Performance Management and Development Analyst

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.

Office/Unit/Project Description

Strengthening a high-performance culture is one of the key priorities in UNDP’s People for 2030 Strategy. As part of this effort, the Office of Human Resources (OHR) is supporting a transformation of how individual performance and development management is approached and implemented across the organization. The People Performance Unit (PPU) falls part of the Office of Human Resources (OHR). It exists to provide substantive leadership to the development and implementation of UNDP-wide approaches and strategies aimed at creating a positive employee experience, maintaining a safe, respectful, and enabling working environment and it enables personnel engagement, productivity and performance.

Under the primary supervision of the HR Specialist, Organizational Effectiveness and Employee Engagement, UNDP is looking for a Performance Management and Development Analyst who will drive and implement programmes and interventions to strengthen a high-performance culture in line with UNDP’s People for 2030 Strategy.

Scope of Work

Contribute to the effective implementation of the Performance Management and Development (PMD) policy

• Under the guidance of the HR Specialist, Organizational Effectiveness and Employee Engagement, manage PMD related technical and policy related queries from HR focal points.
• Contribute to the development and update of PMD and probation step-by-step guides in alignment with existing policies.
• In collaboration with others contribute to the development of a guide on lessons from the internal justice system guide for managers dealing with underperformance etc.
• Support the piloting of goal execution tools e.g. MS Viva Goals for volunteer teams.
• Monitor compliance on the PMD Dashboards and retrieve regular reports as required.

Contribute to the design and delivery of Performance Management and Development capacity development programs

• Coordinate awareness/capacity-building sessions on performance management processes and Quantum tool. This may include co-facilitating webinars and coordinating training, in addition to supporting the development of key assets, such as overview decks, SharePoint pages, FAQ’s and more.
• Working with the HR Specialist, Organizational Effectiveness and Employee Engagement, on the design of training for managers (e.g. Training on giving and receiving feedback to support the roll-out of the Mid-Term Leadership Pulse)
• Collaborate with others to ensure PMD related training is included in existing leadership programs (e.g. Rising Leaders and Leaders for 2030 programs)

Support with stabilization and optimisation of relevant modules on the Quantum platform

• Support with the development of business requirements for new or updated functionalities.
• In collaboration with ITM, support testing and release of new functionalities and reports in PMD Modules in line with business requirements.
• Troubleshoot existing online processes and functionalities and work with the support team to resolve identified issues.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Institutional Arrangement

The position is located in the People Performance Unit (PPU) within OHR. The Performance and Development Management Analyst will report to the HR Specialist, Organizational Effectiveness and Employee Engagement, BMS/OHR.

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

Thematic Area

Name

Definition

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

Development

Collective

Intelligence Design

• Ability to bringing together diverse groups of people, data, information or ideas, and technology to design services or solutions.

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.

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 appropropriate channels.

HR 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 minimizes biases.

Minimum Qualifications Of The Successful IPSA

Min. Education requirements

• An advanced university degree (Master’s Degree or equivalent) in Psychology, Sociology, Human Resources or any other related field is required, OR
• A first level university degree (Bachelor’s Degree) in Psychology, Sociology, Human Resources or any related field, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Min. Years Of Relevant Work Experience

• Minimum two (2) years with Master’s Degree or four (4) years with Bachelor’s Degree of working experience in Performance and Development Management or related HR field required.

Required Skills

• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems.

Desired skills in addition to the competencies covered in the Competencies section

• Experience in research and analysis is an advantage.
• Familiarity with HR module in Oracle-based ERP is desirable.
• Knowledge of UN and/or UNDP HR Policies and Procedures is a plus but not required
• Previous experience working within the United Nations System is an advantage.

Required Language(s)

• Fluency in the English language is required
• Working knowledge of another UN language is an advantage.

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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