2012 brought significant political change to Somalia. The end of the transition was successfully completed with the adoption of a provisional constitution, the selection of a more streamlined new federal parliament, the election of a new Speaker of Parliament and President, the appointment of a new Prime Minister and a leaner 10-member cabinet, which includes two women ministers. The new authorities are widely seen as genuinely committed to helping Somalia emerge from two decades of strife and the international community has pledged its support to help make this a reality.
After 20 years as a failed state, Somalia is now confronted with the critical tasks of nation- and state-building. UNDP Somalia is currently RBAS’ fourth largest in terms of delivery with significant potential for even more rapid growth. The immediate challenges are to align the Country Office’s programme and operational capacities with the Government of Somalia’s priorities and particularly the President’s Six Pillar Policy. The overall objective of UNDP in Somalia will be to build the capacity of the State to manage and account for its resources in order to set the foundation for pro-poor policies, inclusive growth and to establish an environment conducive for the rule of law and security for all. The three strategic focus areas for UNDP in Somalia will include: (1) Governance and Rule of Law; (2) Poverty Reduction and Environment Protection; and (3) Gender Equality and Women’s Empowerment. Given the expected increase in the programme, UNDP Somalia will need to ensure the effective and efficient delivery of UNDP’s programme portfolio in Somalia.
Given the exceptional complexity, breadth, reach and volume of the UNDP programme and Operations in Somalia and in order to ensure UNDP’s credibility and leadership role in the UNCT, UNDP needs to ensure that it has the right profile of international and national staff.
UNDP Somalia is one of the largest UNDP offices globally with an HR Unit responsible for the management of a large number of national and international staff members and project personnel. Moreover, the CO provides extensive HR services to other UN Agencies
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 including (but not limited to) recruitment, separation, career development, succession planning, benefits and entitlements of staff and to advice the senior management on the transparent implementation of HR strategies in a large Country Office such as UNDP Somalia as well as management of the CO HR Unit. Accurate and timely provision of HR advisory services to all units and staff of the CO and effective management of the CO HR Unit are key responsibilities of the HR Specialist. He/she 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, Sub/Field-Offices and UNDP HQ staff as necessary to analyze strategic business needs, formulate HR strategies and implement corporate Human Resources to attract, develop, motivate and retain the most suitable talent at the CO and ensure successful CO CO performance in HR management
|
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
- Accountability, intergrity, transparency and equity in the management of UNDP resources
- 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
- Management and oversight of Individual Consultants (IC) hiring process to ensure timely and appropriate selection process, works closely with other colleagues to ensure efficient management and use of limited resources.
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 of recruitment under UNDP projects. Development and maintenance of data base of job applications.
- Oversee interviews and recruitment process (testing of new candidates, verification of educational qualifications and credentials, references and previous employment records). 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 RCA.
- 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 Appointment and Promotion 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.
- Monitor, advise and acts on disciplinary matters in accordance with established rules and procedures. Medicates conflict for the CO national and international staff.
- Ensure all national and international staff’s contractual requirements are done in a timely manner
- Emergency preparedness and emergency rapid resposnes are established and ensured. Emergencies affecting staff are promptly and properly investigated and appropriately coordinated actions are swiftly undertaken.
- Implements the strategies on staff wellbeing related issues.
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 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.
- Raise awareness of CO/projects on corporate strategic issues, maximize utilization, implementation and reporting on results
- Ensures an integrated and coherent approach on policy implementation and services for the staff
- Participates in corporate UNDP networks and maintains up-to-date knowledge of trends and best practices. Distills best practices and comparative experiences. Proposes quality enhancements in order to maximize policy impact and relevance
- HR initiatives are well coordinated with other UN agencies to the betterment of HR planning, cooperation and implementation
Ensures accountability, integrty, transparency and equity in the management of UNDP resources focusing on the achievement of the following results:
- People Management through recruitment, performance and career management of staff to motivate and promote organizational excellence
- Contract Management including implementing recruitment processes and providing oversight to contract implementation and payroll administration
- Content Management by ensuring (1) Best Practices are continuously identified, documented and made available to clients and peers through intranet/network, (2) an 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 tools
- Develop and implement metrics to monitor unit work volume;
- Develop and implement metrics of staff workload and productivity;
- Develop and implement metrics of response time to clients;
Ensures effective HR Staff Development and Capacity Building focusing on the achievement of the following results:
- Build capacity of CO Human Resources staff through training, briefings, and learning programmes in accordance with UNDP’s to talent management and knowledge practice;
- Devise and implement a comprehensive strategy to improve the overall knowledge, skills and abilities of the Human Resources staff in the country office;
- Facilitate individual learning through individual learning plans, and frequent review of progress against these plans;
- Develop a culture and capacity for national staff ownership of all HR policies, procedures, and responsiveness to clients;
- Promote and support Human Resources training and certification for staff;
- Ensure adequate learning time is available for all staff.
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
|
| 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 Certification programmes Prince2, Procurement, HR, Accounting and Finance
|
