Human Resources (HR) Associate (G7), Associé aux ressources humaines (RH) (G7), Yaoundé, UNDP

Human Resources (HR) Associate (G7), Associé aux ressources humaines (RH) (G7), Yaoundé, UNDP

Role Responsibilities/ Responsabilités du rôle

Job Description

Background

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.

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.

Under the guidance and direct supervision of the Operations Manager, the HR Associate provides leadership in execution of the full range of CO HR services ensuring their transparency and integrity. The HR Associate promotes a collaborative, client-oriented approach and promotes the maintenance of high staff morale.

The HR Associate supervises and leads the support staff of the HR Unit. The HR Associate works in close collaboration with the operations, programme and project teams in the CO and UNDP HQs staff for resolving complex HR-related issues and information delivery.

Duties and Responsibilities

1.)     Ensures administration and implementation of HR strategies and policies, adapts processes and procedures focusing on achievement of the following results:

  • Full compliance of HR recording and reporting systems with UN rules and regulations, UNDP policies, procedures and strategies; effective implementation of the internal control framework, proper functioning of the HR management system.
  • Provision of advice and information on corporate strategies, changes in rules and regulations, implementation of personnel rules, strategic use of contractual modalities, application of entitlements, change management processes.
  • Country Office (CO) HR business processes mapping and elaboration of the content of internal Standard Operating Procedures (SOPs) in HR management.

2.)     Ensures effective administration of human resources focusing on achievement of the following results:

  • Organization of recruitment processes including drafting job description, provision of input to job classification process, vacancy announcement, screening of candidates, participation in interview panels. Provision of advice on recruitment in UNDP projects.
  • Creation/update of positions in Atlas, association of positions to chart fields (COAs), update of COA information, setting up vendor, performing the functions of Admin.HR, Position Administrator and Absence Processor in Atlas. Preparation of contracts (FTA, CA, TA, SCs, UNVs) and recurring vouchers in Atlas. Timely follow up with Finance staff on Global payroll issues.
  • Monitoring and tracking of all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments and separations through Atlas.
  • Maintenance of the CO staffing table.
  • Preparation or review of submissions to the Compliance Review Panel (CRP) and Compliance Review Board (CRB).
  • Administration of delegated International staff entitlements and position funding delegated to COs.
  • Administration of the CO rosters including e-rosters.
  • Validation of cost-recovery charges in Atlas for HR services provided by UNDP to other Agencies.

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

  • Facilitation of the performance appraisal process and maintenance of the related data acting as Secretary of TMRG.
  • Participation in preparation of the Whole Office Learning plan and individual learning plans in consultation with the Senior Management.

4.) Ensures conduct of UN-related surveys focusing on achievement of the following results:

  • Collection of information and preparation of reports for comprehensive and interim local salary, hardship and place-to-place surveys. Participation in the work of LSSC.

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

  • Organization of trainings for the operations/ projects staff on HR issues.
  • Synthesis of lessons learnt and best practices in HR.
  • Sound contributions to knowledge networks and communities of practice.

Competencies

Core Competencies

Achieve Results:

LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work

Think Innovatively:

LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking

Learn Continuously

LEVEL 2: Go outside comfort zone, learn from others and support their learning

Adapt with Agility

LEVEL 2: Adapt processes/approaches to new situations, involve others in change process

Act with Determination

LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously

Engage and Partner

LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships

Enable Diversity and Inclusion

LEVEL 2: Facilitate conversations to bridge differences, considers in decision making

Cross-Functional & Technical competencies

HR – People strategy and planning

Human resources strategic planning:    Ability to develop integrated HR strategies, governance structures, policies and procedures

HR – People strategy and planning

Job evaluation:    Knowledge of the UN job evaluation methodology, theory and application

HR – Talent acquisition

Talent sourcing and outreach:    Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure the effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally

HR – Recruitment

Recruitment design and management:    Knowledge of, ability to design and manage end to end recruitment processes

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

UNDP | People for 2030 – Competency Framework – Technical Competencies to develop performance management and appraisal processes that minimize biases

HR – Compensation/remuneration

Payroll management:    Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports

HR – Learning and development

L&D planning:    Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment”

Required Skills and Experience

Education:

Secondary Education is required with specialized certification in HR or University Degree in HR, Business or Public Administration will be given due consideration

HR Certification Programme is desirable

Experience:

For holders of Secondary Education: 7 years of experience in HR and/or administrative experience is required at the national or international level.

For holders of University Degree, at least 4 years of experience in HR and/or administrative experience is required at the national or international level.

Previous HR experience in the UN System is highly desirable.

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

Fluency in French and/or English and working knowledge of the other language.

Disclaimer

Female candidacies are strongly encouraged.

Important applicant information

All posts in the GS categories are subject to local recruitment.

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.

Workforce diversity

UNDP is committed to achieving diversity within its workforce, and encourages all qualified applicants, irrespective of gender, nationality, disabilities, sexual orientation, culture, religious and ethnic backgrounds to apply. All applications will be treated in the strictest confidence. We strongly encourage female candidacies.

Scam warning

The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.

Scam warning

The United Nations does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process. Should you receive a solicitation for the payment of a fee, please disregard it. Furthermore, please note that emblems, logos, names and addresses are easily copied and reproduced. Therefore, you are advised to apply particular care when submitting personal information on the web.

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The Weekly Job Report, Le rapport de travail hebdomadaire, 13/12/2021: https://afriquejobs.com/2021/12/12/the-weekly-job-report-le-rapport-de-travail-hebdomadaire-13-12-2021/

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