HR Analyst, Career & Succession Management Job at UNDP-United Nations Development Programme, New York , United States

January 13, 2026

World Food Programme

JOB DESCRIPTION

Background
Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
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 160+ countries, UNDP endeavours to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP staff 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) in the Bureau for Management Services (BMS) 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 the People for 2030 Strategy, BMS/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, BMS/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.

Recruitment, Career and Succession Management is a key component in ensuring that UNDP brings in talent and builds talent pipelines for critical roles with entry points at various levels, that personnel are deployed strategically, and that personnel are provided with an unparalleled career experience, including the possibility of a selection for Country Office leadership positions. Recruitment, Career and Succession Management is crucial in the wider UNDP talent management framework to ensure continuity as well as to retain and develop leadership competencies, skills, and institutional knowledge for the future.

Duties and Responsibilities

Under the overall guidance of the Chief, Recruitment, Career and Succession Management, the HR Analyst will support specific key initiatives under implementation in mobility, recruitment, career and succession management and the effective transition into the new ERP system.

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

1) Ensure delivery of the talent and career management services: 

  • Contribute to and enhance current policies, procedures and proposals to provide an array of Talent and Career services to support organizational objectives and staff needs for effective talent and career management.
  • Provide analytical, administrative, and logistic support to the various HR Career and Succession programmes managed by the unit, including Talent Reviews, Mobility Reviews, Annual Rotations, Assessment Centres as well as other related processes.
  • Contribute to developing and updating guidance notes and training materials for managers, HR practitioners and staff on the relevant processes. Contribute to the development and updates of the relevant career and succession modules in the ERP system according to the agreed business process.
  • Research and provide information that can improve the current policies and regulations.
2)  Provide administrative and substantive contribution to the staff in transition process: 
  • Contribute to the implementation of the corporate career transition procedures.
  • Prepare necessary official documentation related to staff separations and track/update separation cases as well as coordinate approval processes.
  • Coordinate and provide administrative support to recruitment processes involving unassigned staff.
3) Facilitate career and succession management operations:
  •  Work closely with HR Business Partnering team and consultants to ensure compliance and programme delivery in Talent Reviews and Mobility policy.
  • Respond to inquiries from clients (managers, staff, and the HR community) regarding processes and policies.
  • Support the administration of capacity-building sessions for stakeholders such as coordinate to find timeslot, prepare and presenting slides, follow up after the webinar.
  • Keep track of implementation activities for new initiatives such as Annual Mobility Reviews and Talent Reviews.
  • Prepare communication packages such as launch messages, memos for new initiatives.
  • Communicate business requirements for the TR Quantum module to IT.
  • Prepare bureau designation lists for approval from the OHR Director.
  • Track mobility designations, movement of staff due to mobility, and related position information and transfer final approved designations to Quantum.
  • Send and track letters on Mobility designations to staff.
  • Build and update the Intranet site for the Recruitment and Career Succession team.
  • Coordinate contracts of consultants.
4) Ensure Effective Monitoring and Reporting
  • Establish standards and oversees proper maintenance of staff records in all relevant system(s) pertaining to Talent Reviews, Mobility and staff in transition etc.
  • Perform monitoring and tracking of all transactions related to staff transitions and offboarding.
  • Prepare reports for OHR management on to Talent Reviews, mobility, staff transitions, offboarding.
  • Provide analytical and administrative support for managing staff data and UNDP’s leadership pools, including conducting analysis and translating data into written reports and presentations.
  • Gather, extract, update data, and provide timely data analysis for the Annual Rotation Exercise (ARE).
  • Conduct data analysis of the Leadership Pool to enhance diversity. Ensure that the data is up-to-date with staff movements.
  • Develop PowerBI Dashboards, provide data visualizations to present the results of
  • Consolidate and analyze data related to other OHR Projects.
  • Provide solutions on data archiving and analytics to OHR management and other project leads, especially in Excel and PowerBI.
  • Monitor time records and payments of consultants supporting the team.
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
Core: Full list of UNDP Core Competencies can be found here 
  • 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 ​

Business Development – Knowledge Generation

  • Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need

Business Management – 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

Digital & Innovation – Data analysis

  • Ability to extract, analyse and visualize data (including Real-Time Data) to form meaningful insights and aid effective decision making.

HR -Talent management – Career management and support

  • Ability to design career management and support frameworks, processes and programmes, identify relevant resources to support individuals in assessing their career aspirations and preferences, designing and implementing career development strategies.

HR -Recruitment – 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 – Succession – Succession management

  • Ability to design and manage succession processes for key roles in the organization.

HR -Succession – Succession planning

  • Ability to identify critical people needs of the organization, create and manage candidate pipelines for key roles.
Required Skills and Experience
Education:
  • An advanced university degree (master’s degree) in Human Resources Management, Psychology, Management, Business Administration or any other related field is required, OR
  • A first level university degree (bachelor’s degree) in the above-mentioned fields, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.
Experience:
  • Up to 2 years (with master’s degree) or minimum of 2 years (with bachelor’s degree) of relevant experience at the national or international level in providing Human Resources services is required.
  • Experience in data analysis and business intelligence approaches and tools is highly desirable.
  • Working proficiently with the standard Microsoft 365 applications (Word, Excel, Power Point) is highly desirable.
  • Experience working in a national or local government, international development organizations, CSOs or NGOs is desirable.
  • Experience in drafting various communication outputs is desirable.
  • Previous experience in UN/ UNDP is desirable.
  • Demonstrated experience working independently with minimal supervision and as part of a team is highly desirable.

Language:

  • Proficiency in the English language, both oral and written, is required.
  • Working knowledge of another UN language is desirable.
Disclaimer
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
Applicant information about UNDP rosters
Note: 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.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
Scam warning
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