UNDP - United Nations Development Programme
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Background
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
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.
UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP staff are united by a common purpose: to help countries and communities across the world pursue peaceful, prosperous lives, lived in harmony with the planet.
Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, OHR is focused on the implementation of an ambitious and forward-looking three-year strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.
Through People for 2030, OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP. In this renewed and dynamic framework, OHR is seeking high caliber human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to generate a culture characterized by innovation, entrepreneurship and a focus on delivering transformative outcomes.
Duties and Responsibilities
In this context and under the supervision of the HR Specialist People Analytics, the incumbent is responsible for the day-to-day administration of business solutions support services. The incumbent will build and support the HR Data & Analytics function to execute the People Analytics strategy. The incumbent will also assist the team in Designing, developing and maintaining business intelligence solutions, Crafting and executing queries upon request for data and Presenting information through reports and visualization.
1) Administration of Business Solutions Services:
- Ensure the administration of Business Solutions.
- Participate in the technical development, documentation and creating user manuals as and when requested for any newly introduced systems, Dashboards, and Reports.
- Provide helpdesk services to HR Information Systems and Talent Management Systems as needed.
- Provide analytical support in the generation of workforce data, and interpretation of data and statistics, including preparation of HR reports, presentations and briefing notes.
- Provide inputs on HR analytics and enhancement of business processes.
- Ensure that SOP’s are well documented, including new, simplified, templates and tools and that the respective stakeholders and clients are informed and trained on their use.
2) Automation of people management capabilities through people analytics:
- Provide analytical inputs to the development of new automation systems and existing processes for internal efficiency analysis and stakeholder communication
- Provide helpdesk service to HR Information Systems
- Review and ensure correctness of relevant tables, fields, data necessary for dashboard automation.
3) Performance monitoring of people management in UNDP
- Develop, and maintain high quality and interactive performance Dashboards and monitor its use in contributing to the continued efficiency of the organization
- Participate in the development of analytical tools to monitor the efficacy of UNDP’s People for 2030 strategy.
- Implement appropriate corrective adjustments and capacity building actions to enable a successful implementation of People Analytics in the provision of OHR’s business intelligence solutions to client Bureaus and UN entities.
- Participate in the establishment of qualitative and quantitative Key Performance Indicators (KPIs) and mainstreaming them to be actively used by client Bureaux and UN entities.
- Liaise with the People Management Specialist to setup the data extract process.
- Work with UNDP ‘s Information Technology Management office (ITM) to automate the data warehouse and dashboard refresh. Customize dashboards with security layers to deliver highly automated dashboards for internal clients;
- Coordinate with internal stakeholders such as Recruitment Unit, TDU, OIMT, HR Business Partners and Talent Development Managers on the design, layout, data availability and business requirements
- Perform any other tasks as required
4) Knowledge Sharing & Outreach
- Participates in the engagement of partnership with peers of other UN and related entities to exchange on best practices, lessons learned and policies
- Synthesize knowledge gained to leverage value added contributions to OHR’s work.
- Support the coordination of work groups, meetings and consultations with partners on issues related to organizational effectiveness.
- Facilitate workshops and share good practices.
Competencies
Core Competencies – UNDP Core Competencies can be found here.
- Achieve Results – LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline
- Think Innovatively – LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
- Learn Continuously- LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback
- Adapt with Agility- LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible
- Act with Determination – LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident
- Engage and Partner – LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships
- Enable Diversity and Inclusion – LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination
People Management
UNDP People Management Competencies can be found in the dedicated site.
Cross-Functional & Technical competencies:
HR People Strategy and Planning – People Analytics:
- 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
Business Management – Customer Satisfaction/ Client Management:
- Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers’ needs.
- Provide inputs to the development of customer service strategy.
- Look for ways to add value beyond clients’ immediate requests.
- Ability to anticipate client’s upcoming needs and concerns.
HR People Strategy and Planning – Workforce Planning:
- 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.
Business Management – Working with evidence and data:
- Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making.
Business Management – Results Based Management:
- Ability to manage programmes and projects with a focus at improved performance and demonstrable results.
Required Skills and Experience
Education:
- Applicants with a Master’s degree (or equivalent) in computer science or related field are not required to have professional work experience. Applicants with a Bachelor’s degree (or equivalent) in computer science or related field are required to have a minimum of two (2) years of relevant professional experience(data analytics, data visualization or Database design).
Experience:
- Experience in SQL, data visualization tools, and Excel (complex formulas, pivots, macros, etc.) is highly Desirable.
- Experience in/Knowledge of communicating analyses to technical and non-technical audiences is Desirable.
- Experience as a BI Developer or Data Scientist is highly Desirable.
- Background in data warehouse design (e.g. dimensional modeling) and data mining is highly Desirable.
- In-depth understanding of database management systems, online analytical processing (OLAP) and ETL (Extract, transform, load) framework is highly Desirable.
- Familiarity with BI technologies (e.g. Microsoft Power BI, Oracle BI) is highly Desirable.
- Knowledge of SQL queries and SQL Server Integration Services (SSIS) is an advantage
- Experience in/Knowledge of statistical analysis (e.g., descriptive and predictive statistics and knowledge of statistical significance), quantitative research, and experience gathering and interpreting data is Desirable.
Language:
- Proficiency in the English language is required.
- Working knowledge of a 2nd UN language is desirable
Please note that continuance of appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.
Disclaimer
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
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.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
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