UNDP is hiring a Human Ressources Specialist

Background

Job Purpose and Organizational Context

The Liptako Gourma (LG) area, comprised of sub-national regions in Mali, Burkina Faso and Niger, is home to approximately 14.5 million people. Over the past three years, it has increasingly become one of the epicenters of violence in the Sahel, experiencing a proliferation of armed groups. During the period between 2018 and July 2020 there was a fivefold increase in the number of violent incidents and conflict-related deaths compared to the 2015-2017 period. Inter-ethnic violence is also on the rise. The crisis has triggered significant displacement of populations in the three countries. As of February 2021, over 2 million people have been displaced, the majority of them (55 per cent) in Burkina Faso, followed by Niger (26 per cent) and Mali (19 per cent). According to OCHA, people in urgent need of humanitarian assistance in the three countries have increased from 7.3 million to 10.3 million between 2018 and 2020.

Despite these multiple factors of instability, the Liptako-Gourma sub-region has strong potential and assets to address existing risks and vulnerabilities. These point to factors such as the richness in natural resources and the existence of common socio-cultural dynamics, as well as institutional cooperation frameworks across the borders between the three countries. Furthermore, community-based conflict resolution mechanisms have traditionally been used and could be further promoted to serve as a basis for peacebuilding and equitable natural resource management.

To respond to this crisis, in recent years a number of initiatives have been established, or strengthened, for institutional coordination on security and development policies’ matters, based on the acknowledgment that exclusively military solutions are not sufficient to address the multidimensional crisis in the Sahel. Among the main initiatives are G5 Sahel (G5S), created in 2014 by the Heads of States of Burkina Faso, Chad, Mali, Mauritania and Niger; the intergovernmental organization covering the Liptako Gourma region – the Liptako-Gourma Authority (LGA) – which has received an expanded political mandate, since 2017; and the International Coalition for the Sahel, established in 2020 by the Heads of State of the G5 Sahel and France, and based on four pillars: 1) fight against terrorism; 2) capacity-building of the armed forces, 3) supporting the return of the State and administrations in the territory and improving access to basic services; and 4) assisting development. UN interventions in the Sahel are guided by the United Nations Integrated Strategy for the Sahel (UNISS) framework. In 2018, the UN also developed the UN Support Plan for the Sahel to scale up efforts to accelerate shared prosperity and lasting peace in the Sahel, built around six priority areas: i) cross border cooperation, ii) prevention and sustaining peace, iii) inclusive growth, iv) climate action, v) renewable energy and vi) women and youth empowerment.

In this framework, there is a growing recognition that, despite the number of existing initiatives, more efforts need to be pursued to swiftly redeploy authorities and state services to local areas, once they have been secured from the presence of militias, and to launch social cohesion initiatives before the return of jihadists. Currently this is the missing link to ensure a quicker return to peace and stability. Therefore, UNDP intends to lead an accelerated and scaled stabilization effort in fragile and instable zones with a view to advancing the political framework required for long-term stability. This effort will enable the re-establishment of state structures and basic services while fostering social cohesion through continuous inclusion and consultation. Stabilization interventions will require a dedicated operational backbone, special risk management procedures in the form of a Stabilization Facility.

Under the direct supervision of the Operations Coordinator/Manager, the Human Resources Specialist is responsible for advice to the senior management on the transparent implementation of HR strategies for the selected COs, guiding on the effective delivery of HR services and management of the identified CO’s. He/she assesses client needs, interprets and applies HR strategy and policies, rules and regulations, establishes internal procedures and provides solutions to a wide spectrum of complex HR issues, advising CO’s accordingly. His / Her services may be expanded to cover the entire region.

Duties and Responsibilities

Summary of key functions:

Implementation of HR strategies and policies ensuring consistency and coherence for selected COs.
Effective HR management.
Staff performance management and career development.
Facilitation and promotion of knowledge building and knowledge sharing

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

Guide and advice selected COs on the implementation of HR strategy in the COs; effective implementation of the internal control; proper design and functioning of the HR management system.
Advice the CO’s to achieve 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, considering 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).
Assist selected CO’s on the HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) in HR management and control of the workflows.
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.
Manages HR processes under crisis situations providing timely advice, anticipating HR risk areas and providing management with mitigation measures and recommending solutions.
Advice on the 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:

Guide identified CO’s in the 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, for key recruitment processes.
Advice the CO teams 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.
Prepare TOR’s, launch recruitment processes, assist on interview panels, drafting reports, for key recruitment processes for selected Cos.
Advice the local teams on the compliance of the guidelines of the appointment and other HR committees.
Advice to the CO management in contracts guidelines pertaining to staffing compliance. Advice CO’s on standard monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
Guide the CO’s on the best practices for cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.
Gather best practices and lessons learnt across the COs managed and beyond. Apply them to solve HR issues.

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

Advice and guide selected CO’s on the 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.
Advice COs on effective learning management in collaboration with the Senior Management
Advice selected COs on the effective implementation of major enhancements of the People for 2030 Strategy

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

Guide CO’s on the 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.

Competencies

Competencies and Selection Criteria

Core

Innovation

Ability to make new and useful ideas work
Level 5: Creates new and relevant ideas and leads others to implement them

Leadership

Ability to persuade others to follow
Level 5: Plans and acts transparently, actively works to remove barriers

People Management

Ability to improve performance and satisfaction
Level 5: Models high professional standards and motivates excellence in others

Communication

Ability to listen, adapt, persuade and transform
Level 5: Gains trust of peers, partners, clients by presenting complex concepts in practical terms to others

Delivery

Ability to get things done while exercising good judgement
Level 5: Critically assesses value and relevance of existing policy / practice and contributes to enhanced delivery of products, services, and innovative solutions

Technical/Functional

Building Partnerships

Identifying and building partnerships
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Promoting Organizational Learning and Knowledge Sharing

Developing tools and mechanisms
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Job Knowledge/Technical Expertise

In-depth knowledge of the subject-matter
Level 5:Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Promoting Organizational Change and Development

Assisting the individuals to cope with change
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Design and Implementation of Management Systems

Designing and implementing management system
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Client Orientation

Contributing to positive outcomes for the client
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Promoting Accountability and Results-based Management

Input to the development of standards and policies
Level 5: Originate: Catalyzes new ideas, methods, and applications to pave a path for innovation and continuous improvement in professional area of expertise

Required Skills and Experience

Recruitment Qualifications

Education

Master’s Degree or equivalent in HR, Business Administration, Public Administration or related field.
UNDP HR Certification Programme is desirable

Experience

5 years of relevant experience at the national or international level in providing HR advisory services and/or managing staff and operational systems. Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems.
Experience managing HR in crisis countries/context is desirable.

Language Requirements