Senior Talent Development and Performance Officer, P4, Budapest

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
– Contribute to the design and dissemination of a cultural shift to drive the right competencies and behaviours for performance management and talent development centred on people and ensuring results.
– Lead high quality talent identification and development support through access to resources that empower managers and staff for ensuring employee engagement and development.
– Lead the design and implementation of the processes for identifying and nurturing talent through various mechanisms, focused on data insights and analytics.
– Provide guidance and support on various aspects of talent and performance management, including the design and creation of tools for identification of talent to assist managers in enhancing talent development approaches.
– Support performance management and talent capacity building initiatives for both HR in the field and Managers through the development and delivery of tools and support for key aspects of talent and people management
– Work in close collaboration with Regional HR focal points to lead and coordinate talent identification and employee engagement activities within the regions.
– Develop and disseminate communication materials to HR in the Field on talent identification, engagement and development.
– Work in close liaison with managers and field HR teams, providing advice and support for talent identification and talent retention matters, including quality issues.
– Make recommendations to relevant work sections e.g. Functional Learning Training Section, Leadership Development Section, Assignments Management Section and Personnel Administration Section on talent development based on performance and talent information.
– Contribute to the development and implementation of human resources practices, procedures and policies pertaining to talent identification, development and performance management.
– Contribute to the effective implementation of workforce and talent development plans for UNHCR and its workforce.
– Contribute towards the performance and talent development aspects of succession and people management.

– Lead risk assessments and discussions with team(s) to proactively manage risks and seize opportunities impacting objectives. Ensure that risk management principles are integrated in decision-making both at strategic and operational levels. Allocate resources for planned treatments with resource requirements in Strategic Plans. Ensure that risks are managed to acceptable levels and escalate, as needed. If a Risk Owner, designate the Risk Focal Point and certify that the annual risk review is completed and ensure that the risk register is updated during the year, as needed.
– Perform any other related duties as required.

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.

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-Operational Workforce Planning
HR-Talent Development and Nurturing
HR-Workforce Engagement Strategies and Programmes
HR-HR data and people analytics
HR-HR Business Partnering
HR-Employee Relationship Management
ER-Talent Relationship Management
(Functional Skills marked with an asterisk* are essential)

Language Requirements
For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English.
For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language.
For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.

All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination and abuse of power.

As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise.

This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

Desired Candidate Profile

The successful candidate is expected to demonstrate the following experience, skills and expertise:

– Managerial Experience: ability to manage, inspire and develop staff under his/her supervisory responsibility.
– Human Resources Management Experience: strong knowledge and expertise in the field of Human Resources and proven mindset and ability to work in the capacity of business partner.
– Talent Engagement and Performance Management: Proven experience in managing and having developed, and lead implementation of talent engagement and performance management, capacity building initiatives.
– Communication skills: Ability to present and communicate with confidence in empowering and engaging manner when interacting and partnering with others. Fluent in English language in both written and spoken.
– Learning and development: Proven experience in design and delivery of capacity building initiatives/solutions and range of activities.
– Project and change management: Proven experience in development and implementation of project and change management activities.

Required languages (expected Overall ability is at least B2 level):

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Desired languages

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Operational context

Nature of Position:

Global Learning and Development Center (GLDC) is an integrated function of the Division of Human Resources. GLDC is driven by its strategic goals that aim to 1. Futureproof, develop, and empower our workforce; 2. Enable Good People Management; 3. Develop Leadership Excellence and Capability; 4. Support and Create Rewarding Career Experiences; and 5. Foster a World Class Performance Culture. The Talent Development and Performance Section plays a critical role in realizing these strategic goals by delivering solutions and best practices in three focus areas: Career Management and Succession Planning, Talent Engagement and Performance, and Talent Experience.

The Senior Talent Development and Performance Officer actively supports the GLDC’s mission to deliver an integrated talent and performance management strategy that creates an enabling environment for engagement, performance accountability, and positive employee experience as a conscious and intentional strategy for talent empowerment and development. The Senior Talent Development and Performance Officer specializes in Human Resources, addressing interconnected activities between talent engagement & performance management, and positive employee experience, as well as supporting UNHCR’s talent and workforce development. In addition, s/he will work with external service providers – vendors, consultants, contractors, etc. and be responsible for preparing proposals for acquiring goods and services.

The Senior Talent Development and Performance Officer reports to the Chief of the Talent Development and Performance Section (TDPS). The position has direct supervisory responsibility. The incumbent must work in close collaboration and partnership to develop integrated talent strategies and solutions with other units within TDPS and across sections in GLDC, as well as with other areas within DHR. The position will also interact regularly with other HQ Divisions and Field-based Managers, Directors of Divisions, and Regional Bureaux.

Additional Qualifications

Skills

Education

Bachelor of Arts (BA): Business Administration, Bachelor of Arts (BA): Human Resources, Bachelor of Arts (BA): Information Management, Bachelor of Arts (BA): International Development, Bachelor of Arts (BA): Management, Bachelor of Arts (BA): Organizational Development, Bachelor of Arts (BA): Project Management, Bachelor of Arts (BA): Psychology, Bachelor of Arts (BA): Social Science

Certifications

Work Experience

Competencies

Accountability, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Innovation & creativity, Judgement & decision making, Leadership, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Strategic planning & visions, Teamwork & collaboration

UNHCR Salary Calculator

https://icsc.un.org/Home/SalaryScales

Compendium

Bi-annual Compendium 2023 Part B – October 2023

Additional Information

Functional clearance

This position doesn’t require a functional clearance