HR Business Advisor, Office of Human Resources-BAS-RBA

Within the overall framework of corporate HR policy, the HR Business Advisor (HRBA) advises RBA HQ office and RBA country offices networks and business units on achievement of corporate business and staff performance objectives. The HRBA partners with line management to analyze strategic business needs, formulate Bureau HR strategies, and implement corporate human resources programmes to attract, develop, motivate, and retain the most suitable talent in the organization. Through an intimate knowledge of the HQ and Country offices network, matrix collaboration, and best practices of benchmarked organizations, the SHRBA recommends changes to, and partners in the development and implementation of new HR policies to meet client needs.

Duties and Responsibilities

Summary of Key Responsibilities: Strategy and Policy Services : Assesses Bureaus, country offices and Regional Service Centers’ needs and develops with senior management and business units, targeted HR strategies and interventions to achieve business objectives. In close partnership and collaboration with other BAS and OHR strategic corporate units develops corporate HR plans, policies, and strategic initiatives. Assesses impact of corporate HR policies on staffing and business operations and provides feedback to corporate unit partners and clients to support policy formulation and benchmarking. Policy Advisory Services: Provides technical and operational support and guidance on policy application and interpretation to Bureau management, staff in country offices and Regional Centers. Recommends solutions to highly complex and exceptional cases. Assesses the effectiveness of OHR-RBA unit’s operations against corporate performance indicators, plans and results. Recommends corrective measures to ensure of goals and objectives. Oversight of Implementation: Bridges the gap between corporate level policy development and execution at the RBA level of corporate-directed programmes, e.g. performance and career management, workforce planning, succession planning, learning, GSS, and scorecards. Exercises delegated authority to approve exceptions and reports to senior management on periodic basis decisions taken. Recommends to OHR for approval those exceptions of precedent setting nature. Advises on classification of posts within the established delegated authority and application of generic profiles. Manages timely and appropriate selection or placement of International Professionals taking into account organizational priorities, e.g. gender balance, geographical distribution, competencies, etc. Interviews candidates and negotiates with external recruits on conditions of service. Projects RBA vacancies and staffing requirements to the appropriate corporate unit for vacancy management and succession management planning. Coordinates the regular Quarry Exercise for various RBA vacancies in professional groups and categories supported with relevant candidates pool, career management and performance data analysis. Manages Recruitment and Staffing campaigns including Panel processes to ensure sourcing, selection, and placement of desired talent. Coordinates with Staff Services in Copenhagen to ensure implementation of recruitment, selection, placement, reassignment, and separation decisions for RBA staff. Knowledge Management and UN System Partnerships: Builds capacity of RBA business units through training, briefings and learning programmes. Raises awareness of RBA business units on corporate strategic issues, plans and initiatives to maximize utilization, implementation and reporting on results. In a highly matrix manner, ensures an integrated and coherent approach on policy implementation and services for the staff. Manages a network of RBA HR practitioners that actively shares knowledge and best practices, provides mutual support and access to specific HR learning opportunities. Manages facilitation of inter-agency exchanges (e.g. loans, secondments, UN missions) of UNDP staff to other partner UN Agencies, and negotiates releases, as well as terms and conditions of return of staff in line with the Inter-Agency Agreement or Inter-Organization Mobility Accord. Advocacy and Oversight Functions: Acts as the Advisor to the Director of Regional Bureau on operational issues related to high level recruitments and strategic placements, including posting of DSRSG/RC/HC/RR ASG and higher level appointments, extensions of appointments of top UNDP managers and providing advisory services on best practices and strategic advice. Manages development and update of OHR-RBA annual work plan and risk log for OHR-RBA unit in coordination with the Chief of BAS. Managerial Functions: Accountable for integrity, transparency, and equity in the management of UNDP resources including: People Management through recruitment, performance and career management of staff to motivate and promote organizational excellence. Learning Management including establishing Unit Learning Plans and ensure staff supervised meet their development needs while meeting the needs of UNDP. Providing strategic and data inputs into OHR budget preparation exercises and managing sub-allotments issued to unit and/or specific activities within the unit. Support to content Management by ensuring (1) prescriptive content within functional area is continuously updated and available through the Portal (2) Best Practices are continuously identified, documented and made available to clients and peers through the Portal and (3) appropriate and up-to-date information and learning tools are available. Information Technology Management through leveraging Atlas functionality for improved business results, simplification of transaction and reporting processes and improved client services as well as leveraging Portal functionality for content management, information provision and learning. Matrix Management by ensuring product/results handovers and consultations within OHR, between OHR and HQ business units are correctly planned, prepared and executed as well as effective and efficient management of a multitude of partnerships with external actors and clients. Impact of Results: Affects a wide range of the organization’s activities and commitments that directly reflects on the competence of the organization, e.g. failure to identify, select and assign the correct profile of Managers of RBA business units in a timely manner may adversely impact UNDP’s ability to execute its mandate and adversely affect the image of the organization as a leader in development. Deliverables include: clearly defined management tools, i.e. career development plans, succession management plans, etc. are established; active community of HR practitioners and managers in RBA and the RBA network established; flexible, dynamic and consistent HR management practice in RBA business units responding to key business challenges. Nature of Interactions: Advising senior management on new approaches and implementation of corporate HR programmes, advocacy role for staff, interpreting organization’s policies with respect to difficult and complex cases, exercising authority to approve exceptions and providing rationale to decisions serving as precedents. In close collaboration with other OHR departments, including other BAS units, Staff Administrative Services (SAS in Copenhagen), UN Reform and RC System Unit, OHR Operations Unit and Career Transition Unit, BAS-RBA unit is responsible for broad range of HR advisory services. BAS-RBA unit partners with line management of RBA business units to analyze strategic business needs, formulate strategies and implement corporate human resources policies to attract, develop, motivate and retain talent in the organization. The HR Advisor BAS-RBA works under the guidance and direct supervision of Deputy Director of OHR/Chief of BAS. The HR Advisor, BAS-RBA is supported by two HR Specialists (at P3 level) and HR Associate (at GS-6 level).

Competencies

Functional Competencies: Building Strategic Partnerships Building strategic alliances Creates networks and promotes initiatives with partner organizations Promoting Organizational Learning and Knowledge Sharing Participating in the development of policies and innovative approaches and promoting their application throughout the organization Actively seeks and promotes innovative methodologies and leads the development of supporting policies/tools to encourage learning and knowledge sharing Develops and/or participates in the development of policies and new approaches and participates in training of staff in their application throughout the organization Promotes UNDP as a learning/knowledge sharing organization Job Knowledge/Technical Expertise Expert knowledge of own discipline Possesses expert knowledge of advanced concepts in primary discipline, a broad knowledge of related disciplines, as well as an in-depth knowledge of relevant organizational policies and procedures (HR Management) Applies knowledge to support the unit/branch’s objectives and to further the mandate of UNDP For Managers: Applies a broad knowledge of best management practices; defines objectives and work flows, positions reporting relationships in such a way as to obtain optimum effectiveness for the unit/branch Keeps abreast of new developments in area of professional discipline and job knowledge and seeks to develop him/herself personally Demonstrates comprehensive knowledge of information technology and applies it in work assignments Demonstrates expert knowledge of the current programme guidelines and project management tools and manages the use of these regularly in work assignments Promoting Organizational Change and Development Influencing organizational change and development Identifies problems central to the organization’s success, assesses their impact Provides change and development advice, including the design and implementation of change strategies / processes to enable staff/the organization to deal with change effectively Drives process definition, simplification, and integration efforts throughout the organization Strategic Alignment of Management Practice (HQ & RSCs) Understands the strategic direction and context in terms of management requirements and ensures management policies and practices support the achievement of organizational goals Anticipates and understands internal and external issues and opportunities that may impact the organization Encourages and supports managers at all levels to assume responsibility for management of resources Design and Implementation of Management Systems Formulating strategy for system implementation Designs management systems based on established best practice and identified needs within UNDP Manages complex design projects where different actors are involved at different stages of the project until completed Advocates through internal networks the demonstrable value of existing systems to facilitate achievement of organizational goals Client Orientation Meeting long-term client needs Anticipates constraints in the delivery of services and identifies solutions or alternatives Proactively identifies, develops and discusses solutions for internal and external clients, and persuades management to undertake new projects or services Consults with clients and ensures their needs are represented in decision-making processes Advises and develops strategic and operational solutions with clients that add value to UNDP programmes and operations Promoting Accountability and Results-Based Management Development and application of organizational standards Analyses audit, evaluation and policy application review results, extracts key elements and prepares proposals to address areas of weakness in the organization’s performance Core Competencies: Promoting ethics and integrity, creating organizational precedents Building support and political acumen Building staff competence, creating an environment of creativity and innovation Building and promoting effective teams Creating and promoting enabling environment for open communication Creating an emotionally intelligent organization Leveraging conflict in the interests of UNDP & setting standards Sharing knowledge across the organization and building a culture of knowledge sharing and learning Fair and transparent decision making; calculated risk-taking

Required Skills and Experience

Education: Advanced university degree from an accredited educational institution in the Social Sciences: Business Administration, Public Administration, Organization Psychology, Psychology, Sociology, Economics, Development Economics, International Relations, Human Resource Management or Organization Development. Experience: At least 10 years relevant experience in human resources management, or must have held similar positions in other international organizations, or has significant international human resources experience at a similar level. Language: Fluency in English with proficiency in French language.

Click here for important information for US Permanent Residents ('Green Card' holders).

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.

HR Business Advisor, Office of Human Resources-BAS-RBA