Human Resources Analyst [Open to Tier 0, 1 & 2 applicants]

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.

UNDP is the leading United Nations organization in fighting to end the injustice of poverty, inequality, and climate change. Working with our broad network of experts and partners in 170 countries, we help nations to build integrated, lasting solutions for people and planet.

UNDP’s Programme of Assistance to the Palestinian People (PAPP) derives its mandate from United Nations General Assembly Resolution 33/147 of 20 December 1978. Called upon by United Nations Member States in that year, UNDP was requested “to improve the economic and social conditions of the Palestinian people by identifying their social and economic needs and by establishing concrete projects to that end”.

UNDP/PAPP offers operational services and support to several UN agencies operating in the occupied Palestinian territory. By promoting a client-centred approach in-line with UNDP's rules and regulations, our operational team collaborates closely with Programme and project teams, as well as suppliers, UN agencies, and UNDP headquarters staff to address challenging operational-related issues

The Human Resources (HR) unit provides support UNDP/PAPP) management in ensuring that the office is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the office’s agenda and Sustainable Development Goals.  The HR Analyst applies strategic human resource management policies, procedures, programs, and solutions – that leverage both technology and analytics – to promote a strong people management culture and high performing, diverse, inclusive, and equitable workplace.

Under the guidance of the Special Representative of the Administrator and the direct supervision of the Operations and Services Manager, the HR Analyst is responsible for transparent implementation of HR strategies and effective delivery of HR services in a medium to large size Country Office. He/she 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 and contributes to the maintenance of high staff morale.

The HR Analyst manages PAPP HR Unit. supervises and leads the HR Unit personnel. The HR Analyst works in close collaboration with the Programme, Operations, and project teams in the CO, UNDP HQ OHR Business Partners, and staff in GSSC and other UN Agencies to ensure successful CO performance in HR management.

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.

• Ensure full compliance of HR activities with UN rules and regulations, and UNDP policies, procedures, and strategies; effective implementation of the internal controls; and analysis of supporting parameters, proper design and functioning of the HR management system and practices.
• Continuously analyze corporate HR strategies and policies, assess the impact of changes, and make recommendations on their implementation in the CO. Continuously research policy matters related to conditions of service, salaries, allowances, etc. Elaborate and introduce HR measurement indicators; and monitor and report on achievement of HR results.
• Advise management and personnel, as necessary, and keep management informed of new HR policies and practices and their implementation. 
• Provide support in CO HR business processes mapping and elaboration/establishment of internal Standard Operating Procedures (SOPs) on HR management where needed in CO to supplement SOPs issued by GSSC/OHR. Control workflows in the HR Unit.
• 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. 
• Support the implementation, in coordination with Management and relevant units, of corporate targets, including gender indicators.
• 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 CO 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.
• Support the facilitation of staff-management relations in the office. Facilitate information to all personnel on access to corporate resources on grievance and support mechanisms.
• Organize and coordinate UNDP’s participation in inter-agency exercises and surveys, such as the comprehensive and interim local salary surveys, hardship, and place-to-place surveys, as applicable, in coordination with the direct supervisor and partner agencies.
• Coordinate the Country Office HR support to the UN-system.
• Support the elaboration and implementation, in coordination with the supervisor and Management, of HR strategy on audit recommendations. 
• Analyze and advise on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

• 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 CO management for any cases to be escalated if and as needed.
• Oversee timely contract management actions, in close coordination with supervisors and senior management. 
• Upon delegation of responsibility, perform HR Manager functions in ERP and validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies. 
• Develop and manage CO rosters as appropriate. 
• Manage International and local personnel entitlements and position funding delegated to the CO HR Unit in consultation with budget owners and in close coordination with GSSC as needed.
• Initiate the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to Country Office.
• Support workforce reporting and data analysis.
• Support the design and implementation of strategies on staff wellbeing related issues, including analysis and recommendations of Engagement Surveys results.  Support the co-creation of a local engagement survey action plan.
• Manage HR processes delegated to COs, as applicable and in coordination with Management, such as medical evacuations, R&R, safety and security interventions.

• Coordinate performance management and recognition programmes of CO through its stages, ensuring completion of milestones. Elaborate performance evaluation indicators in consultation with the Senior Management and Unit supervisors.
• Play a key role in organizing formal CO management groups responsible for collectively reviewing and discussing performance and talent management/career development of CO personnel; and follow up on implementation of their recommendations.
• Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools. Provide advice to personnel on performance management policies. 
• Advise management and personnel on CO work plan and performance management cycles. 
• Support effective learning management including the learning needs analysis and establishment of the CO-wide Learning plan in collaboration with senior management and the Talent Development Manager. 
• Implement the Universal Access strategy ensuring access to role appropriate learning activities. Advise office management and project managers on personnel competency, career management/development, and training needs through the PMD and Talent Review processes, as applicable. 
• Provide effective counseling to staff and supervisors, as appropriate, on career management, development needs and learning possibilities.
• Elaborate proposals on and implement strategic staffing policies in line with career management/development principles.

4- Ensure facilitation of knowledge building and knowledge sharing in the CO.

• Organize training for Operations and Programme staff on HR issues and other relevant matters, such as prevention of harassment, diversity and inclusion, etc.
• 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 CO 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.

Supervisory/Managerial Responsibilities: Supervises HR unit personnel (1 GS7 and 1 NPSA6).

Core:

 

 

LEVEL 2: Scale up solutions and simplify processes, balances speed and accuracy in doing work

 

LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking

 

LEVEL 2: Go outside comfort zone, learn from others and support their learning

 

 

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

 

LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships

 

LEVEL 2: Facilitate conversations to bridge differences, considers in decision making 

 

People Management (Insert below standard sentence if the position has direct reports.)

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

Cross-Functional & Technical competencies:

Thematic Area	Name	Definition
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
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
HR	Recruitment Design and Management	Knowledge of, ability to design and manage end to end recruitment processes
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

 

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 combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Experience:

• Minimum 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 and/or managing staff and operational systems.          
• 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 desirable.
• Ability to travel within and between Jerusalen and west Bank is desirable.
• HR Experience with UNDP/UN is desirable.

Language Requirement:

• Fluency in English and Arabic Languages is required.
• Knowledge of Hebrew is desirable

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.

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. 

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.

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.

 

Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection

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