JOB DESCRIPTION

Background and Organizational Context:

UNDP Iraq has recently created a new Country Programme Document (CPD) (2025 – 2029) that will serve to strengthen UNDP´s role as a learning organization ‘fit-for-purpose’ to deliver on Agenda 2030. The CPD is well-aligned with the Government of Iraq´s (GOI’s) National Development Plan and other GOI strategies and action plans, as well as the UN Sustainable Development Cooperation Framework (UNSDCF) 2025 – 2029.

In approaching the new CPD 2025 – 2029, UNDP Iraq is systematically changing how its institutional and programmatic activities are portrayed and financed. Placing emphasis on programme alignment, coordination, and creation of synergies, the CPD is designed to provide the foundation for the whole public policy life cycle that is expected to allow for engagement in new areas of joint work and resource mobilization.

This new approach requires a new structure that will position UNDP in the new country context, as well as engaging skills that will allow for substantive value added through (a) providing thought leadership and innovation, (b) mobilizing strategic resources, (c) ensuring projects are implemented in a smooth, efficient and transparent manner, and (d) engaging on the most pressing and transformational development challenges in Iraq.

The UNDP Iraq CO envisions a new programme office structure adapted to current and future needs of the country, underpinning its advisory and programmatic offer while at the same time delivering solid implementation support. It also promotes a more collaborative approach to work across the office and with external partners.

To achieve this, the UNDP Iraq Country Office must focus on aligning projects, programmes and policy workstreams to UNDP corporate strategy, national priorities, and related frameworks. As such, the Country Office is adopting a new business model in Iraq around a wholistic approach to development portfolio programming. This approach requires excellent programme management and an organizational structure that reinforces the entire programming life cycle including planning, implementation, oversight, monitoring and evaluation, communications, and efficient operations.

In this context, the Finance team supports the Country Office (CO) in the promotion of its sustainable development agenda by continuously enhancing CO financial performance, delivering sound management of financial resources, and ensuring strong accountability through informed decision making, effective financial management processes, and transparent financial reporting that complies with international standards and regulatory guidelines.

The Human Resources (HR) unit provides support to Country Office (CO) 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 CO’s agenda and Sustainable Development Goals. The HR team 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.

Position Purpose:

Under the overall guidance of the DRR Operations and direct supervision of the Human Resources Analyst, the HR Associate ensures execution of transparent and efficient HR services in the CO. The HR Associate promotes a collaborative, client-oriented approach and supports the maintenance of high staff morale.

The HR Associate 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 exchange information and resolve complex HR-related issues.

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.

Duties and Responsibilities:

1.) 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 and surveys, such as comprehensive and interim local salary survey, hardship, and place-to-place surveys, in coordination with the direct supervisor.
• Collect information on the risk management of Country Office HR activities to proactively manage and mitigate the risk.

2.) 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.
• Follow up with Finance staff and GSSC on Global Payroll issues.
• Monitor and track all transactions related to positions, recruitment, benefits, earnings/deductions, retroactivities, recoveries, adjustments, and separations through ERP and other relevant corporate platforms.
• Process timely contract management actions, in close coordination with supervisors and senior management.
• Provide support to process benefits and entitlements delegated to the CO, as applicable and in coordination with the direct supervisor and management, such as medical evacuations, R&R, safety and security interventions.
• Maintain CO staffing table and local rosters where relevant.
• Validate cost-recovery charges in ERP for HR services provided by UNDP to other Agencies.
• Provide assistance to the contract management, payroll, and separations in coordination with GSSC in accordance with the delegation of authority given to the CO.
• Provide HR support and services to the UN system, including provision of information on personnel benefits and entitlements to UN agencies in line with UNDP policies and in coordination with GSSC as applicable.
• Provide administrative support to retirees as applicable.

3.) 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.

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

• Organize training for the Operations and projects staff on HR issues.
• Assist in the creation and implementation of a local onboarding plan, leveraging corporate resources.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.

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

Supervisory/Managerial Responsibilities: None

Competencies

Expected Demonstration of Competencies:

Core:

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:

Thematic Area
Name
Definition

Business Development
Knowledge Facilitation

• Ability to animate individuals and groups, internally and externally, and to design and facilitate activities, to share and exchange knowledge, information and ideas. Knowledge of tools and approaches to stimulate active participation, contribution, and exchange.

Business Management
Working with Evidence and Data

• Ability to inspect, cleanse, transform and model data with the goal of discovering useful information, informing conclusions and supporting decision-making

Business Management
Operations Management

• Ability to effectively plan, organise and oversee different parts of corporate operations, simultaneously and in an integrated way, in order to convert the organisation’s assets into the best results in the most efficient way. Knowledge of relevant concepts and mechanisms.

HR
Assessment and Selection

• Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs

HR
Payroll Management

• Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports

HR
Managing Compensation and Benefits

• Ability to design compensation plans which are aligned to current and future organization needs and market conditions; knowledge of and ability to apply the ICSC compensation methodologies and principles. Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments

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

Keywords:

HR services and transactions

Recruitment

Learning planning

Salary survey

Required Skills and Experience:

Education:

• Secondary education with specialized certification in HR is required.
• A university degree (bachelor´s degree) in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.

Experience, Knowledge, and Skills:

• Minimum of 6 years (with secondary education) or 3 years (with bachelor’s degree) of progressively responsible HR and/or administrative experience at the national or international level is required.
• 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 required.
• Direct experience applying and ensuring compliance with UN/UNDP rules, regulations, policies, and procedures is desired.
• Practical experience with the full range of administrative tasks, including processing HR transactions, managing contracts, tracking positions, and handling staff entitlements and benefits is required.
• Knowledge of Quantum is an advantage.

Language Requirements:

• Fluency in English and Kurdish is required.
• Fluency in Arabic is desired.

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.

Probation

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.

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.

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