HR Manager, Central Recruitment
United Nations Development Programme, New York, United States
Closing Date for Applications:
- 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.
- 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 Managment 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.
Required Skills and Experience
- 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.
- 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.
- English Proficiency;
- Working knowledge of a second UN language is desirable.