Processor in Atlas;
• Follows up timely with Finance staff on Global payroll issues;
• Monitors and tracks all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations;
• Maintains CO staffing table;
• Administrates CO rosters including e-rosters;
• Validates cost-recovery charges for HR services provided by UNDP to other Agencies
• Coordinates closely with GSSU to ensure compliance and meeting the business needs of the CO.
• Screening of all incoming calls and correspondence.
• Presentation of proposals to eliminate communication bottlenecks in the office and streamline office procedures between the supervisor’s office and subordinate division.

Facilitates performance management, knowledge sharing and career development of staff:

• Facilitates performance appraisal process and maintenance of the related data; acting as alternative Secretary of Talent Management Review Group
• Organizes trainings for the operations/ projects staff on HR issues;
• Synthesizes lessons learnt and best practices in HR, contributes to knowledge networks and communities of practice;
• Acts as a Talent Development Manager, provides ongoing vision and direction, feedback and innovative suggestions for learning and development for UNDP Belarus;
• Analyses the learning needs of staff, prepares Whole Office Learning Plan in consultation with the Senior Management;
• Facilitates design and delivery of learning solutions to staff.

Assists the implementation of talent management and people management strategies:

• Ensures implementation of People 2030 strategy;
• Disseminates information related to People 2030 initiatives, participates in People 2030 engagement forums, contributes stories and updates to foster knowledge exchange;
• Facilitates staff on-boarding;
• Acts as Employer Brand Ambassador to leverage commitment to the Organization and its mission;
• Supports the development and implementation of CO plans and strategies for talent management.

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

• Organization of trainings for the operations/ projects staff on HR issues.
• Synthesis of lessons learnt and best practices in HR.
• Sound contributions to knowledge networks and communities of practice

Competencies

Core

• Achieve Results: LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline
• Think Innovatively: LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
• Learn Continuously : LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback
• Adapt with Agility: LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible
• Act with Determination: LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident
• Engage and Partner: LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships
• Enable Diversity and Inclusion: LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination

Cross-Functional & Technical competencies

• Business management: - Digital Awareness and Literacy
  • Ability and inclination to rapidly adopt new technologies, either through skillfully grasping their usage or through understanding their impact and empowering others to use them as needed
• Compensation/Remuneration - Managing payroll
  • Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports
• Compensation/Remuneration - Managing benefits
  • Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments
• 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
• Talent Acquisition - 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 needs
• Business Development - Knowledge Generation
  • Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need
• 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:

• Completion of Secondary Education is required 
• Bachelor’s Degree in HR, Business or Public Administration, Social Sciences and relevant fields will be given due consideration.

Experience:

• Minimum of 7 years with Secondary education or 4 years with a Bachelor’s degree of progressively responsible HR and/or administrative experience is required at the national or international level.
• Knowledge of the Human Resources management practice in an organization of the United Nations system of UN/UNDP is desirable.
• Knowledge of UNDP policies and guidelines is an advantage

Language:

• English is Required 

Notice:

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