{"id":19394,"date":"2025-04-03T18:39:09","date_gmt":"2025-04-03T18:39:09","guid":{"rendered":"https:\/\/wizandroidmz.com\/emprego\/?p=19394"},"modified":"2025-04-03T18:39:09","modified_gmt":"2025-04-03T18:39:09","slug":"vaga-human-resources-assistant","status":"publish","type":"post","link":"https:\/\/wizandroidmz.com\/emprego\/vaga-human-resources-assistant\/","title":{"rendered":"Vaga &#8211;  Human Resources Assistant"},"content":{"rendered":"<p><strong>Background<\/strong><\/p>\n<p>UNDP has worked in Mozambique since 1976, with the formalization of a cooperation agreement between UNDP and the Government of Mozambique. The Standard Basic Framework Agreement was signed in 1976, in less than a year after Independence, and establishes UNDP&#8217;s presence in the country.<\/p>\n<p>Programme priorities have been defined with national counterparts. UNDP focus is aligned with UNDP Strategic Plan 2022-2025, namely, a) Structural transformation accelerated, particularly green, inclusive, and digital transitions, b) No one left behind centering on equitable access to opportunities and a rights-based approach to human agency and human development, c) resilience built to respond to systemic uncertainty and risk and its six signatures solutions, Poverty and inequality; Governance; Resilience; Environment, Energy and Gender equality, focusing on three interlinked and transformative pillars:<\/p>\n<ul>\n<li>\u00a0Supporting resilient and inclusive economic recovery and diversification, and sustainable livelihoods.<\/li>\n<li>\u00a0Strengthening climate resilience and the sustainable use of natural resources.<\/li>\n<li>\u00a0Promoting inclusive governance, justice, human rights and peace and social cohesion.<\/li>\n<\/ul>\n<p>The programme is structured around the \u2018four Ps&#8217; of the sustainable development goals (SDG) agenda. The theory of change suggests that an issues-based approach simultaneously promoting inclusive prosperity, equitable and sustainable management of natural resources (planet), and underpinned by governance systems that guarantee peace, stability, and social cohesion, is the most effective strategy for reducing poverty, improving living conditions and creating greater opportunities for all Mozambican people. The programme strengthens the focus of the PQG and other strategic plans on reducing poverty and inequality through promoting inclusive, equitable and sustainable development and economic diversification, thereby contributing to SDGs 1, 10 and 16. In alignment with the Istanbul Programme of Action, the aim is to make growth more sustainable and less vulnerable to external shocks, and to reduce potential conflict by creating greater, more inclusive employment and livelihood opportunities. Emphasis is placed on maximizing opportunities for women as agents of change as well as youth, and the poorest quintile.<\/p>\n<p>Sustaining inclusive economic growth will require natural resource wealth to be safeguarded through sustainable management and used transparently and equitably to support economic transformation and diversification that benefits poor communities. The vulnerability of Mozambique to climatic hazards will be reduced by strengthening resilience and recovery capacity. Sustainable growth and inclusive development are only possible in an environment of peace and stability.<\/p>\n<p>Geographically, UNDP focuses on Gaza, Sofala and Cabo Delgado provinces, where it has a long-established presence and strong relationships with local authorities, communities and civil society organizations. These provinces are exposed to natural hazards and the impact of natural resource extraction on both the environment and on local communities, which negatively affect sustainable human development. Other provinces where specific climatic and environmental issues exist will also be targeted.<\/p>\n<p>UNDP works with all other UN agencies in the country to support Mozambique human development efforts. Thus, UNDP is part of the United Nations Development Assistance Framework (UNDAF).<\/p>\n<p>UNDP works with the Government of Mozambique, academia, civil society, private sector, and other national and international partners to help find solutions to persistent and emerging development challenges.<\/p>\n<p>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&#8217;s agenda and Sustainable Development Goals. The HR team applies strategic human resource management policies, procedures, programs and solutions &#8211; that leverage both technology and analytics &#8211; to promote a strong people management culture and high performing, diverse, inclusive and equitable workplace.<\/p>\n<p><strong>Position Purpose<\/strong><\/p>\n<p>Under the overall guidance of the DRR-Operations and direct supervision of the Human Resources Analyst, the HR Assistant provides HR services to the CO ensuring high quality, accuracy, and consistency of work. The HR Assistant promotes a client-oriented approach in the HR unit consistent with UN\/UNDP HR rules, regulations, policies, and procedures.<\/p>\n<p>The HR Assistant 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 ensure consistent service delivery.<\/p>\n<p>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.<\/p>\n<p><strong>Duties and Responsibilities<\/strong><\/p>\n<p><strong>1.) Support effective implementation of HR strategies:<\/strong><\/p>\n<ul>\n<li>\u00a0Ensure full compliance of HR processes and records with UN\/UNDP rules, regulations, policies, and strategies;<\/li>\n<li>\u00a0In consultation with the direct supervisor and office management, provide input to the CO business processes mapping and elaboration of the content of internal HR management Standard Operating Procedures (SOPs) where needed in CO to supplement SOPs issued by GSSC\/OHR;<\/li>\n<li>\u00a0Collect information for UNDP&#8217;s participation in inter-agency exercises and surveys, such as comprehensive and interim local salary, hardship, and place-to-place surveys, in coordination with the direct supervisor.<\/li>\n<\/ul>\n<p><strong>2.) Implement HR services for the CO, including recruitment and staffing:<\/strong><\/p>\n<ul>\n<li>\u00a0Prepare draft job descriptions and vacancy announcements, compile matrixes, and perform functions of Secretary in interview panels for actions delegated to CO. Provide support with the preparation of documentation to submit requests to GSSC for non-delegated actions;<\/li>\n<li>\u00a0Request creation and update of positions in ERP (or create positions if delegated) and facilitate association and update of positions to chart fields, in coordination with budget owners;<\/li>\n<li>\u00a0Track all transactions related to positions, recruitment, benefits, earnings\/deductions, retroactivity, recoveries, adjustments, and separations through ERP&#8217;;<\/li>\n<li>\u00a0Support the timely contract management actions, in consultation with the direct supervisor.<\/li>\n<li>\u00a0Maintain CO staffing table;<\/li>\n<li>\u00a0Update of the CO rosters where relevant;<\/li>\n<li>\u00a0Provide information for cost-recovery bills in ERP for HR services provided by UNDP to other Agencies;<\/li>\n<li>\u00a0Maintain proper filing system for HR records and documents;<\/li>\n<li>\u00a0Provide administrative support to retirees as applicable;<\/li>\n<li>\u00a0Provide HR administrative support for the effective implementation of HR services to UNDP and partner agencies.<\/li>\n<\/ul>\n<p><strong>3.) Support effective staff performance management, talent management, and career development in the CO:<\/strong><\/p>\n<ul>\n<li>\u00a0Provide background information to formal CO management groups responsible for collectively reviewing and discussing CO staff performance, talent, and development needs. Act as Secretary of panels when needed;<\/li>\n<li>\u00a0Provide background information for drafting CO-wide Learning plan.<\/li>\n<\/ul>\n<p><strong>4.) Support knowledge building and knowledge sharing in the CO:<\/strong><\/p>\n<ul>\n<li>\u00a0Participate in the training for the operations\/projects staff on HR issues and all relevant matters;<\/li>\n<li>\u00a0Make sound contributions to knowledge networks and communities of practice.<\/li>\n<\/ul>\n<p>The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.<\/p>\n<p><strong>Competencies<\/strong><\/p>\n<p><strong>Core<\/strong><\/p>\n<ul>\n<li>\u00a0<strong>Achieve Results:<\/strong>\u00a0LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline. erSTbv5 Dmn9nJ<\/li>\n<li>\u00a0<strong>Think Innovatively:<\/strong>\u00a0LEVEL 1: Open to creative ideas\/known risks, is pragmatic problem solver, makes improvements.<\/li>\n<li>\u00a0<strong>Learn Continuously:<\/strong>\u00a0LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback.<\/li>\n<li>\u00a0<strong>Adapt with Agility:<\/strong>\u00a0LEVEL 1: Adapts to change, constructively handles ambiguity\/uncertainty, is flexible.<\/li>\n<li>\u00a0<strong>Act with Determination:<\/strong>\u00a0LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident.<\/li>\n<li>\u00a0<strong>Engage and Partner:<\/strong>\u00a0LEVEL 1: Demonstrates compassion\/understanding towards others, forms positive relationships.<\/li>\n<li>\u00a0<strong>Enable Diversity and Inclusion:<\/strong>\u00a0LEVEL 1: Appreciate\/respect differences, aware of unconscious bias, confront discrimination.<\/li>\n<\/ul>\n<p><strong>Cross-Functional &amp; Technical competencies<\/strong><\/p>\n<p>Customer Satisfaction\/Client Management:<\/p>\n<ul>\n<li>\u00a0Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and\/or solutions to fulfil and understand the real customers&#8217; needs.<\/li>\n<li>\u00a0Provide inputs to the development of customer service strategy. Look for ways to add value beyond clients&#8217; immediate requests.<\/li>\n<li>\u00a0Ability to anticipate client&#8217;s upcoming needs and concerns.<\/li>\n<\/ul>\n<p>Operations Management:<\/p>\n<ul>\n<li>\u00a0Ability to effectively plan, organize, and oversee the Organization&#8217;s business processes in order to convert its assets into the best results in the most efficient manner.<\/li>\n<li>\u00a0Knowledge of relevant concepts and mechanisms.<\/li>\n<\/ul>\n<p>Recruitment Design and Management:<\/p>\n<ul>\n<li>\u00a0Knowledge of, ability to design and manage end to end recruitment processes.<\/li>\n<\/ul>\n<p>Assessment and Selection:<\/p>\n<ul>\n<li>\u00a0Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms; ability to effectively align them with specific recruitment needs.<\/li>\n<\/ul>\n<p>Payroll Management:<\/p>\n<ul>\n<li>\u00a0Knowledge of and ability to apply mechanisms and tools to collect payroll data, process payroll, and manage payroll reports<\/li>\n<\/ul>\n<p>Performance Management:<\/p>\n<ul>\n<li>\u00a0Knowledge 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.<\/li>\n<\/ul>\n<p><strong>Required Skills and Experience<\/strong><\/p>\n<p><strong>Education:<\/strong><\/p>\n<ul>\n<li>\u00a0Secondary education with specialized certification in HR is required;<\/li>\n<li>\u00a0A university degree in Human Resource, Business Administration, Public Administration, or an equivalent field will be given due consideration, but it is not a requirement.<\/li>\n<\/ul>\n<p><strong>Experience:<\/strong><\/p>\n<ul>\n<li>\u00a0Minimum of 5 years (with high school diploma) or 2 years (with bachelor&#8217;s degree) of relevant HR and\/or administrative experience at the national or international level is required;<\/li>\n<li>\u00a0Relevant work experience in HR Administration in an international organization is desirable;<\/li>\n<li>\u00a0Experience in the use of computers and office software packages (MS Word, Excel, etc.) and advanced knowledge of web-based management systems;<\/li>\n<li>\u00a0Experience in the use of ERP systems for HR administration;<\/li>\n<li>\u00a0Experience in UNDP systems such as Quantum, UNall, etc., is an added advantage.<\/li>\n<\/ul>\n<p><strong>Language Requirements:<\/strong><\/p>\n<ul>\n<li>\u00a0Fluency in English and Portuguese is required.<\/li>\n<\/ul>\n<p><strong>Equal opportunity<\/strong><\/p>\n<p>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.<\/p>\n<p>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.<\/p>\n<p><strong>Sexual harassment, exploitation, and abuse of authority<\/strong><\/p>\n<p>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.<\/p>\n<p><strong>Right to select multiple candidates<\/strong><\/p>\n<p>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.<\/p>\n<p>Apply for this job: <a href=\"https:\/\/estm.fa.em2.oraclecloud.com\/hcmUI\/CandidateExperience\/en\/sites\/CX_1\/job\/25451\">https:\/\/estm.fa.em2.oraclecloud.com\/hcmUI\/CandidateExperience\/en\/sites\/CX_1\/job\/25451<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background UNDP has worked in Mozambique since 1976, with the formalization of a cooperation agreement between UNDP and the Government of Mozambique. The Standard Basic Framework Agreement was signed in 1976, in less than a year after Independence, and establishes UNDP&#8217;s presence in the country. Programme priorities have been defined with national counterparts. UNDP focus [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":14550,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[36],"tags":[],"class_list":["post-19394","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-vaga"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/wizandroidmz.com\/emprego\/wp-content\/uploads\/2024\/08\/UNDP.webp","_links":{"self":[{"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/posts\/19394","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/comments?post=19394"}],"version-history":[{"count":1,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/posts\/19394\/revisions"}],"predecessor-version":[{"id":19395,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/posts\/19394\/revisions\/19395"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/media\/14550"}],"wp:attachment":[{"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/media?parent=19394"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/categories?post=19394"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/wizandroidmz.com\/emprego\/wp-json\/wp\/v2\/tags?post=19394"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}