Job Vacancies United Nations Development Programme (UNDP)
Position: HR Specialist, Career Transition Unit (CTU)
Location: United States of America ( The ), New York
Closing Date: Tuesday, 19 June 2012
The Career Transition Unit (CTU) is an integral part of UNDP’s overall HR Business Advisory and Talent Management services. The HR Specialist, reporting to the Deputy Director OHR, is responsible for managing the complex administrative phases of agreed and voluntary separations, providing authoritative advice to management and staff, ensuring that all separation processes within UNDP are achieved with complete compliance to relevant rules and policies and the utmost respect for staff.
The CTU develops and recommends policies supporting effective separation services that are aligned to UNDPs PCS and UN Staff Rules and regulations.
The CTU, in collaboration with UNDP BAS and Talent Management sections prepares data and analysis projecting separation trends and potential costs for UNDPs total staff workforce with its evolving contractual composition.
The CTU provides support to MCT missions, job fairs, COs and HQ units undertaking change processes that will lead to separations.
The CTU provides direct support and counselling to staff considering or undergoing separation as well as displaced UNDP staff returning from interagency movements and Special Leave Without Pay (SLWOP).
Duties and Responsibilities
Summary of key functions:
Managing separation process;
Data, Analysis, and Reporting;
Managing CTU and separation process:
Under the direction of the Deputy Director of OHR, manages the work planning, staff and budget of the CTU;
Manages the UNDP separation process in collaboration with OHR management, OHR departments including BAS, SAS/BES and provides advice for relevant external partners including UN Insurance Section and UNJSPF;
Provides authoritative technical and policy advice to the Advisory Panel on Separations;
Reviews and finalizes completed separation decision processes for hand over to implementing partners.
Oversees separations of staff;
Works closely with LSO, Talent Management/TM colleagues, and BAS Advisors to develop guidance on effective people management in the area of separations;
Manages the bi-annual separation budget including data for OHRs budget preparation exercises managing sub-allotments issued to the unit;
Monitors and evaluates the effectiveness of career transition services and proposes policy and operational improvements including HR Scorecard indicators for performance metrics.
Integrated with UNDPs People Capability Strategy (PCS) and consistent with UN Staff Rules develops career transition and separation policies that support organizational effectiveness, staff needs.
Provides authoritative advice to OHR management, CO and HQ management and staff on application of career transition policies and separation rules;
Coordinates on-going dialogue with BAS Advisers, BES/SAS, TM and Policy Unit on performance of career transition policy;
Develops guidance materials for UNDP supervisors and HR staff on separation issues;
Collaborates with external career counsellors on evaluation and updating Career Transition / Separation Workshops and seminars;
Organizes Transition Workshops;
Provides support to LSO as required;
Provides advice to management on complex separation scenarios including those that require exceptions or establish precedents.
Data analysis and reporting:
Consistent with Atlas and IPSAS requirements and in collaboration with TM/BES data on UNDP staff contractual composition, develops data and reporting abilities to model separation projection scenarios.
Provides confidential and authoritative advice to staff seeking career transition information;
Projects in all dealings with staff a highly professional career transition service and maintain for the CTU a reputation for discretion, reliability of advice, compassion and respect for staff and their service;
Facilitates staff to obtain external career counselling services.
Impact of Results:
Recommendations to staff on career transition options affect individual career choices, and the effectiveness of corporate change processes for business units;
Failure to properly conduct career counselling could lead to protracted separations and diminished reputation of OHR;
Recommendations on separation affect overall costs. Inconsistent or inaccurate advice can lead to appeals;
Proactive reporting on separation trends and costs provides senior management with powerful business information facilitating strategic workforce planning.
Demonstrated ability to negotiate sensitive issues successfully;
Very strong listening skills and ability to generate trust.
Building Strategic Partnerships
Effectively networks with partners seizing opportunities to build strategic alliances relevant to UNDP’s mandate and strategic agenda;
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;
Takes responsibility for achieving agreed outputs within set deadlines and strives until successful outputs are achieved;
Promotes UNDP’s agenda in inter-agency meetings.
Promoting Organizational Learning and Knowledge Sharing
Makes the case for innovative ideas documenting successes and building them into the design of new approaches
Identifies new approaches and strategies that promote the use of tools and mechanisms;
Develops and/or participates in the development of tools and mechanisms, including identifying new approaches to promote individual and organizational learning and knowledge sharing using formal and informal methodologies.
Job Knowledge and Technical Expertise
Understands more advanced aspects of primary area of specialization as well as the fundamental concepts of related disciplines;
Serves as internal consultant in the area of expertise and shares knowledge with staff;
Continues to seeks 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 project management tools and utilizes these regularly in work assignments.
Promoting Organizational Change and Development
Develops communications and programs to assist business units in their adaptation to changing environment;
Provides counselling and coaching to colleagues who are dealing with change. Assists in the development of policies, communications, and change strategies;
Performs appropriate work analysis and assists in redesign to establish clear standards for implementation.
Strategic Alignment of Management Practice
Knows the objectives and outputs of organizational units and their human resource, financial and technological capacities and links them to appropriate management policies and services;
Forms partnerships with managers and staff providing advice and solutions that integrate various management areas to enable them to meet their needs;
Adapts best management practices to the requirements of the organization and/or organizational units to facilitate the achievement of strategic objectives;
Builds capacity for management practice in organizational units throughout the organization by providing appropriate tools and advising and coaching managers.
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;
Refine and enhances existing systems by leading and coordinating systems development;
Makes recommendations regarding design or operation of systems or programs within organizational units;
Identifies and recommends remedial measures to address problems in systems design or implementation;
Conducts system assessment to improve development of systems design and operation.
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;
Keeps the client informed of problems or delays in the provision of services;
Uses discretion and flexibility in interpreting rules in order to meet client needs and achieve organizational goals more effectively;
Solicits feedback on service provision and quality.
Promoting Accountability and Results Based Management
Provides inputs to the development of organizational standards for accountability and results-based management;
Develops and applies tools and techniques in assessing the application of program and/or administer the policies and procedures;
Undertakes ad hoc analysis of issues emanating from policy application reviews.
Ethics and Values;
Developing and Empowering People / Coaching and Mentoring;
Working in Teams;
Communicating Information and Ideas;
Self-management and Emotional intelligence;
Conflict Management / Negotiating and Resolving Disagreements;
Knowledge Sharing / Continuous Learning;
Appropriate and Transparent Decision Making.
Required Skills and Experience
Advanced university degree in Human Resources or Staff Counselling, Law, Organization Psychology, Psychology, or Organization Development.
At least 7 years relevant experience in human resources management plus a thorough knowledge of UNDP HR policies and UN Staff Rules. Knowledge of international administrative law would be an advantage.
Fluency in English; and working knowledge of other UN language (s) an asset.
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.
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