HR Manager, Central Recruitment

Background

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.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Job Purpose and Organizational Context

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 170 countries and territories, UNDP endeavours to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel 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 (OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, OHR is focused on the implementation of an ambitious and forward-looking three-year strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.

Through People for 2030, 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, OHR is seeking high calibre 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 order to enhance effective recruitment and on-boarding of people, the Central Recruitment is responsible for managing recruitment processes and executing recruitment actions for HQ-based international professional positions and set the standards for the cluster recruitments.

In this context, the HR Manager leads all relevant recruitment activities within the Central Recruitment function. S/he manages a team of HR professionals providing specialized, client-focused recruitment and onboarding services in an efficient and effective manner, ensuring the timely hiring of high-quality staff. S/he works very closely with the Strategic Business Partnering function as well as the Talent Acquisition and People Programmes Team to identify goals, anticipate client needs and position the capacity of Central Recruitment function to meet the dynamic staffing needs of clients.

Duties and Responsibilities

The recruitment manager will under the overall guidance of the Chief, Recruitment, Career and Succession Management Unit, manage the following key functions:

Substantive leadership and quality assurance.

Management of Recruitment Cycle.

Provision of transactional recruitment and onboarding services.

Knowledge management/partnerships.

Deputy Chief functions.

Substantive leadership and quality assurance

Ensures effective management of the recruitment function

Leads by example as an excellent people manager;

Manages a team of recruiters, providing daily leadership and supervision;

Builds and maintains the team members engagement, nurtures and guides the development of staff, and provides; developmental feedback, support and coaching;

Resolves issues (e.g., institutional positions etc.) to enable a working environment which allows colleagues to focus on the technical work;

Takes initiative and proactively identifies and resolves issues

Works collaboratively with other OHR colleagues.

Provides effective support as needed on other areas of the overall Recruitment, Career, and Succession Management Unit, such as

Functions as the deputy in the daily leadership of the unit;

Supports the Chief in key deliverables outside recruitment function as needed, e.g., in the areas of career and mobility, leadership assessment and selection, talent reviews and succession management;

Is OIC for the unit when the Chief is out;

Support the Chief in the assessment and selection of the senior recruitments.

Ensures quality assurance of team outputs

Accepts accountability of the work of the team and in particular the recruitment function;

Manages performance and quality of recruitment work; produced by the team and facilitates critical review of the recruitment deliverables;

Develops a workplan for recruitment and distributes; deliverables amongst the recruiters establishing prioritization, planning and implementation of recruitment needs.

Management of Recruitment Cycle

Leads the team of colleagues processing recruitment actions in line with OHR designed business processes, policies, and performance metrics, including

Job classification;

Position management data maintenance;

Posting advertisements;

Managing assessments and interview processes;

Preparing the submission of recruitment recommendations

Managing the onboarding process.

Follows up on and resolve case management decision-points to meet objectives;

Guides Classification Specialist(s) in the review of sensitive cases, ensuring responsiveness to organizational business needs while adhering to ICSC standards;

Advocates for UNDP as Employer of Choice;

Supports hiring managers and selected candidates with appointment and onboarding activities;

Conducts regular monitoring and reporting on recruitment Key Performance Indicators (KPIs) focused on process turnaround time, adherence to standard operating procedures (SOPs), and performance feedback provided by candidates and hiring managers;

Makes determinations of exceptions, interpretation of modified processes for a-typical cases;

Reports on all recruitment cases to provide data related to UNDP’s talent acquisition and retention practices, e.g., gender balance, geographical and nationality distribution, etc.;

Analyses trends, information and statistical data in monitoring and reporting UNDP recruitment practices at the corporate level.

Provision of Transactional Recruitment and Onboarding Services

In close cooperation with, and in absence of, the Chief of the unit, implements and ensures adherence to corporate recruitment standards and execution capabilities to drive recruitment service delivery and ensure consistency, fairness and transparency in recruitment activities;

Manages the recruitment services, and associated capabilities, in line with UNDP’s strategic talent acquisition priorities, and ensures that the candidate experience reflects a positive and compelling image of UNDP as a highly desirable organization;

Manages the integrity of the recruitment services, in line with UNDP’s risk management practices;

Collaborates closely with UNDP’s Global Shared Services Unit and develops tools/training to ensure they have the guidance necessary for the clustered recruitment.

Knowledge Management / Partnerships

Positions recruitment services as a core business development entry point for UNDP to serve as the operational backbone to the UN Development System;

Shares knowledge using practice networks, briefings of HR Management, Senior Management and HR Business Partners and colleagues;

In collaboration with UNDP’s GSSU, ensures the Central Recruitment function professionalizes all aspects of HQ-based recruitment services and develops marketing products that create visibility and interest in UNDP recruitment services;

Generates classification and organization-design knowledge products for simplification, efficiency and Business Unit empowerment.

Competencies

Core

Innovation

Ability to make new and useful ideas work.

Leadership

Ability to persuade others to follow.

People Management

Ability to improve performance and satisfaction.

Communication

Ability to listen, adapt, persuade and transform.

Delivery

Ability to get things done while exercising good judgement.

Technical/Functional

Recruitment and Workforce Planning

Knowledge of recruitment policies and procedures.

Ability to make decisions that align with Recruitment strategy, anticipating organizational needs.

Design and Implementation of Management Systems

Designs management systems based on established best practice and identified needs within UNDP and manages complex design projects where different actors are involved at different stages of the project until completed.

Collaboration & Partnerships

Sets overall direction for the formation and management of strategic HR relationships contributing to the overall positioning of UNDP and associated business development.

Strategic Workforce Planning

Ability to make decisions that align with strategy, vision, and mission.

Management & Coordination

Ability to manage and coordinate campaigns and people with inspiration. Believe in and promote diversity in the workplace and reshaping the workforce to meet need.

Substantive Strategic Networking

Ability to substantively engage and foster networks with UN HR practitoners, academia, research institutions, and think tanks.

Knowledge Management

Ability to capture, develop, share and effectively use HR information and knowledge.

Required Skills and Experience

Education:
Master’s degree, preferably in human resources management, organizational development, international development, law, business administration, or extensive compensating experience in the area of human resources management

Or Bachelors’ degree with two additional years of relevant work experience will be given due consideration.

Experience:
A minimum of 7 years of relevant managerial and technical experience at the international level – in either the public sector (national or multilateral, including United Nations’ system), private sector, academia, non-governmental, and/or corporate sector, with exposure to broad areas of HR management, and proven experience at the managerial and/or advisory levels

A minimum of 5 years experience in recruitment and talent acquisition

Solid experience in one or more of the following talent management disciplines: career and mobility, leadership assessment and selection, or talent reviews and succession management

Proven track record and leadership experience in the UN System or a multilateral organization related to the management is human resources is highly desirable

Excellent negotiating and communication skills and ability to mobilize support from a wide range of partners (UN agencies, UNDP units, etc.)

Proven track record of management skills

Language Requirements:
English Proficiency

Working knowledge of a second UN language is desirable.

Disclaimer

Important information for US Permanent Residents (‘Green Card’ holders)

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

Applicant information about UNDP rosters

Note: 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.

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