HR Analyst [Open to Tier 0, 1 & 2 applicants] in Bonn

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

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 endeavors 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; and pursue peaceful, prosperous lives, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Bureau for Management Services, Office of Human Resources (BMS/OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight.

In addition, BMS/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, BMS/OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which is progressively transforming UNDP’s culture and enabling its workforce https://www. undp. org/careers/people2030 to deliver more and better results.

People for 2030 promises to ensure that working with UNDP is not just a job, but part of a rewarding and enriching career in which individuals have opportunities to grow and develop.

The incumbent of this position will be providing support to the HR Business Partnering (BP) function for the Regional Bureaus by coordinating the respective unit’s Talent Management Committee (TMC) for strategic people management discussions and providing an additional capacity as HR BP.

Duties and Responsibilities

• Talent Management Committee (TMC) Coordination and Facilitation
• Support and coordinate TMC processes for assigned Regional Bureaus to ensure effective, transparent and evident-based talent management discussions.
• Coordinate the planning, preparation and execution of TMC meetings and related talent review exercises.
• Prepare briefing materials, analytical reports, talent profiles, workforce data to support TMC decisions.
• Monitor TMC recommendations and follow-up activities to ensure timely implementation.
• Maintain accurate records and documentation of TMC deliberations, outcomes and talent management decisions.
• Talent Review, Succession Planning and Workforce Planning Support
• Facilitate talent review exercises aimed at identifying high-potential talen, critical skill gaps, succession risks and development opportunities.
• Monitor implementation of talent management outcomes and support reporting on progress and trends.
• HR Business Partnering and Advisory Services
• Provide HR advisory support to managers and personnel on HR policies and procedures.
• Provide support in the implementation of HR initiatives and organizational change efforts within the Regional Bureaus.
• Collaborate with HR Business Advisor and the rest of the HR BP Specialists in the team to ensure alignment of HR interventions with organizational priorities and People for 2030 objectives.
• Contribute to the development of solutions to address workforce and talent management challenges.
• Knowledge Management
• Ensure facilitation of knowledge building and knowledge sharing of lessons learned and best practices related to talent and performance management.
• Foster effective collaboration and information exchange among the Regional Bureaux, HR stakeholders and the broader HR community.

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

The HR Analyst will be directly reporting to the BP HR Advisor and will collaboratively work with the Regional Bureau HR BP team.

• Competencies
• Core Competencies
• Achieve Results: LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline
• Think Innovatively: LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
• Learn Continuously: LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback
• Adapt with Agility: LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible
• Act with Determination: LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident
• Engage and Partner: LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships
• Enable Diversity and Inclusion: LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination
• Cross-Functional & 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 Development
• Collective Intelligence Design
• Ability to bring together diverse groups of people, data, information, ideas, and technology to solve
  problems and design solutions or services.
• Knowledge and understanding of Collective Intelligence Design principles, methodology and
  practices
• Business Management
• Project Management
• Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals
• 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.
• HR Talent Management
• 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 minimizes biases.
• Career Management and Support
• Ability to design career management and support frameworks, processes and programmes, identify relevant resources to support individuals in assessing their career aspirations and preferences, designing and implementing career development strategies.
• Required Skills and Experience

Education

• An advanced university degree (master’s degree or equivalent) in Human Resources Management, Organizational Development, Business Administration or any other related field is required.
• A first level university degree (bachelor’s degree) in the areas mentioned 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 two (2) years (with master’s degree) or four (4) years (with bachelor’s degree) of relevant professional work experience in the areas of Human Resources Management and/or Performance Management is required.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc) and experience in handling web based management systems is required.
• Proven report writing experience and developing high-quality content write-ups in a variety of mediums are required.
• Experience in research and analysis is an advantage.
• Familiarity with HR modules in Oracle-based ERP is desirable.
• Experience and knowledge of UN and/or UNDP HR Policies and Procedures is desired.
• HR advisory experience in the implementation of HR rules and regulations is an asset.
• Language Requirements
• Fluency in the English is required;
• Working knowledge of another UN language is an advantage.
• 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.

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

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