HR Analyst [Open to Tier 0, 1 and 2 applicants only]

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

For six decades, UNDP has shaped the progress of human development, working with its partners to lift millions from poverty and increase opportunities for all. Empowered by Member States with a mandate to work across the spectrum of human development, UNDP provides integrated support at scale to improve people’s lives worldwide. UNDP’s Strategic Plan 2026-2029 is grounded in the determination to eradicate poverty, the greatest global challenge, indispensable to the 2030 Agenda and the Sustainable Development Goals. Through the Strategic Plan, UNDP will continue to support countries’ progress towards high human development, while protecting the planet. Four strategic objectives – prosperity for all, effective governance, crisis resilience, and healthy planet – define its strategic direction, powered by three accelerators: digital and artificial intelligence (AI) transformation; gender equality; and sustainable finance. All are underpinned by a commitment to human rights and to leaving no one behind.

Within UNDP, the Bureau for Policy and Programme Support (BPPS) unite world-class policy expertise, flagship global programmes, and collaborative innovation and learning networks so UNDP is not only ready for the future — but helps build it with governments and partners. To support the achievement of the Strategic Plan, BPPS keeps UNDP at the leading edge of thought and practice, translating evidence into action and elevating solutions that work on the ground. BPPS is where policy meets practice - for impact. From development to crisis contexts, BPPS helps countries navigate complexity, scale what works, and advance a more just, resilient, and sustainable future.

In response to the dynamic and rapidly changing development context, BPPS implemented a new structure in 2026 to strengthen its ability to plan, adapt, and execute its strategy in support of the achievement of UNDP’s Strategic Plan 2026-2029. A key component of this restructuring is the centralization of operational support functions in the Business Services Hub for greater cost and process efficiency, integrating digital solutions where possible. The Business Solutions Hub provides support to BPPS Client teams and serves as the principal management adviser to the Directors and Deputy Bureau Director. 

Within this context, and under the supervision of the Transactional Services Specialist, the HR Analyst plays a crucial role in ensuring the effective delivery of HR services in line with UNDP’s policies and procedures. The focus will be on providing advice and ensuring efficiency of needed HR processes for BPPS programmes and projects.

 

Position purpose

Under the guidance and supervision of the Transactional Services Specialist, BSH, the HR Analyst, is responsible for transparent implementation of HR strategies and effective delivery of HR services for BPPS client teams. S/he analyses, interprets, and applies HR policies, rules, and regulations; establishes internal procedures; and provides solutions to a wide spectrum of complex HR issues. The HR Analyst promotes a collaborative, client-oriented approach with the HR team that s/he manages and contributes to the maintenance of high morale within the team.

While managing and supervising the BSH HR team, the HR Analyst works in close collaboration with other members of BSH, OHR Business Partners and GSSC in ensuring the highest standards of service delivery to client teams of BPPS. 

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

 

Duties and Responsibilities

Ensure effective implementation of HR strategies and policies.

• Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; support the rollout of new HR policies ensuring respective stakeholders are informed and receive training.
• Provide support on HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) on HR management where needed to supplement SOPs issued by GSSC/OHR. Control workflows within the HR team.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes, including UNDP mandatory courses, gender, prevention of harassment, career development and knowledge management. Timely support to performance management systems.
• Support the alignment of workforce/HR plan and business unit strategies and resource needs.
• Analyze and elaborate proposals for and implement a strategic approach to HR interventions including recruitment, proper use of contractual modalities, change management, workforce planning, position management, job classification, performance management, personnel needs and wellbeing, and career development, in line with the relevant policies, roles and procedures.

 

Ensure effective human resources management of recruitment, staffing and entitlements within BPPS. 

• Manage transparent and competitive recruitment and selection processes in coordination with GSSC and Hiring Managers that includes updating job descriptions, proper job classification, preparing vacancy announcements, screening candidates, chairing interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to CO. Provide oversight of recruitment under UNDP projects and facilitate recruitment at the request of UN partner agencies.
• Liaise and coordinate with relevant GSSC teams on the management of contracts, monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations. Provide oversight of clustered services and report to supervisor and/or BSH/BPPS management for any cases to be escalated if and as needed.
• Oversee timely contract management actions, in close coordination with supervisors, OHR Business Partners and senior management. 
• Initiate contract management, payroll, and separations in coordination with GSSC in accordance with guidelines of the relevant contractual modalities. Follow up on payroll errors with respective teams. 
• Manage positions in Quantum and support workforce reporting and data analysis.

 

Ensure proactive supervision of the HR team for high standards of service delivery

• Motivate and lead the HR team by recognizing individual contributions and fostering a collaborative environment.
• Oversee work distribution to ensure efficient service delivery and high-quality support for HR operations.
• Monitor performance and provide constructive feedback based on UNDP’s performance management framework.
• Provide learning and development opportunities for HR team members.

 

Facilitate knowledge building and knowledge sharing in the bureau

• Organize training for BPPS personnel on HR issues and other relevant matters, such as prevention of harassment, diversity and inclusion, etc.) with introduction of policy updates.
• Co-create and facilitate local onboarding process of new personnel, leveraging corporate tools, in close consultation and coordination with hiring managers.
• Support the facilitation of training to and advise BPPS personnel, in coordination with the Talent Development Manager, on corporate learning and development initiatives, platforms, systems, needs assessment, etc.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice. 

 

Effective Client Relationship Management

• Develop and maintain relationships with internal clients to better understand their HR needs.
• Proactively address client inquiries and offer appropriate solutions.

 

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

Supervisory/Managerial Responsibilities: Supervision of the HR Team of BSH – consisting of one G7 HR Associate and  4 X IPSA 9 HR Analysts  (office- and home-based). 

 

Competencies

• Core Competencies: 

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.

• People Management 

UNDP People Management Competencies can be found in the dedicated site.  

• Cross Functional and  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 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 - 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. 
• Knowledge and understanding of key principles of project, programme, and portfolio management.

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 fulfill 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 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.

Recruitment Design and Management: Knowledge of, ability to design and manage end-to-end recruitment processes.

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.

 

Required Skills and Experience

Education:

• Advanced university degree (master's degree or equivalent) in Human Resources, Business Administration, Public Administration, or related field is required; or 
• A first-level university degree (bachelor’s degree) in the areas stated above, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience:

• Minimum of 2 years (with master’s degree) or 4 years (with bachelor’s degree) of relevant experience at the national or international level in providing HR advisory services is required
• Proven experience in managing teams would be desirable.
• Experience in management of positions in ERP HR module is desirable.
• Experience in managing recruitment processes is a distinct advantage. 
• Experience in UN/UNDP HR with exposure to ERP would be a distinct advantage. 
• A professional qualification in HR would be an asset.
• Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems such as ERP is required.

Language:

• Fluency in English is required.
• 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.

 

#LI-DNI