Tiered Approach

In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:

• Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
• Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
• Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
• Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.

Background

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 about 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 (BMS/OHR) is a hub of the global HR function for UNDP, providing strategy, policy setting and guidance and, oversight. In addition, BMS/OHR provides a broad range of HR advisory and talent management services corporately enabling UNDP to deliver fully integrated development solutions. In this context, BMS/OHR is focused on implementation of an ambitious and forward- looking strategy -People for 2030- which is progressively transforming UNDP’s culture and enabling its workforce capacity to deliver more and better results.

Through People for 2030, BMS/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, BMS/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.

In line with the People for 2030 strategy, the position is entrusted with:

• Supporting the translation of UNDP HR management principles into good practices in all core HR services focused on individual personnel support services, including performance management, recruitment, career development, contractual modalities, duty of care, benefits & entitlements, HR transactional services, etc.
• HR Policy development/guidance for management of all personnel. 
• Providing authoritative policy advice to HR and UNDP leaders on people management practices.
• Contributing to the design of staff well-being programmes, as well as the management of well-being services.

Position Purpose

The incumbent of this position provides substantive expertise on the formulation, application and interpretation of the UN Staff Regulations and Staff Rules and UNDP HR policies and procedures, with a focus on the provision of people transactional and advisory services, ranging from benefits and entitlements, contractual management, and personnel support.  The HR Specialist provides risk-based HR policy analysis and advice on the application of waivers, exceptions and discretionary decisions and advising management on the associated risks. In doing so, establishing cross cutting liaisons with other BMS and BMS/OHR Units, including UNDP’s Benefits and Entitlements team (GSSC) and the BMS/OHR Business Partnering function to ascertain common denominators and policy clarification needs, assist with complex case management, as well as liaise with UN Resident Coordinators Offices and UN Agencies/Entities for guidance in the coordination of contractual arrangements of UNDP Administered contracts.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. This is a recognition of interconnected nature of development risks & crises that the world is facing and that call for assembling of multidisciplinary teams for an integrated & systemic response. Therefore, UNDP personnel are expected to work across issues, units, functions, teams and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration

Duties and Responsibilities

Design and formulate consistent UNDP policies and frameworks for delivering HR support to individual personnel across UNDP.

• Under the guidance and supervision of the Chief, SHRPP, and in consultation with the OHR team leaders, draft and formulate  HR  policy content,  primarily focusing on management of benefits and entitlements,   UNDP’s duty of care for all personnel, staff wellbeing, contract management practices, individual performance management and development practices, HR transactional services, recruitment, etc.
• Develop and contribute to the delivery and maintenance of simplified HR policies in the Programme and Operations Policies and Procedures (POPP) in collaboration with other contributing technical writers and subject management experts within BMS/OHR, BMS and UNDP at large.
• Policy development/guidance on the management of all personnel. 
• Prepare HR policy submissions to the Operations and Policy Group (OPG) ensuring compliance with set targets and timelines under the BMS Policy Agenda and Program and requirements for the POPP are met.
• Revise HR policies to capture timely implementation of any changes to the UN Staff Regulations and Staff Rules and UN Common system HR policy reforms from the International Civil Service Commission and other interagency fora.
• Provides HR Policy support to the Optimization process at UNDP and relocation exercise of UNDP Personnel, including development of special measures, and advice on treatment of complex individual cases.

Conduct risk analysis and provide HR policy advice that promotes organizational behavior aligned with the strategic goals of the People for 2030 Strategy.

• Perform extensive research and analysis on substantive issues and, in close collaboration with the Office of Legal Services (BMS/OLS), prepare opinions on cases involving unusual and/or complex HR issues, including cases for which no or few precedents exist;
• Coordinates with BMS/OLS as appropriate, when HR policy advice is requested on the application of the Staff Regulations, Rules and procedures governing the human resources management, rights and obligations of staff, legal status of staff and their dependents, finance recovery, insurance issues;
• In collaboration with BMS/OLS, bring together lessons learnt from interaction with the  UN Tribunal and prepare relevant learning and communication materials for knowledge building and risk management across UNDP.
• Advise managers on conflictual cases and provide risk-analysis-based HR policy guidance to navigate the internal justice process, balancing individual and institutional interests.
• Provide guidance and advice on HR policy interpretation to support accountability and oversight.
• Analyses requests for approval of waivers from HR policies and HR-related corporate decisions; Completes risk assessments to ensure minimized liabilities and strengthen accountability, consistency, and efficiency in HR management; and
• Draft position documents and advice on individual cases, as required.

Strengthen effective communications on people management practices between BMS/OHR service providers and UNDP clients and knowledge sharing 

• Advise BMS People Transactions, Benefits & Entitlements, and the BMS/OHR Business Partnering function, and teams providing personnel support services on the interpretation and application of HR policies and practices, as needed, on a case-by-case basis;
• Support BMS/OHR and BMS/GSSC colleagues in communicating UNDP’s organizational principles informing HR policy to empower people managers across UNDP;
• Undertake and analyses implications of HR policies and all contractual modalities and provides expert advice with recommendations on practical HR business solutions.
• Periodically contacts representatives of other United Nations entities, at senior levels, to consult on common approaches to HR policy issues, or to resolve specific policy issues.

Representational and Management Support to the Chief of Strategic HR and Performance Policy, as needed.

• Contribute to the team’s workplan establishing prioritization, planning and implementation of HR policy activities.
• Represent UNDP BMS/OHR in UN Common System HR collaborations and meetings to shape and promote progressive HR policy practices as needed, including the HR Network (HR Standing Committee on Field Duty Stations), the International Civil Service Commission, and related working groups.
• Support the alignment of UNDP policy positions to progressive changes/innovations in HR services;
• Contribute an HR Policy perspective on UNDP’s business development objectives in the HR arena.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.

Supervisory/Managerial Responsibilities: Not applicable.

Competencies

• Core Competencies:

Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact

Think Innovatively: LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems

Learn Continuously: LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences

Adapt with Agility: LEVEL 3: Proactively initiate and champion change, manage multiple competing demands

Act with Determination: LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results

Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration

Enable Diversity and Inclusion: LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity

• Cross-Functional & Technical competencies: 

Business Direction & Strategy-System Thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system

Business Direction & Strategy-Strategic Thinking: Develop effective strategies and prioritised plans in line with UNDP’s mission and objectives, based on the systemic analysis of challenges, opportunities and potential risks; link the general vision to reality on the ground to create tangible targeted solutions; learn from a variety of sources to anticipate and effectively respond to both current and future trends; demonstrate foresight.

Business Management-Portfolio Management: Ability to select, prioritize and control the organization’s programmes and projects, in line with its strategic objectives and capacity; ability to balance the implementation of change initiatives and the maintenance of business-as-usual, while optimizing return on investment

Business Management-Communication: 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.

HR - People strategy and planning-Human Resources Strategic Planning: Ability to develop integrated HR strategies, governance structures, polices and procedures.

Ethics-Ethical Implications of Policy Development: Consult on the ethical implications within all policy development and standard setting.

Ethics-Legal Analysis and Report Writing: Ability to apply legal analysis to a diverse range of complex issues, and express themselves clearly; Ability to communicate well, to all levels of staff and contractors/consultants, governments et.al.

Required Skills and Experience

Education:

• An Advanced university degree (master’s degree or equivalent) preferably in Corporate Human Resources Law, Human Resources Management, Law, Organizational Development, Public Administration, Organizational Psychology, International Development, Business Administration or relevant field of study is required. Or
• A first-level university degree (bachelor’s degree) in the areas mentioned above in combination with an additional two years of qualifying experience, will be given due consideration in lieu of the advanced university degree.

Experience:

• A minimum of seven (7) years (with master’s degree) or nine (9) years (with bachelor’s Degree) of relevant professional work experience in the areas of human resources management, law or any other related field.
• Experience in a similar role within an international organization or substantial international human resources experience, is required.
• Familiarity with interpretation and application of UN and/or UNDP Rules and Regulations, is an advantage. 
• Experience and knowledge of the UN Common System is an advantage.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling of web-based management systems is an asset.
• Experience in performing extensive research and analysis on substantive HR issues is an advantage. 

Language: 

• Proficiency in oral and written English language is required.
• Working knowledge of another UN language is desirable.

Equal opportunity

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.

Sexual harassment, exploitation, and abuse of authority

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. 

Probation

For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Right to select multiple candidates

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.

Use of AI by candidates

Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection

Scam alert

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

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