Chief of Talent Development and Performance Section, P5, Budapest At UN High Commissioner for Refugees

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 will partner with leaders and managers across the organization to provide expertise and consultation in employee experience, career development, competencies/capabilities, talent reviews & assessment, performance management, rewards and recognition and talent development.
Reporting directly to the Head, Global Learning and Development Center, the Chief of TDP Section will have the overall responsibility of leading the Performance Management system of UNHCR and for developing and implementing a Talent Management and Career Development system for the organisation. He/she supervises directly or indirectly a team of staff based in Budapest.

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

• Manage the Section by facilitating team cohesiveness, team spirit, motivation and development to bring out the expertise and professionalism of the team members to adequately support all UNHCR staff by providing Talent and Performance management services.
• Devise capacity building plan for ensuring team delivers on its objectives.
• Monitor, review and improve, as required, the administration of performance management related procedures.
• Develop, promote and implement human resources practices, procedures and policies pertaining to career development and performance management.
• Propose and implement a professional career development support strategy for all UNHCR workforce members.
• Oversee performance management and talent development capacity building initiatives for both HR in the field and Managers.
• Lead the performance and career development aspects of succession planning and talent management including coaching of identified staff members on their career plan.
• Design and oversee the processes and implementation for identifying and nurturing talent.
• Liaise with counterparts in other UN agencies in order to be aware of system-wide HR policy issues pertaining to career development and performance management.
• Conduct regular analysis of pertinent statistical data to identify trends and developments related to talent and performance management.
• Report regularly on accomplishments and challenges in service delivery.
• Provide advice and support to the Head of Service as and when required.
• Provide personalised coaching and general information on career development and performance management to Senior UNHCR staff members.
• Enforce compliance with Human Resources Policies and Procedures.
• Make recommendations to relevant bodies e.g. Functional Learning Training Section, Leadership Development Section, Assignments Management Section and Personnel Administration Section on staff members accordingly based on performance and career development related information.
• Provide advice to staff and managers on compliance and quality issues related to the PM process including E-PAD.
• Provide technical online access and approve changes to data/information related to performance data.
• Represent UNHCR in relevant fora, academic institutions, conferences, etc.
• Perform other related duties as required.

Performance Management

• Identify the capabilities needed to meet the current and emerging UNHCR needs; evaluate current talent capabilities, identify gaps, and prioritize recruiting and development activities.
• Drive performance excellence in UNHCR through training managers and HR practitioners on effective performance management and by implementing systems that simplify the performance management process and reinforce staff development, honesty and fairness.
• Analyse people-related data and trends to better understand drivers of performance and put in place systems and frameworks to support a high-performance culture.
• Establish a culture committed to outstanding performance management including spearheading organize wide change management initiatives
• Contribute to the development of an organizational culture where the development of staff is a shared priority of staff, their managers and the organization.
• Liaise with various stakeholders within the Human Resources team to solicit input and feedback to continuously enhance processes and efficiencies and achieve the objectives of performance management.
• Develop and streamlining further the Performance Management System, compliance and adherence to established standards.
• Work with the Personnel Administration Section in relation to linkages between performance appraisal and personnel administration processes and actions.

Career Development/Experience
Design career development frameworks, including career matrices and career experience maps, to ensure that talent experiences, including internal mobility and development programs, are inclusive and align with optimal employee career experience

• Support capacity building of the managers and workforce in the areas of career and performance development activities.
• Generating Talent and Performance Development tools to equip HR teams in the field, and Managers in providing workforce members with career support and to empower the workforce in their own career development.
• Ensure support to the workforce (national and international) for their career development planning.
• Provide employees with more varied, adaptive, flexible career experiences so they acquire valuable cross-functional knowledge and skills.
• Partner with the diversity/inclusion team to embed inclusion into all our career experiences practices.

Supporting Workforce and Talent Management

• Design systems that measure the distinguish high-performing individual; align systems/processes with company goals and priorities for accountability and high performance.
• Drive and execute on succession planning within the organization, focusing on critical roles, developing talent maps and driving follow up on development plans.
• Support effective workforce management in the process of identifying and nurturing talent.
• Establish systematic linkages with other partners in DHR (e.g. HR Operational Partnership Service and the Assignments and Talent Mobilization Service) and with the management in bureaux and operations, to ensure a holistic approach to overall workforce planning, and assignments of staff in UNHCR.
• Contribute 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 career development aspects of the RAP).

Minimum Qualifications

Education & Professional Work Experience
Years of Experience / Degree Level
For P5 – 12 years relevant experience with Undergraduate degree; or 11 years relevant experience with Graduate degree; or 10 years relevant experience with Doctorate degree

Field(s) of Education
*Business Administration; Human Resources; Public Administration or other relevant field.
(Field(s) of Education marked with an asterisk* are essential)

Certificates and/or Licenses
HCR Management Lrng Prg
(Certificates and Licenses marked with an asterisk* are essential)

Relevant Job Experience

Essential
10 years of relevant professional work experience in an international context in the area of human resources management, business or public administration and organizational management. Five years of demonstrated work experience in the area of Talent and Performance Management in an international context. Progressively relevant, practical experience in a professional capacity in Human Resources issues and practices (personnel administration, organizational development, talent and career management, recruitment, learning and development ). Knowledge and understanding of Talent Management and Career development of staff and related disciplines. Experience in rolling out and delivering capacity building initiatives. Excellent communication skills.

Desirable
Strong organizational, strategic thinking and planning skills. High degree of organisational and cultural awareness and sensibility. Demonstrated interest in creative, innovation and change management. Team building and leadership skills.. Understanding of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system.. Familiarity with data systems and analysis. Solid IT skills. Good understanding of coaching and its scope and applicability according to the needs of individual staff. Combined HQ and field experience in an international capacity.