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.
UNDP, as an integral part of its mission to fight poverty and improve the lives of people around the world, is committed to being open, transparent and accountable. As part of this commitment, UNDP adopted International Public Sector Accounting Standards (IPSAS) and established a Global Shared Service Unit (GSSU) to provide IPSAS transactional recording (in the areas of revenue, expenses and fixed assets), procurement, advisory and support services to UNDP Offices worldwide, and to provide training to UNDP Offices where needed. Human Resources services within the GSSU was set up earlier in 2003 in Copenhagen and it provides customized service packages to more than 40,000 UN personnel from agencies, funds and programmes across the UN System. GSSU/HR in Copenhagen has established a legacy as a major Human Resources administration center within the United Nations and is recognized as a center of excellence. The Global Shared Service Unit (GSSU) is part of the Bureau for Management Services (BMS).
In the area of Human Resources, the GSSU supports both staff and management in UNDP offices and units, with the full cycle of HR services ranging from recruitment, talent management, learning and development, HR policy and advisory services, benefits and entitlements management, payroll and banking transactions.
The Personnel Service Agreement Unit (PSA Unit) is part of the Global Human Resources Regional Service Center (GHRSC) in Istanbul and is responsible for HR life cycle administration including onboarding, hiring, life/organization events, the determination and implementation of benefits and entitlements and end of service matters for all holders of international and national Personnel Service Agreements (IPSA and NPSA respectively) and customized Partner Personnel Service Agreements (PPSA) for all UNDP Bureaux and offices.
Under the overall guidance and supervision of the P3 HR Specialist in Istanbul, the HR Associate (PSA) is accountable for service provision, transactions and advice to internal and external clients and managers on the full HR life cycle administration for PSA/PPSAs in a way that is consistent with the purpose and objectives of the Clustering Business Case, which intends to support UNDP Country Offices by providing cost-effective solutions, improving governance and controls and increasing efficiency. The incumbent interprets and applies the PSA/PPSA policies, procedures and guidelines, establishes internal procedures, maintains high workforce morale with other team members, provides solutions to a wide spectrum of complex HR administrative issues, and where necessary ensure full compliance with the Staff Rules and Regulations. The incumbent promotes a collaborative and client-oriented approach, sharing knowledge and best practice, including conducting training courses and coaching. Clients with whom there is direct contact may include sister UN Agency staff and PSA/PPSA Holders, as well as other units in UNDP such as OHR and OFRM in BMS, as well as HR focal points in UNDP Country Offices worldwide and other UN entities such as UN Payroll, UN Insurance, UNJSPF as necessary.
The HR Associate (PSA) is jointly responsible for meeting the agreed GHRSC HR work plan deliverables supporting the overall HR Strategy. S/he supports the coordination of the work of the team, in order to meet the work plan deliverables.
Duties and Responsibilities
Summary of Key Functions
1. Act as an internal advisor on matters relating to benefits and entitlements, fostering partnerships with internal and external stakeholders by briefing and advising clients, staff, colleagues and partners of the PSA/PPSA policies and procedures and the interpretation thereof to achieve the following results:
- Comprehensive HR strategy including benefits and entitlements management.
- Consistent approach in compliance with PSA/PPSA Policies and Procedures and where necessary, Staff Rules and Regulations.
- Client and partner confidence in GHRSC as an HR service provider.
- HR policies and guidelines relating to Benefits and Entitlements are reviewed and revised as necessary.
2. Administer, certify and approve processing of Benefits and Entitlements in full compliance with applicable PSA/PPSA Policies and Procedures and the Financial Accountability Framework. The HR Associate (PSA) has approval authority for non-discretionary decisions under the applicable policies and procedures with the financial level of authority to achieve the following results:
- Equity and transparency in the application of PSA/PPSA Policies and Procedures.
- Client understanding and confidence in the GHRSC as a credible HR service administrator.
- A high quality, timely and accurate service is provided to clients and partners.
- Accurate workforce database for personnel and talent management.
3. Determine, verify and approve financial entitlements related to contracts, including hires, life and organization events, end of service, ongoing entitlements and salaries to achieve the following results:
- Accurate determination of financial entitlements of personnel transactions.
- Timely processing and approving of financial payments to support PSA/PPSA policies.
- Increased efficiency as a result of reduction in recoveries, advances and other exceptional payments.
- Accurate processing of financial entitlements to correct UNDP and third-party funds.
4. Recommend, create and maintain knowledge management prescriptive content for benefits and entitlements to achieve the following results:
- HR knowledge management system contains accurate and comprehensive coverage of Benefits and Entitlements matters.
- PSA/PPSA Holders are enabled and empowered through access to GSSU HR knowledge base.
- Full transparency of the administration of Benefits and Entitlements.
- Continuous learning and development for HR staff by keeping abreast with HR best practices.
- Conduct training courses on Benefits and Entitlements.
5. Identify areas for improving processes and HR policies and developing business requirements to maximize efficiency and simplify procedures to achieve the following results:
- Recommendations for improved and new HR policies and guidelines.
- Streamline payment and entitlement procedures to deliver optimal client service.
- Enhance work efficiency through constant evaluation and analysis of HR processes.
- Reduce costs of GSSU HR operations and related costs to clients and partners.
- Reduced unnecessary paperwork and administrative processes.
- Provide input and support to further development of and implementation of eServices.
Level 3: Adapts deliverables to meet client needs
- Ability to make new and useful ideas work
Level 3: Proactively seeks and recognizes contributions of others
- Ability to persuade others to follow
Level 3: Appropriately involves team in different stages of work and decision-making
- Ability to improve performance and satisfaction
Level 3: Expresses information and views with adaptive reasoning and appreciation for complexity and variation
- Ability to listen, adapt, persuade and transform
Level 3: Takes responsibility for addressing critical situations and delivering core value
- Ability to get things done while exercising good judgement
Applicable to competencies below. Level 3: Implement & Manage: Exercises skills and knowledge independently, demonstrating ability to manage self and team responsibilities, in area of work
Human Resources Management (General)
- Knowledge of HR management issues and principles and the ability to apply them to strategic and/or practical situations
Compensation and Benefits Management
- Ability to plan, direct, coordinate and implement compensation and benefits plans for the Organization
- Ability to motivate and inspire internal resources
Learning & Development
- Knowledge of enterprise learning and development issues, concepts, and principles, and ability to apply them to enhance the fulfillment and performance of employees
- Accurately accumulating information and its analysis; forecasting potential problems and planning; allowing for alternative, creative solutions and identifying most reasonable solutions
- Ability to capture, develop, share and effectively use information and knowledge
Applicable to competencies below: Level 4: Apply & Adapt: Contributes skills and knowledge with demonstrated ability to advance innovation and continuous improvement, in professional area of expertise
- Ability to organize, record and manage personnel interactions with HR including but not limited to terminations, separations, visa management, vacancy management, HR crisis situations etc.
Service Delivery Coordination
- Ability to coordinate and deliver services in line with unit work plans and Service Level Agreements and standards of excellence in UNDP
Required Skills and Experience
- Secondary Education with at least six (6) years relevant work experience, or Bachelors’ degree in Human Resources, Business or Public Administration, with relevant work experience of at least three (3) years will be given due consideration.
- Specialized certification in HR is highly desirable.
- Minimum 3-6 years of relevant HR experience is required at the national or international level, including some experience specifically in the area of HR transactions, benefits and entitlements administration.
- Familiarity with interpretation and application of UN/UNDP policies, rules and regulations is highly desirable.
- Experience in the usage of computers and MS Office packages (MS Word, Excel etc.). Demonstrated knowledge of integrated HR management systems would be an asset.
- Work experience in a UNDP Country Office is desirable.
- Full proficiency in French (1 post)
- Full proficiency in Spanish (1 post)
- Full proficiency in Arabic (1 post)
- Full proficiency in Portuguese (1 post)
- Familiarity with HR module in Oracle-based Enterprise Resources (ERP) is desirable.
- Commitment to the United Nations system’s mission, vision and values; cultural sensitivity and adaptability.
- Initial teleworking may be required.
Important applicant information
All posts in the GS categories are subject to local recruitment.
Qualified women and members of minorities are strongly encouraged to apply.
Only short-listed candidates will be notified.
Candidates selected pursuant to this vacancy may be subject to UNDP’s policy on Probation upon assignment.
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.
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