UNDP Careers
UNDP China has been working in China over the past 40 years, partnering to advance various phases of China’s development. UNDP China’s actions and programmes for the period of 2021-2025 are defined in its Country Programme Document for China (CPD), prepared in cooperation with the Government of China and other partners. The CPD contributes to the United Nations Sustainable Development Cooperation Framework for China 2021-2025 and aligned to support the development priorities outlined in the Government of China’s 14th Five Year Plan.
We support the attainment of the SDGs in China, by promoting sustainable development principles in policies and decision-making, focusing on reducing inequality, promoting inclusive, low-carbon growth and protecting the environment. Our work involves shaping the policy discourse and practices in China’s development cooperation and overseas public and private financing by providing policy and technical guidance on alignment with international best practices and norms. In addition, UNDP leverages its global network and South-South Cooperation (SSC) to facilitate mutual knowledge and experience sharing between China and partner countries on best practices and lessons learned to advance the SDGs.
UNDP’s CPD implementation in China encompasses engagement with more than 15 Ministries and government representatives at the national and sub-national levels.
The Human Resources (HR) unit provides support to Country Office Management in ensuring that the office is appropriately staffed with high quality and engaged talent to support the effective implementation of the CPD and strategic positioning of UNDP in China. 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.
Position Purpose
Under the overall guidance and supervision of Operations Manager, the HR Analyst ensures effective delivery of HR services in a medium size Country Office. He/she interprets and applies HR policies, rules, and regulations; implements internal procedures; and provides solutions to a wide spectrum of HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.
The HR Analyst will supervise and lead support staff in the HR Unit. The HR Analyst 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. The HR Analyst will also be a member of the UN Operations Management Team and is expected to contribute to advance the work of the UN in China, where relevant.
Duties And Responsibilities
Ensure implementation of HR strategies and policies:
- Ensure full compliance of HR activities with UN rules and regulations and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
- Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. 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.
- Advise personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.
- Provide support to CO HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR.
- Advocate for implementation, monitoring and compliance of HR policies and corporate programmes including mandatory courses, gender, prevention of harassment, career development and knowledge management.
- Analyze and elaborate proposals for and implement a strategic approach to CO HR interventions including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development.
- Support the organization and coordination, if applicable, of inter-agency exercises and surveys, such as the comprehensive and interim local salary survey, hardship, and place-to-place surveys in coordination with the supervisor and partner agencies.
- Coordinate the Country Office HR support to the UN-system.
- Support the elaboration and implementation, in coordination with the supervisor and management, of HR strategy on audit recommendations.
- Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.
Ensure effective human resources management of recruitment, staffing and entitlements in the Country Office:
- Manage transparent and competitive recruitment and selection processes in coordination with GSSC and locally with hiring managers that includes updating job descriptions, preparing vacancy announcements, screening candidates, organizing and participating in the interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Facilitate recruitment for projects and at the request of UN partner agencies.
- Liaise and coordinate with relevant GSSC teams on the management of contracts, and monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations. Provide oversight of clustered services and report to supervisor and/or senior CO management for any cases to be escalated.
- Facilitate timely contract management actions, in close coordination with supervisors and senior management.
- Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
- Develop and manage CO rosters as appropriate.
- Manage International staff entitlements and position funding delegated to the CO HR Unit, in close coordination with GSSC, as needed.
- Initiate contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to the Country Office.
- Support workforce reporting and HR data analysis.
- Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results. Support the co-creation of a local engagement survey action plan.
- Manage HR processes delegated to the CO, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.
Ensure proper staff performance management, talent management, and career development in the CO:
- Analyze requirements, elaborate the protocol for and facilitate the performance management process.
- 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.
- Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools.
- Facilitate Performance Management reporting and monitoring in the CO.
- Advise management and personnel on CO work plan and performance management cycles and policies.
- Support effective learning management including establishment of the CO-wide Learning plan and individual learning plans in collaboration with senior management and the Talent Development Manager.
- Implement the Universal Access strategy ensuring access to role appropriate learning activities.
- Advise office management on personnel competency, career management/development, and training needs through the PMD and Talent Review processes.
- Provide effective counseling to staff on career management, development needs, and learning possibilities.
- Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.
Ensure facilitation of knowledge building and knowledge sharing in the CO:
- Organize training for the Operations and projects staff on HR issues.
- Synthesize lessons learned and best practices in HR.
- Make sound contributions to knowledge networks and communities of practice.
- Lead and implement the new staff orientation scheme
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: The HR Analyst will be responsible for supervision, performance management of support staff and consultants that might be engaged to support the overall role of undertaking the above noted roles.
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
People Management: UNDP People Management Competencies can be found in the dedicated site .
Cross-Functional & Technical
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 – People Analytics
- Ability to generate and align people data with business intelligence data to inform strategic decision-
- Making; knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making
HR – Recruitment Design And Management
- Knowledge of, ability to design and manage end to end recruitment processes
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
Education
Required Skills and Experience
- 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
- Up to 2 years (with master’s degree) or minimum 2 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.
- Knowledge of the Government of China’s system, policies and protocols related to the implementation of work programme by international organisations is required.
- Proven project management experience, preferably within UNDP or another UN agency, with sound knowledge and experience in all aspects of the HR management as an asset.
- Demonstrated ability in people management and working with diverse teams is preferred.
- Proven ability to deliver under pressure and in short timeframes as an advantage.
- Strong communication/presentation skills and excellent writing skills as an asset.
Language
- Fluency in the UN language of the duty station (English) is required.
- Fluency in the national language of the duty station (Chinese) is required for local staff.
- Knowledge of another UN language is desirable.
Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
Please upload copies of your academic qualifications and 3 latest Performance Evaluations (if applicable)
Disclaimer
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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