Duties and Responsibilities

Ensure effective administration and implementation of HR strategies and policies. 

Ensure full compliance of records and reports with UN rules, regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and proper functioning of the HR management system and practices.

In consultation with the direct supervisor and office management, support CO HR business processes mapping, and provide input to content elaboration and update of internal HR Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC/OHR. Adapt processes and procedures where necessary to meet the needs of CO.

Provide information to management and personnel on the implementation of HR policies, corporate strategies, rules and regulations, HR business processes, and proper use of contractual modalities. 

Collect information and support to UNDP’s participation in inter-agency exercises.

Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

Support PSEAH Committee in creating awareness-raising in local communities on their rights, the fact that assistance to them is never to be conditioned on sexual favours and options for reporting incidents of sexual exploitation and abuse. Prevention.

Support in providing awareness-raising material (such as “No Excuses”) and sessions on PSEAH for all staff and other personnel in UNDP on a regular basis, including for new-comers.

Support the PSEA Committee in making appropriate recommendations on enhancing prevention strategies. This could include collecting and analyzing information on actu-al/potential risk factors for vulnerability to sexual exploitation, abuse and harassment (SEAH) and elaborating measures to address them. 

Liase with HR colleagues in ensuring g procedures to guard against hiring of persons who have a record of SEAH offences are put in place and applied.

Provide HR services to the UNDP CO and other UN agencies, including recruitment and staffing. 

Implement recruitment processes in coordination with GSSC and locally with Hiring Managers that includes drafting job descriptions, providing input to job classification process, drafting vacancy announcements, screening candidates, participating in interview panels, providing support for the submission of compliance reviews as per the actions delegated to the CO. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions.

Facilitate creation and update of positions in ERP (or create positions if delegated) and association and update of positions to chart fields, in coordination with budget owners.

Monitor and track transactions related to positions, recruitment, through ERP and other relevant corporate platforms.

Maintain local rosters relevant to Diversity & Inclusion.

Support the validation of relevant cost-recovery charges for services provided by UNDP to other Agencies. 

Implementation of recruitment processes including drafting job description, provision of input to job classification process, vacancy announcement, screening of candidates, participation in interview panels. 

 Provision of related human resource functions like recruitment and selection, benefit and entitlement administration, and similar functions.

Assist in creating awareness through organization trainings on Gender, PSEA and disability and inclusion.

Monitor and report on diversity and inclusion in the country office through development of HR related dashboard on these thematic areas

Provide information for cost recovery bills and ERP for HR services provided by UNDP to other Agencies.

Ensure proper staff performance management, talent management and career development in CO. 

Provide background information and maintain related data acting as Secretary to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs.

Provide assistance to Performance Management reporting and monitoring.

Provide input to the CO-wide Learning plan’s preparation in consultation with the Senior Management, HR Analyst, and Talent Development Manager.

Support facilitation of talent development, Inclusion and knowledge sharing in the CO.

Support in organizing training for the operations and projects  personnel 

Assist in the creation and implementation of a local onboarding plan, leveraging corporate resources.

Synthesize lessons learned and best practices in HR as well as Diversity & Inclusion.

Make sound contributions to knowledge networks and communities of practice.

Spearhead the development of a yearly Whole Office Learning Plan, outlining talent management.

Follow up and support mandatory courses learning by all staff and provide status report on the same.

Promote, administer, and support enrolment in professional certification programmes and staff development programmes.

Function as liaison between UNDP in Kenya and UNDP’s global Talent Development Unit

Encourage collaborative peer learning, coaching, and mentoring.

Engage personnel in learning and development as faculty, participants, and experts.

Encourage personnel to share their knowledge to grow the team capability.

Promote on-the-job learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning.

Support personnel to take an active responsibility for their own career development.

Support supervisors in championing the implementation of staff members’ Career De-velopment Plans.

Identify and promote available internal and external development opportunities.

Support onboarding staff by promoting available development resource.

Support as a key organizer of peer learning, brown bag sessions coaching and mentoring activities and, on the job, learning and ad-hoc learning events including brown bag lunches, webinars, and self-directed learning projects.

Assist in the Development and implementation of strategies, and initiatives to promote diversity, equity, and inclusion within the office.

Support leadership to ensure policies, procedures, and practices are inclusive and support underrepresented groups.

Organize training sessions and workshops on Diversity & Inclusion issues.

Analyze workforce data to identify trends, disparities, and opportunities for improvement in diversity and inclusion.

Act as a resource for employees, providing support and guidance on D&I issues and fostering an inclusive work environment.

Monitor the effectiveness of D&I initiatives and report progress to leadership.

Partner with hiring units and recruitment focal points to attract and retain dive

Required Skills and Experience

Education:

Secondary education with specialized certification in HR is required. Or 

A university degree in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience:

Minimum of 6 years (with high school diploma) or 3 years (with bachelor’s degree) of progressively responsible HR and/or administrative, talent development experience at the national or international level is required.