Somalia: Human Resources Specialist

Background:

UNDP Somalia Country Office has a tremendously important role in supporting Somalia to achieve its aspirations of peace, inclusive governance, the foundations for economic growth, and gender equity.

The CO focuses on inclusive political processes, state formation, constitutional reform, justice, economic foundations and youth employment. Each UNDP project developed strategies to align to the country’s Strategic paper (Compact) providing robust support which will spur transformative change and lasting peace.

During the past two years, UNDP Somalia has been working hard on the Change Management Business Processes, aiming at increasing its presence and operations in the field offices based in Somalia, which will allow the CO to be more efficient, flexible and responsive to the country/government priorities. In addition, the increased presence in the field offices will contribute to enhancing and building national staff capacities through delegation of authority. Building office operational capacity becomes imperative considering that more operations are taking place inside Somalia.

Under the guidance and direct supervision of Deputy Country Director- Operations, the HR Specialist is responsible for providing advice to Senior Management on implementation of HR strategies, effective delivery of HR services and management of the CO HR Unit. S/he assesses client needs, interprets and applies HR strategies and policies, 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 supervises and leads the professional and support staff of the HR unit. The HR Specialist works in close collaboration with the Programme, Operations, and project teams in the CO, Area Offices and UNDP HQ staff as necessary to analyze strategic business needs, formulate HR strategies and implement corporate Human Resources programmes to attract, develop, motivate and retain the most suitable talent at the CO and ensure successful CO performance in HR management.**Description of Responsibilities :**

Summary of key functions:

• Implementation of HR strategies and policies;
• Effective HR management;
• Staff performance management and career development;
• Facilitation and promotion of knowledge building and knowledge sharing;
• HR Staff Development and Capacity Building.

Ensures implementation of HR strategies and policies focusing on achievement of the following results:

• Implementation of HR strategy in the CO; effective implementation of the internal control; proper design and functioning of the HR management system;
• Full compliance of HR activities with UN rules and regulations, UNDP policies, procedures and strategies. Interpretation of HR policies and regulations and advice to senior managers on their applications, taking into account their particular needs;
• Continuous analysis of corporate HR strategy and policies, assessing the impact of changes and making recommendations on their implementation in the CO. Continuous research of the matters related to conditions of service, salaries, allowances and other HR policy matters. Elaboration and introduction of measurement indicators, monitoring and reporting on achievement of results;
• Advice to Senior Management on HR new practices and their implementation (succession planning, career development and transition), strategic recruitment, advice on contract modalities, learning plan and performance evaluation). Recommend solutions to highly complex and exceptional cases;
• CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management, control of the workflows in the HR Unit;
• Leads the advocacy for the implementation, monitoring and compliance of the HR policies including gender and harassment, career development and knowledge management. Full compliance and completion by CO s/m of the Harassment course;
• Development of procedures and practices that contribute to enhanced and improved HR management.

Ensures effective human resources management focusing on achievement of the following results:

• Management of transparent and competitive recruitment and selection processes including updated job descriptions, proper job classification, vacancy announcement, screening of candidates, organization and chairing of interview panels, making recommendations on recruitment. Oversight and advisory support of recruitment under UNDP projects. Development and maintenance of data base of job applications;
• Advise on entitlements and career prospects;
• Advice to office management on s/m competencies. Advice on s/m career development and training needs through the PMD;
• Advice to project managers on transparent and competitive process for project recruitment, adequate TOR describing terms of payment based on results, standard matrix of recruitment processes and request for contracts. Continuous monitoring of the entire UNDP project recruitment process;
• Full compliance of the guidelines of the Compliance Review Panel;
• Advice to the CO management in contracts guidelines pertaining to staffing compliance. Monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas;
• Performs HR Manager Functions in Atlas. Leads corporate surveys as the Salary Survey, Global Staff Survey and other request from HQ´s and the CO Resident Representative;
• Management of the International staff entitlements and position funding delegated to the HR Unit. Close communication with local Government institutions to solve international staff-related issues;
• Close communication with HQ´s focal points pertaining to the correct administration of s/m entitlements and benefits;
• Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.

Ensures proper staff performance management and career development focusing on achievement of the following results:

• Elaboration and implementation of the protocol for performance appraisal process, facilitation of the process, elaboration of performance evaluation indicators in consultation with the Senior Management;
• Implementation of effective systems for the performance evaluation, including training to supervisor for an effective use of the tool leading to career development. Advice on work plan, monitoring and performance team evaluation;
• Effective learning management including establishment of the CO Learning Committee and Whole Office Learning plan and individual learning plans in collaboration with the Senior Management;
• Provision of effective counseling to staff on career advancement, development needs, learning possibilities.

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

• Design and implementation of training for operations/ programme staff on HR issues;
• Synthesis of lessons learned and best practices in HR;
• Sound contributions to knowledge networks and communities of practice.

Impact of Results

The key results have an impact on the overall CO efficiency in human resources management and success in introduction and implementation of HR strategies and policies. Proper implementation of HR strategy and policies, management of HR system ensure client satisfaction and maintains high staff morale**Competencies :**

Functional Competencies:

Building Partnerships

• Effectively networks with partners seizing opportunities to build alliances;
• Identifies needs and interventions for capacity building of counterparts, clients and potential partners;
• Displays initiative, sets challenging outputs for him/herself and willingly accepts new work assignments.

Promoting Organizational Learning and Knowledge Sharing

• Makes the case for innovative ideas documenting successes and building them into the design of new approaches;
• Develops and/or participates in the development of mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies.

Job Knowledge/Technical Expertise

• Understands advanced aspects of primary area of specialization as well as the fundamental concepts of related disciplines (financial resources and human resources management, contract, asset and procurement, information and communication technology, general administration);
• Continues to seek new and improved methods and systems for accomplishing the work of the unit;
• Keeps abreast of new developments in area of professional discipline and job knowledge and seeks to develop him/herself professionally;
• Demonstrates comprehensive knowledge of information technology and applies it in work assignments;
• Demonstrates comprehensive understanding and knowledge of the current guidelines and tools and utilizes these regularly in work assignments.

Promoting Organizational Change and Development

• Performs appropriate work analysis and assists in redesign to establish clear standards for implementation.

Design And Implementation of Management Systems

• Carries out research into existing systems to identify best practice and make recommendations to management on applicability to UNDP;
• Identifies and recommends remedial measures to address problems in systems design or implementation.

Client Orientation

• Anticipates client needs;
• Works towards creating an enabling environment for a smooth relationship between the clients and service provider;
• Demonstrates understanding of client’s perspective.

Promoting Accountability and Results-Based Management

• Provides inputs to the development of organizational standards for accountability and results-based management.

Core Competencies:

• 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. Promoting learning and knowledge management/sharing is the responsibility of each staff member;
• Fair and transparent decision making; calculated risk-taking.

UNDP HR Certification ProgrammeQualifications :**

Education:

• Master’s Degree or equivalent in HR, Business Administration, Management, Public Administration, Law or related field.
• UNDP HR Certification programme would be desirable but not a requirement

Experience:

• 5 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems;
• International experience in post conflict settings;
• Knowledge of UN Staff Regulations and Rules and Personnel Directives;
• Knowledge of UNDP HR Policies & Procedures, rules and regulations;
• Knowledge of ATLAS HR Modules, internal financial management and control framework(s) is required;
• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web based management systems.

Language Requirements:

• Fluency in English required.

Interested and qualified candidates should submit their application by visiting: http://jobs.undp.org/ or

https://jobs.undp.org/cj_view_job.cfm?cur_job_id=65066