The United Nations Development Programme (UNDP) is a United Nations organization tasked with helping countries eliminate poverty and achieve sustainable economic growth and human development. Headquartered in New York City, it is the largest UN development aid agency, with offices in 170 countries.

Duties and Responsibilities

1. Ensure administration and implementation of HR strategies and policies in Peace Support Programme.

• Ensure full compliance of HR recording and reporting systems with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of internal controls; and proper functioning of the HR management system in PSP.
• Support the PSP in processes mapping and elaboration of the content of internal HR management Standard Operating Procedures (SOPs) where needed to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of the program.
• Provide advice and share information to PSP Senior Management on corporate strategies, changes in rules and regulations, implementation of HR policies, proper use of contractual modalities, application of benefits and entitlements, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, career development and other HR related matters.
• Coordinate and provide HR support to the PSP team.
• Advise on the risk management of Country OfficePSP HR activities to proactively manage and mitigate the risk.

2. Ensure effective administration of human resources recruitment and staffing processes for Peace Support Programme:

• Organize recruitment processes in coordination with GSSC and Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, and submitting compliance review cases as per the actions delegated to the CO/PSP. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.
• Provide advice pertaining to recruitment to senior management of peace support program.
• Facilitate creation and update of positions in ERP, and association and update of positions to chart fields, in coordination with Finance Specialist.
• Follow up with Finance staff on Global payroll issues.
• Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations through ERP, in coordination with GSSC as applicable.
• Maintain the PSP staffing table and administer PSP local rosters where relevant.
• Initiate contract management, payroll, and separations in coordination with UNDP CO and GSSC for staff under peace support programming accordance with the delegation of authority given to Country Office.

3. Ensure proper staff performance management, talent management and career development in the peace support programme.

• Facilitate the performance and talent management processes of PSP and through its stages, ensuring monitoring and completion of milestones. Elaborate performance evaluation indicators in consultation with the peace support Senior Management and unit supervisors.
• Coordinate the development and implementation of Learning plan in consultation with the PSP Senior Management, HR Specialist and CO HR.

4. Ensure facilitation of knowledge building and knowledge sharing in the peace support programme.    

• Organize training for the operations and projects staff on HR issues.
• Provide input for the co-creation of a local onboarding plan, leveraging corporate resources in consultation with PSP management team and CO HR.
• Share information with personnel on corporate learning and development initiatives, systems, and platforms in coordination with the CO HR.
• Synthesize lessons learned and best practices in HR and propose an improvement to maximize impact and relevance.
•  Make sound contributions to knowledge networks and communities of practice.

Institutional Arrangement

Under the direct supervision of the HR Specialist, the HR Associate can supervise clerical and support staff of the HR Unit. The HR Associate works in close collaboration with the operations, programme and projects’ staff in the CO and UNDP HQs staff for resolving complex HR-related issues and information exchange.

Core

• Achieve Results: LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work.
• Think Innovatively: LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking.
• Learn Continuously: LEVEL 2: Go outside comfort zone, learn from others and support their learning.
• Adapt with Agility: LEVEL 2: Adapt processes/approaches to new situations, involve others in change process.
• Act with Determination: LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously.
• Engage and Partner: LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships.
• Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.

Cross-Functional & Technical competencies

• Business Development – Knowledge Facilitation: Ability to animate individuals and communities of contributors to participate and share, particularly externally.
• Business Management – Communication: 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.
• 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.
• HR – Recruitment design and management: Knowledge of, and ability to design and manage end-to-end recruitment processes.
• HR – Assessment and Selection: Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs.
• HR – Performance Management: 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.
• HR – L&D Planning: Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment.

Job Description

The Commercial Manager is responsible for:

• Planning, organizing, coordinating, leading and controlling commercial activities.
• Planning and executing procurement of direct and indirect materials, warehouse management, stock rotation and ensuring smooth supply of materials.
• Distributing finished goods based on company policy and market environment.
• Ensuring stocks in warehouse are in sound condition and prevent for any possible wastage.
• Planning and acting on marketing strategies and ensure that the company products are well advertised in the market.
• Maximizing the market share of the company’s products and ensuring consistent revenue growth
• Ensuring customer satisfaction to the highest level

Job Requirement