HR Analyst [Open to Tier 0, 1 & 2 applicants], Bonn, Germany

## HR Analyst [Open to Tier 0, 1 & 2 applicants], Bonn, Germany - Organization:UNDP - United Nations Development Programme - Office:UN Campus Bonn 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 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 endeavors 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; and pursue peaceful, prosperous lives, lived in harmony with the planet. Drawing on the diversity of UNDP's client needs and partnerships, the Bureau for Management Services, Office of Human Resources (BMS/OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, BMS/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, BMS/OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which is progressively transforming UNDP's culture and enabling its workforce ( https://www.undp.org/careers/people2030) to deliver more and better results. People for 2030 promises to ensure that working with UNDP is not just a job, but part of a rewarding and enriching career in which individuals have opportunities to grow and develop. To deliver this promise, UNDP is creating a healthy and functioning internal talent market that offers paths for career progression by developing policies that will create a more open, flexible, and less bureaucratic system to facilitate staff mobility. The incumbent of this position will be providing support to the HR Business Partnering (BP) function for the Regional Bureaus by coordinating the respective unit's Talent Management Committee (TMC) for strategic people management discussions and providing an additional capacity as HR BP. Duties and Responsibilities a) Talent Management Committee (TMC) Coordination and Facilitation - Support and coordinate TMC processes for assigned Regional Bureaus to ensure effective, transparent and evident-based talent management discussions. - Coordinate the planning, preparation and execution of TMC meetings and related talent review exercises. - Prepare briefing materials, analytical reports, talent profiles, workforce data to support TMC decisions. - Monitor TMC recommendations and follow-up activities to ensure timely implementation. - Maintain accurate records and documentation of TMC deliberations, outcomes and talent management decisions. b) Talent Review, Succession Planning and Workforce Planning Support - Facilitate talent review exercises aimed at identifying high-potential talen, critical skill gaps, succession risks and development opportunities. - Monitor implementation of talent management outcomes and support reporting on progress and trends. c) HR Business Partnering and Advisory Services - Provide HR advisory support to managers and personnel on HR policies and procedures. - Provide support in the implementation of HR initiatives and organizational change efforts within the Regional Bureaus. - Collaborate with HR Business Advisor and the rest of the HR BP Specialists in the team to ensure alignment of HR interventions with organizational priorities and People for 2030 objectives. - Contribute to the development of solutions to address workforce and talent management challenges. d) Knowledge Management - Ensure facilitation of knowledge building and knowledge sharing of lessons learned and best practices related to talent and performance management. - Foster effective collaboration and information exchange among the Regional Bureaux, HR stakeholders and the broader HR community. The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation. The HR Analyst will be d irectly reporting to the BP HR Advisor and will collaboratively work with the Regional Bureau HR BP team. - 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: Business Direction & Strategy: - System ThinkingAbility 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. - 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 Development: - Collective Intelligence DesignAbility to bring together diverse groups of people, data, information, ideas, and technology to solve problems and design solutions or services.Knowledge and understanding of Collective Intelligence Design principles, methodology and practices - Ability to bring together diverse groups of people, data, information, ideas, and technology to solve problems and design solutions or services. - Knowledge and understanding of Collective Intelligence Design principles, methodology and practices - Project ManagementAbility to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals - Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals - CommunicationAbility 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. - 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. HR Talent Management: - Performance ManagementKnowledge of and ability to guide the application