Head People Planning and Performance

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UNOPS - United Nations Office for Project Services

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Application deadline 15 hours ago: Friday 1 Dec 2023 at 23:59 UTC

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This is a P-5 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 10 years of experience, depending on education.


The salary for this job should be between 198,123 USD and 248,293 USD.

Salary for a P-5 contract in Copenhagen

The international rate of 110,869 USD, with an additional 78.7% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

More about P-5 contracts and their salaries.

Background Information - Job-specific

People and Culture Group

The People and Culture Group (PCG) drives the right culture and working environment in UNOPS by enabling UNOPS to deliver on its strategic intention through:

  • embedding of UN core values and standards;
  • developing fit-for-purpose People & Culture standards, policies, systems and platforms; and,
  • creating an optimal working environment in which personnel are able to flourish and perform at the highest level to achieve UNOPS’ mission.

The Role

The Head of People Planning and Performance provides global strategic direction through leadership and supports the execution of all talent processes, programs, and performance management activities.

As the leader of this People and Culture stream, the incumbent works collaboratively with other areas of HR and regional offices to directly manage the development needs of critical roles while also coordinating, monitoring and measuring the impact of talent and performance initiatives and programs globally.

The Head of People Planning and Performance, partners with other members of the leadership team to strengthen the culture of high-performance and continuous development, as well as ensure continuity and consistency of people planning & performance management deliverables.

Functional Responsibilities

Summary of functions:

  1. Integrated Talent and Performance Management Strategy
  2. Organization Design and Workforce Planning
  3. Performance Management Framework
  4. Onboarding and Career Development

    Integrated Talent and Performance Management Strategy

- Lead, manage, mentor, coach, and direct a team responsible for all global talent and performance management standards, programs, processes, and initiatives. - Develop the overall strategic direction and roadmap for talent and performance management. - Participate in strategic planning discussions and in partnership with business leaders, lead discussions related to critical role identification and development.

Organization Design and Workforce Planning - Lead the design, implementation and continuous improvement of UNOPS’ organization design methodology. Advise PCG Director on structural options and realignments which are relevant to the strategic opportunities facing the organization and drive sustainable organization performance. - Oversee the design and implementation of a skills-based approach to workforce planning which is integrated to UNOPS’ multi-year strategic plan and facilitates effective talent management decisions. - Collaborate with the Change team to integrate organization design and change management initiatives, ensuring personnel are prepared and engaged during periods of organizational change. - Collaborate with senior leaders to ensure that organization structures support strategic goals and facilitate clear communication. - Develop communication plans and strategies to manage change effectively. - Ensure all talent data is collected, analyzed, maintained, and utilized as inputs into key talent processes and programs (i.e. succession planning, talent, and leadership development programs) - Oversee reporting and translate the data into insights through a talent dashboard that can be used to drive deliberate actions focused on addressing key talent gaps - Develop strategies to address talent gaps and staffing needs - Stay current with emerging practices in the professional field of Organization Design & Development through participating in UN networks and forums, sharing best practices with peers.

Performance Management framework - Design and implement an enhanced performance management framework by;

  • (i) strengthening the capacity of people managers to manage all aspects of individual performance effectively including underperformance,
  • (ii) implementing meaningful, regular dialogues between managers and personnel whereby the focus of performance management shifts from assessment and compliance to ongoing support and coaching for development and
  • (iii) diagnosing and redesigning the UNOPS Performance management policy, system, guidance and tools for staff and other personnel to strengthen the objectivity, credibility and reliability of the performance management framework and ensure alignment with the UNOPS competency framework.

    • Develop and implement performance mechanisms, including setting performance goals, regular evaluations, and feedback mechanisms.
    • Contribute to the design of communication material and design campaigns around Performance management.

    Onboarding and Career Development

    • Pro-actively shape the organization’s approach to career development
    • Design, implement and oversee programmes aimed at supporting the career development of specific groups of personnel, e.g. national personnel
    • Develop talent development and career progression programs to nurture the growth of high-potential personnel within the organization
    • Develop and oversee a comprehensive onboarding program to ensure new personnel are integrated smoothly into the organization.
    • Coordinate onboarding activities, including orientation sessions and mentorship programs.


Develops and implements sustainable business strategies, thinks long term and externally in order to positively shape the organization. Anticipates and perceives the impact and implications of future decisions and activities on other parts of the organization. Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organizational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.

Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles. Demonstrates understanding of the impact of own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role). Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries. Open to change and flexible in a fast paced environment. Effectively adapts own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements. Evaluates data and courses of action to reach logical, pragmatic decisions. Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving. Expresses ideas or facts in a clear, concise and open manner. Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

Education/Experience/Language requirements

Education Advanced university degree (Master’s degree or equivalent) preferably in Human Resources or related disciplines.

Two (2) additional years of relevant experience in combination with a relevant first-level university degree (Bachelor’s or equivalent) as a substitute to the requirement of a Master’s degree.

Internationally recognized HR professional or Talent Management certification is a plus.

Experience 10 years’ experience working in Human Resources, including the following:

  • Minimum of 5 years of formal leadership experience.
  • Demonstrated experience in designing, implementing and integrating talent management programs covering several of the following areas: performance management, talent reviews, talent development, coaching, workforce planning, succession planning and relationship management within international/ multinational organizations is required.
  • Experience in capturing metrics and producing various employment reports is required.

  • Experience in People and workforce assessments, managing mobility programs, and data analytics is desired.

  • Experience in change management and/or program management is desired.

Language Requirement - Full working knowledge of English is essential. - Knowledge of another official UNOPS language is an asset.

Contract type, level and duration

Contract type: Fixed-term appointment Contract level: P5, ICS12 Contract duration: One year initially, renewable subject to satisfactory performance and funding availability. Duty Station: Denmark, Copenhagen

For more details about United Nations staff contracts, please follow this link: https://www.unops.org/english/Opportunities/job-opportunities/what-we-offer/Pages/UN-Staff-Contracts.aspx

Additional Information

  • Please note that UNOPS does not accept unsolicited resumes.
  • Applications received after the closing date will not be considered.
  • Please note that only shortlisted candidates will be contacted and advance to the next stage of the selection process, which involves various assessments.
  • UNOPS embraces diversity and is committed to equal employment opportunity. Our workforce consists of many diverse nationalities, cultures, languages, races, gender identities, sexual orientations, and abilities. UNOPS seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce.
  • Qualified women and candidates from groups which are underrepresented in the UNOPS workforce are encouraged to apply. These include in particular candidates from racialized and/or indigenous groups, members of minority gender identities and sexual orientations, and people with disabilities.
  • We would like to ensure all candidates perform at their best during the assessment process. If you are shortlisted and require additional assistance to complete any assessment, including reasonable accommodation, please inform our human resources team when you receive an invitation.

Terms and Conditions

  • For staff positions only, UNOPS reserves the right to appoint a candidate at a lower level than the advertised level of the post.
  • All UNOPS personnel are responsible for performing their duties in accordance with the UN Charter and UNOPS Policies and Instructions, as well as other relevant accountability frameworks. In addition, all personnel must demonstrate an understanding of the Sustainable Development Goals (SDGs) in a manner consistent with UN core values and the UN Common Agenda.
  • It is the policy of UNOPS to conduct background checks on all potential personnel. Recruitment in UNOPS is contingent on the results of such checks.
Added 15 days ago - Updated 12 days ago - Source: jobs.unops.org