HR Analyst (Office Based) [Open to Tiers 0, 1 and 2]

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

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

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

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

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

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

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

People Management

UNDP People Management Competencies can be found in the dedicated site.

Cross-Functional & Technical competencies

Ability to animate individuals and communities internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.

Ability to communicate in a clear, concise and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience

Ability to manage communications internally and externally, through media, social media and other appropriate channels

Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making

Ability to generate and align people data with business intelligence data to inform strategic decision-making;

Knowledge of databases, their architecture, integration and landscape; ability to create and use data models; knowledge of visualization techniques. Gathering and using data and information to provide insights into people issues and guide decision-making

Strategic thinking and development of long-term plans for the organization’s human resources needs while analyzing the current environment and developing strategies to achieve long-term objectives.

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 to develop performance management and appraisal processes that minimize biases

Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organizations needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan.

Requirements Education

• Advanced university degree (master's degree or equivalent) in Human Resources, Business Administration, Public Administration, Psychology, or related field is required. or
• A first-level university degree (bachelor’s degree) in the areas stated above, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience, Knowledge, and Skills

• Applicants with Master’s degree (or equivalent) in a relevant field of study are not required to have professional work experience.
• Applicants with a Bachelor’s degree (or equivalent) are required to have a minimum of two (2) years of relevant professional experience at the national or international level in providing HR advisory services and/or managing staff and operational systems.
• Experience leading organizational change initiatives, including change management, process improvement, and business transformation is desirable.
• Proven experience providing strategic HR advisory services to senior management, supporting organizational planning, workforce strategy, and business decision-making is desirable.
• Experience managing complex HR cases involving policy interpretation, employee relations, conflict resolution, and disciplinary matters is desirable.
• Demonstrated experience balancing client service with corporate compliance requirements is desirable.
• Proven experience in leading, mentoring, and managing the performance of HR teams, with a focus on fostering collaboration and continuous improvement, is desirable.
• Experience supporting audit, compliance, and risk management in HR operations is desirable.
• Experience in engaging with stakeholders at different hierarchical levels, both internal and external, is desirable.

Language Requirements

• Fluency in Portuguese and English is required.

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination.

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles.

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.

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.