Organizational Setting and Work Relationships
The position is located within the Division of Human Resources (DHR). The Division¿s mission statement indicates that DHR is a strategic, trusted and innovative business partner in enabling UNHCR to protect and respond to persons of concern by attracting, motivating, retaining and developing a talented, diverse and agile workforce, while nurturing a culture of excellence, respect and wellbeing for all.
The incumbent of this position supports the UNHCR¿s People Strategy and contributes to the implementation of the 2018 independent HR review which resulted in the establishment of HR strategic priorities and the reconfiguration and transformation of the Division from a largely transactional model into a strategic business partner for field operations and senior management.
The incumbent of this position will be part of a team reporting directly to the Chief, Talent Development and Performance Section. The Section is responsible for delivering on integrated people management, creating an enabling work environment and positive employee experience for delivery of UNHCR¿s mandate. The Section is responsible for delivery of integrated people management practices that contribute to positive employee experience in the following areas:
Performance Management
Developing tools and support for people management practices that focus on manager and staff accountability. Leading the cultural shift for performance management to being more people centric and developmentally focused. Contributing to the development of an organizational culture where the development of staff is a shared priority of staff, their managers and the organization. Leading performance excellence in UNHCR through supporting managers and HR practitioners on effective performance management. Developing and streamlining further the Performance Appraisal Management System, to include talent identification using performance data. Leverage data insights from talent to analyse and visualize talent information. Working with various sections within DHR and GLDC in creating linkages between performance management and other talent management processes and actions.
Talent & Performance Capacity building Initiatives
Developing processes and tools that support Divisions, Regional Bureaux and field offices in the identification and development of talent. Implementing talent identification systems that reinforce staff engagement, development, honesty and fairness. Facilitating the process of regionalisation of HR teams in the field through capacity building of managers and the workforce in the areas of performance management, engagement and talent development. Generating performance, engagement and talent tools to equip HR teams in the field, for managers to provide workforce members with development support and for empowering the workforce in their career development. Ensuring support to the workforce (national and international) for their career planning and development, through organization wide targeted communication and individual support approaches. Advising managers and staff to empower them to have conversations around performance and development and close the gap of identified people management and performance issues.
Supporting Workforce and Talent Management
Supporting a holistic approach to workforce planning, for engagement, assignments and transitions of staff in UNHCR. Supporting effective workforce management and the process of identifying and nurturing talent through leveraging data insights on performance to underpin talent identification. Utilizing talent identification tools as the basis for talent evaluation, including developing internal talent pools. Establishing systematic linkages with other partners in DHR (e.g. HR Operational Partnership Service, the Assignments and Talent Mobilization Service and GLDC) to ensure connections for enhancing people engagement and experience. Leading processes and activities related to improving employee engagement and retention of talent across the employee lifecycle, including managing surveys and tracking action planning related to employee experience. Contributing towards the harmonization of policies, guidelines, and administrative instructions related to various areas of talent development (e.g. the UNHCR Learning Policy, Performance Management Policy, and Talent Development aspects of the RAP and RAAI). External and internal relationships and contacts include: HR Partners, Representatives, Field based Managers, Directors of Divisions and Bureaux, LAS, IGO, Regional Bureaux, LAS, IGO Ombudsperson and with DHR Chiefs of Services and Sections.
All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.
Duties
Minimum Qualifications
Years of Experience / Degree Level
For P4/NOD - 9 years relevant experience with Undergraduate degree; or 8 years relevant experience with Graduate degree; or 7 years relevant experience with Doctorate degree
Field(s) of Education
Business Administration; Project Management; Human Resources;
Psychology; Information Management; International Development;
Social Science; Management; Organizational Development;
or other relevant field.
(Field(s) of Education marked with an asterisk are essential)
Certificates and/or Licenses
not specified
(Certificates and Licenses marked with an asterisk* are essential)
Relevant Job Experience
Essential:
Graduate degree (equivalent of a Master¿s) in Human Resources Management or a related field such as Business, or Social Science, or equivalent professional accreditation plus minimum 8 years of relevant professional work experience in an international context in the area of human resources management, business or public administration and organizational management. Four years of demonstrated work experience in the area of Talent and Performance Management in an international context. Undergraduate degree (equivalent of a BA/BS) plus 9 years or Doctorate degree (equivalent of a PhD) plus 7 years of previous relevant work experience may also be accepted. Knowledge and practical experience in a professional capacity in Human Resources issues and practices (personnel administration, organizational development, talent and performance management, recruitment). Demonstrated knowledge and understanding of Human Resources Management, specifically in Talent Management and Performance Management. Excellent knowledge and practical experience using management information systems, including the proven ability to analyse and present data, using tools such as Tableau or Microsoft BI. Excellent writing and communication skills. Combined HQ and field experience in an international capacity. Fluency in English (written/oral/comprehension (C1 level of the Common European Framework of References for Languages (CEFR), minimum).
Desirable:
Strong organizational, strategic thinking and planning skills. Experience as an HR Business Partner in an international capacity within an International Organization. High degree of organizational and cultural awareness, sensibility and the highest level of discretion, tact and confidentiality. Demonstrated knowledge of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system. Good understanding of coaching and its scope and applicability according to the needs of individual staff. Experience in designing, developing and implementing learning programs, ideally on Human Resources topics. Demonstrated knowledge and experience in the design, implementation, enhancement and modification of new policies and practices to ensure that they are aligned and support the organisation¿s mandate and objectives. Demonstrated interest in creative, innovation and change management. Solid project management and IT skills. Successful completion of a Management Learning Program. Working knowledge of another UN language.
Functional Skills
HR-Human Resources Management
HR-Human Resources Planning
HR-Talent Development
HR-Employee Engagement
HR-Data and People Analytics
HR-Partnering
HR-Relationship Management
ER-Talent Relationship Management
HR-Staff Development
HR-Talent Development
HR-Career Management
(Functional Skills marked with an asterisk* are essential)
This vacancy is archived.