Background   UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.   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 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 pursue peaceful, prosperous, 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), provides 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 strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.

Through People for 2030, 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, 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.

OHR’s Talent Development Unit is a centre of expertise that designs and delivers state of the art learning and development solutions to UNDP staff worldwide. Through the delivery of large scale leadership development programmes and tailored development experiences for key leadership roles, TDU enables and supports UNDP leaders to build skills, grow and leverage the power of learning across all areas of work. Under the direction of the HR Manager for Leadership Development, Talent Development Unit, the incumbent is responsible for designing, developing and executing leadership development and learning activities through the Leaders for 2030 initiative. Leaders for 2030 is aligned to UNDP’s People Development Strategy to enable a transformational change in the skills, knowledge and capabilities of UNDP’s leaders.   Duties and Responsibilities   The Leadership Development Specialist will develop, design and deliver learning solutions for UNDP staff, including key role leadership development programmes, events, workshops and related activities, as well as driving large scale online and when appropriate, blended, programmes as part of the Leaders for 2030 initiative. Partnering across BMS/OHR teams and with organizational partners, the incumbent ensures the integration of an end-to-end blended learning methodology, formulating learning curricula relevant to the organization's evolving capacity needs in leadership. The incumbent will create learning materials and develop content; design and manage assessments, including the development, implementation and review of feedback for all participants of these learning events; and use available learning technology and platforms in delivering blended and online learning events.   1) Leadership Development:

Facilitate global leadership development through research, partnerships building, design, curation and delivery of customized learning solutions and events leveraging established leadership development methodologies and tools in accordance with global best practices. Manage multiple learning and development interventions as part of the Leaders for 2030 initiative. Ensure effective project management for specific target audience deliverables, within project document specifications. Under the direction of the HR Manager for Leadership Development, build, influence, and partner with networks including service providers, academic institutions, internal resource persons and learning centres of excellence for product development, service provision, and advocacy. Implement tools and resources for coaching, mentoring, assessment and development aligned with corporate needs and overall learning strategy. Engage with best-in-class external providers for provision of learning and development solutions supporting leadership development. Participates and substantively supports other team members in the procurement processes and provide substantive inputs as necessary.

2) Integration and alignment of the Leaders for 2030 with UNDP business needs:

Work with business units, HR leaders, and other key stakeholders to distill leadership development requirements necessary to achieve business outcomes; leverage this information to contribute in implementation of leadership development strategies Ensure these components are aligned with UNDP’s Strategic Plan 2022-2025, People for 2030 (UNDP’s People Strategy), the Leaders for 2030 Strategy, UNDP’s Leadership model, and the People Development Strategy Contribute to the creation of a corporate learning culture in which UNDP’s leaders drive an contribute to building a learning organization and promote a strong employee experience and value proposition. Ensure that UNDP effectively leverages modern learning experience platforms and technologies.

3) Leaders for 2030 Evaluation and Benchmarking:

Develop and leverage evaluation measures, benchmarks, and scorecards to monitor effectiveness of leadership development programmes and initiatives in line with the People for 2030 Results Framework and its Leadership Excellence focus area. Conduct research and benchmarking to ensure strategy, content and delivery model of the leadership development portfolio is positioned to deliver best-in-class results and best value.

4) Communications and Knowledge Management:

Facilitate (virtual) events or leadership learning programmes. Ensure knowledge management and ensure relevant information is readily available on UNDP’s Talent Hub (intranet). Communicate and promote UNDP’s leadership development opportunities to various target groups, leveraging a variety of channels and networks. Leverage virtual communication and learning technology / tools e.g., Microsoft Suite, TEAMs, Yammer, SharePoint.   Competencies   Core Competencies - UNDP Core Competencies can be found here. Achieve Results - Level 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact Think Innovatively - Level 3: Proactively mitigate potential risks, develop new ideas to solve complex problems Learn Continuously - Level 3: Create and act on opportunities to expand horizons, diversify experiences Adapt with Agility - Level 3: Proactively initiate and champion change, manage multiple competing demands Act with Determination - Level 3: Think beyond immediate task/barriers and take action to achieve greater results Engage and Partner - Level 3: Political savvy, navigate complex landscape, champion inter-agency collaboration Enable Diversity and Inclusion - Level 3: Appreciate benefits of diverse workforce and champion inclusivity Cross-Functional & Technical Competencies HR - Learning & Development Leadership Development: Knowledge of the leadership development theories, concepts and methodologies; ability to apply them in the design and implementation of the leadership development strategies and programmes; ability to advise leaders on their development needs and related strategies. 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. L&D Design: Knowledge of adult learning principles, instructional design, learning styles, and learning programmes delivery modalities; ability to identify and design effective learning paths, programmes and initiatives. Business Management Customer Satisfaction/Client Management: Ability 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' needs. Look for ways to add value beyond clients' immediate requests. Ability to anticipate client's upcoming needs and concerns. 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. Project Management: Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals.   Required Skills and Experience

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