II. Job Purpose and Organizational Context

UNDP, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. As part of this commitment, UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Unit (GSSU) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), procurement, advisory and support services to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSU was set up earlier in 2003 in Copenhagen and it provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSU/HR in Copenhagen has established a legacy as a major Human Resources administration center within the United Nations and is recognized as a center of excellence. The Global Shared Service Unit (GSSU) is part of the Bureau for Management Services (BMS).

In the area of Human Resources, the GSSU supports both staff and management in UNDP offices and units, with the full cycle of HR services ranging from recruitment, talent management, learning and development, HR policy and advisory services, benefits and entitlements management, payroll and banking transactions.

In six UNDP Regional Bureau Service Centers (RSCs) – Addis Ababa, Amman, Bangkok, Dakar, Istanbul and Panama – the recruitment and administration of local personnel will be proximity-based and managed by outposted GSSU personnel who report directly to the Global HR Service Centers (GHRSC) in Istanbul and Copenhagen.

The Recruitment Associate in the 5 GSSU RSCs, supports the transparent implementation of the outposted recruitment of personnel for country offices in each Regional Bureau. S/he is accountable for the integrity, transparency and accuracy of recruitment and HR services, assuring full compliance with HR policies and procedures. The Recruitment Associate advises internal and external clients and managers on policies, guidelines and services and promotes a collaborative and client-oriented approach, sharing knowledge and best practice, including conducting training courses and coaching. Clients with whom there is direct contact may include UN Agency staff and other personnel in country offices as well as other units in UNDP.

The Recruitment Associate is jointly responsible for meeting the agreed GSSU HR work plan deliverables supporting the overall HR Strategy. S/he supports the coordination of the work of the team, in order to meet the work plan deliverables.

III. Duties and Responsibilities

Summary of Key Functions:

1. Administer and implement Recruitment Strategy and Plans in full compliance with Staff Rules & Regulations, UNDP HR Policies and Guidelines, to achieve the following results:

• Provide support to regular interaction with HR Focal Points in Country Offices on consolidated region-wide operationalization of recruitment strategies and plans.
• In collaboration with hiring managers in Country Offices, support the elaboration of recruitment strategies for each recruitment case.
• Ensure full compliance of HR activities with UN Rules & Regulations, UNDP policies, procedures and guidelines.
• Promote equity, transparency and consistency in the interpretation, determination, implementation and administration of HR recruitment policies, procedures and guidelines applicable to personnel.
• Support delivery of a high quality, timely and accurate recruitment service to enhance client understanding and confidence in GSSU HR as a credible HR service provider.
• Ensure accurate data management in Atlas.
• Contribute to the elaboration and maintenance of SOPs on candidate roster management for local/regional job vacancies and encourage the use of rosters for fast-track recruitments.
• In close cooperation with country offices, organize periodic calls for rosters for selected levels and typologies of expertise.

2. Provides Recruitment Services focusing on the achievement of the following results:

• Implementation of recruitment processes including drafting terms of reference, provision of input to the grading/validation of terms of reference, vacancy announcements, screening of applicants, evaluation of candidate applications, gathering of candidate references, support to the organization of interview panels, finalization of candidate selection/approvals, and handover of completed recruitment cases to the GSSU Benefits & Entitlements Team for hiring, onboarding and contract management.
• Manage communication with candidates as it relates to the outcome of their applications
• Input and tracking of all transactions related to recruitment processes.
• Contribute to the production of insightful recruitment analytics reports with regards to critical vacancies, taking into account UNDP’s corporate priorities of gender parity and workforce diversity.
• Maintenance and update of recruitment measurements and tracking systems.
• Maintenance and update of candidate rosters.
• Support Team members to meet the goals of the Team and GSSU RSC.
• Provide advice of the reduction of costs of operations and related costs to clients and partners. Assist Country Offices with the validation and timely recovery of charges related to recruitment services provided to projects and/or other UN Agencies

3. Recommend, support and maintain knowledge management prescriptive content for recruitment, selection, and placement to achieve the following results:

• HR knowledge management distribution/ system contains accurate and comprehensive coverage of Recruitment, Selection and Placement matters.
• Identify the need for new and/or modified policies and practices and initiate or propose actions required. Actively liaise with relevant UNDP/UN entities to seek policy clarifications and/or identify agreed solutions.
• Conduct periodic training courses on local recruitments for Country Offices and the Regional Hub.
• Enable and empower the team through access to GSSU HR knowledge base and by sharing own knowledge.
• Regularly analyze the typology of job profiles required for projects at the Country Office level.
• Continuous learning and development for HR staff by pursuing own development and acquire new knowledge with HR best practices.

IV. Competencies and Selection Criteria

Description of Competency at Level Required

(For more comprehensive descriptions please see the competency inventory)

Core

Innovation

Ability to make new and useful ideas work

Level 3: Adapts deliverables to meet client needs

Leadership

Ability to persuade others to follow

Level 4: Generates commitment, excitement and excellence in others

People Management

Ability to improve performance and satisfaction

Level 3: Appropriately involves team in different stages of work and decision-making

Communication

Ability to listen, adapt, persuade and transform

Level 3: Expresses information and views with adaptive reasoning and appreciation for complexity and variation

Delivery

Ability to get things done while exercising good judgement

Level 3: Takes responsibility for addressing critical situations and delivering core value

Technical/Functional

Recruitment

Knowledge of recruitment and HR issues, procedures and principles, and the ability to apply them to strategic and/or practical solutions to secure and retain quality candidates

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Human Resources Management (General)

Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Service Delivery Coordination

Ability to coordinate and deliver services in line with unit work plans and Service Level Agreements and standards of excellence in UNDP

Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise

Learning & Development

Knowledge of enterprise learning and development issues, concepts, and principles, and ability to apply them to enhance the fulfillment and performance of employees

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Problem Solving

Accurately accumulating information and its analysis; forecasting potential problems and planning; allowing for alternative, creative solutions and identifying most reasonable solutions

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Management & Coordination

Ability to manage and coordinate campaigns and people with inspiration. Believe in and promote diversity in the workplace and reshaping the workforce to meet need.

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

Knowledge Facilitation

Ability to capture, develop, share and effectively use information and knowledge

Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work

V. Recruitment Qualifications

Education:

Secondary Education with at least six (6) years relevant work experience, or Bachelors’ degree in Human Resources, Business or Public Administration, with relevant work experience of at least three (3) years.

Specialized certification in HR is highly desirable.

Experience:

• Minimum 3-6 years of relevant HR experience is required at the national or international level, including experience specifically in recruitment.
• Experience in other areas of human resources management, such as benefits and entitlements administration, is highly desirable.
• Familiarity with interpretation and application of UN/UNDP policies, rules and regulations is highly desirable.
• Experience in the usage of computers and MS Office packages (MS Word, Excel etc.). Demonstrated knowledge of integrated HR management systems would be an asset.  
• Experience with talent acquisition software and platforms is meritorious.

Language Requirements:

• Fluency in English (written and spoken)
• Working knowledge of other UN language(s) would be an advantage.

Other:

• Familiarity with HR module in Oracle-based Enterprise Resources (ERP) is desirable.