The United Nations Capital Development Fund (UNCDF) is the United Nation’s flagship catalytic financing entity for the world’s 46 Least Developed Countries (LDCs).With its unique capital mandate and focus on the LDCs, UNCDF works to invest and catalyse capital to support these countries in achieving the sustainable growth and inclusiveness envisioned by the 2030 Agenda for Sustainable Development and the Doha Programme of Action for the least developed countries, 2022-2031.

The United Nations Capital Development Fund (UNCDF) makes public and private finance work for the poor in the world’s 47 least developed countries. With its capital mandate and instruments, UNCDF offers “last mile” finance models that unlock public and private resources, especially at the domestic level, to reduce poverty and support local economic development.

UNCDF’s financing models work through three channels: inclusive digital economies, connecting individuals, households, and small businesses with financial eco-systems that catalyze participation in the local economy, and provide tools to climb out of poverty and manage financial lives; local development finance, that capacitates localities through fiscal decentralization, innovative municipal finance, and structured project finance to drive local economic expansion and sustainable development; and investment finance, that provides catalytic financial structuring, de-risking, and capital deployment to drive SDG impact and domestic resource mobilization. By strengthening how finance works for poor people at the household, small enterprise, and local infrastructure levels, UNCDF contributes to Sustainable Development Goal-SDG 1 on eradicating poverty and SDG 17 on the means of implementation. By identifying those market segments where innovative financing models can have transformational impact in helping to reach the last mile and address exclusion and inequalities of access, UNCDF contributes to a broad diversity of SDGs.

The Human Resources (HR) unit provides support to UNCDF in ensuring that the organization is appropriately staffed with high quality and engaged personnel who receive the guidance, feedback, and development they need to fully contribute to the UNCDF’s mandate. The HR team applies strategic human resource management policies, procedures, programmes, 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 overall guidance and supervision of UNCDF Human Resources Specialist, the HR Analyst ensures effective delivery of HR services to UNCDF field offices in eastern and central Africa Region. He/she interprets and applies HR policies, rules, and regulations; implements internal procedures; and provides solutions to a wide spectrum of HR issues. The HR Analyst promotes a collaborative, client-oriented approach and contributes to the maintenance of high staff morale.

The HR Analyst may lead support staff. The HR Analyst works in close collaboration with the Programme, Operations, and project teams in the Field Offices, staff in GSSC and other UN Agencies to ensure successful performance of UNCDF field office 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 and enable horizontal collaboration.

• Advise UNCDF personnel, as necessary, and keep management informed on new HR practices, policy updates, and their implementation.
• Provide support to HR business processes mapping and establishment/update of internal HR Standard Operating Procedures (SOPs) where needed in field office to supplement SOPs issued by GSSC/OHR.
• Advocate for implementation, monitoring and compliance of HR policies and corporate programmes including mandatory courses, gender, prevention of harassment, career development and knowledge management.
• Implement and support on HR processes including recruitment, proper use of contractual modalities, workforce planning, position management, job classification, performance management, and career development.
• Support the organization and coordination, if applicable, of inter-agency exercises and surveys, such as the comprehensive and interim local salary survey, hardship, and place-to-place surveys in coordination with the supervisor and partner agencies.
• 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 field offices HR activities to proactively manage and mitigate the risk.

• Manage transparent and competitive recruitment and selection processes in coordination with GSSC and locally with hiring managers that includes updating job descriptions, preparing vacancy announcements, screening candidates, organizing and participating in the interview panels, recommending recruitment strategies, and submission of compliance review cases as per the actions delegated to field offices. In coordination with Hiring Managers, submit requests and appropriate documentation to GSSC for non-delegated actions. Facilitate recruitment for projects and at the request of Practice Areas.
• Liaise and coordinate with relevant GSSC teams on the management of contracts and monitoring and tracking of all transactions related to positions, recruitment, HR data, benefits, earnings/deductions, retroactivity, recoveries, adjustments, and separations.
• Facilitate timely contract management actions, in close coordination with the HQ HR Unit.
• Manage International staff entitlements and position funding, in close coordination with GSSC, as needed.
• Support workforce reporting and HR data analysis.
• Manage HR processes delegated to the field offices, as applicable and in coordination with Management, such as medical evacuations, safety and security interventions.

Ensure proper staff performance management, talent management, and career development

• Analyze requirements, elaborate the protocol for and facilitate the performance management process.
• Support implementation of effective interventions for the performance evaluation process that includes training supervisors on effective use of career management/development systems and tools.
• Facilitate Performance Management reporting and monitoring in the field offices.
• Support management and personnel of field offices work plan and performance management cycles and policies.
• Support effective learning management in collaboration with the management of the field offices the Talent Development Manager at HQ.
• Implement the Universal Access strategy ensuring access to role appropriate learning activities.
• Provide effective counseling to staff in the field offices on career management, development needs, and learning possibilities.

Ensure facilitation of knowledge building and knowledge sharing

• Organize training for the operations and projects staff on HR issues.
• Synthesize lessons learned and best practices in HR.
• Make sound contributions to knowledge networks and communities of practice.

• Knowledge Facilitation: Ability to animate individuals and communities of contributors to participate and share, particularly externally.
• 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
• 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.

Human Resources

• 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.
• Recruitment Design and Management: Knowledge of, ability to design and manage end to end recruitment processes.
• 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.
• 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