Professional### * Staff members will not normally serve in International Professional positions in the country of their nationality. In addition, in case of a first appointment upon recruitment, the assignment must be outside the staff member’s country of nationality.

In practical terms this means that you are not eligible to apply for International Professional vacancies advertised in the country where you are national of.

Reason

Regular > Regular AssignmentRemote work accepted

NoTarget Start Date

2024-01-24Job Posting End Date

February 14, 2024Standard Job Description

Talent Management and Performance Officer

Organizational Setting and Work Relationships The Talent Management and Performance Officer supports Global Learning & Development Centre's mission to deliver an integrated talent and performance management strategy that creates an enabling environment for performance accountability and empowerment for talent development. Talent development and Performance management focuses on three main areas, Talent Planning & Communication, Organizational Capability & Performance, and Talent Identification Development & Engagement. The Talent Management and Performance Officer specializes in Human Resources, addressing interconnected activities around talent management, performance assessment and enhancement, career development and engagement, as well as supporting UNHCR's talent and workforce development. The position is normally located at Headquarters in the Division of Human Resources (DHR), within the Global Learning and Development Centre. The job requires the incumbent to work internally with other units and GLDC sections, as well as with other areas within DHR. Position may also include interacting with Field based Managers, Directors of Divisions and Regional Bureaux, LAS, IGO and the Ombud's Office. 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. Talent Management and Performance Officer normally reports to a Head of Unit. The job may have direct supervisory responsibility.

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 development and implementation of human resources practices, procedures and policies pertaining to career development, talent and performance management. - Support talent and performance development capacity building activities in close liaison with other sections, managers and field HR teams. - Deliver training both through webinars and face to face training activities on talent management, performance and career development topics. - Manage the performance and career development aspects of succession planning and talent management including coaching of identified staff members on their career plans. - Conduct regular analysis of pertinent statistical data to identify trends and developments related to talent and performance management. - Generate Talent and Performance Development tools for HR teams in the field, and Managers to empower workforce members in performance and career development. - Work on change management initiatives to promote an organizational culture where the development of staff is a shared priority of staff, their managers and the organization, and where staff are committed to generating the highest standard of talent and performance.

- Support the identification and management of risks and seek to seize opportunities impacting objectives in the area of responsibility. Ensure decision making in risk based in the functional area of work. Raise risks, issues and concerns to a supervisor or to relevant functional colleague(s).

- Perform other related duties as required.

Talent Planning & Career Support - Implement the framework for having career development mechanisms and resources across the whole organization, with a focus on field-based staff. - Identify and roll out career development self-assessment and learning resources in relation to the employee lifecycle. - Support career development programs, with a focus on local staff. - Liaise with the functional learning units' career focal points and divisions to define and enhance the communication career development opportunities. - Coordinate with other GLDC sections on building career development capacity in Managers and HR in the field. - Provide input on HR policies influencing career development opportunities.

Organizational Capability & Performance Management - Support the performance management model implementation for the organisation and overseeing the roll out of the Performance Management Module in the new ERP - Workday Platform - Participate in driving 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. - Analyze people-related data and trends to better understand drivers of performance and put in place systems and frameworks to support a high-performance culture. - 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 - Provide Policy advice, guidance and support to staff on various aspects of talent and performance management.

Talent Identification Development & Engagement - Identify the capabilities needed to meet the current and emerging UNHCR needs; evaluate current talent capabilities, identify gaps, and prioritize recruiting and development activities. - 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. - Provide input on 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 flexible work arrangements, Recruitment & Assignments). - Work on initiatives to measure and identify areas for increasing employee engagement.

Minimum Qualifications

Years of Experience / Degree Level For P3/NOC - 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree

Field(s) of Education Human Resources Management; Social Sciences; Law; Political Sciences; 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 Knowledge and experience in engagement, change management, people development, talent development for at least 5 years. Knowledge and practical experience in a professional capacity in a Human Resources in two or more of the following areas: (succession planning, organizational development, talent and performance management, recruitment and engagement).

Desirable Knowledge of UN/UNHCR field operational realities, especially in hardship duty stations. Field experience with UNHCR and/or with other humanitarian organizations. In-depth knowledge of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system. High degree of organizational and cultural awareness, sensibility and the highest level of discretion, tact and confidentiality. Demonstrated interest in talent development and training.

Functional Skills *IT-Computer Literacy *MG-Organisational Development TR-Training - Virtual and face to face *HR-Talent Management Systems FO-Operational activities in hardship duty stations * HR-Recruitment Attraction & Selection * HR-HR Policy Development and Coordination (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

At least 6 years professional level work experience in the capacity of Human Resources generalist function;
Previous experience and expertise in talent management and, learning and development function, with specific experience in design, delivery and implementation of learning products/solutions/programmes;
Experience in design and implementation of talent management and engagement surveys and use of data to influence and make people management decisions;
Experience with overseeing and managing people and performance management activities;
Experience in working and managing project and change management initiatives;
Demonstrated experience and knowledge of using HR integrated services and systems;Required languages (expected Overall ability is at least B2 level):

Desired languages

Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit this link:

https://wwwnc.cdc.gov/travel

Nature of Position:

The position is part of the Division of Human Resources (DHR), a strategic, trusted, and innovative 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 position reports to the P4 supporting employee engagement. The Talent Engagement and Experience Unit (TEEU) is part of the Talent Development and Performance Section (TDPS) within the Global Learning and Development Centre in the Division of Human Resources.

The position plays a critical role as an interlocutor in connecting the talent engagement portfolio with performance management and talent experience with the view to strengthen the delivery of integrated and aligned learning solutions and employee journeys. This includes supporting with the review, analysis and follow up actions related to people pulse surveys as a tool to drive organizations’ dialogue with its workforce on things that matter, both within individual business areas and at a broader organization level. Including supporting the development of solutions and programmes that positively impact employee experience. This role will also work in close partnership with the Talent Management and Performance Unit in incorporating findings from employee voice surveys into solutions that will inform the organization’s people management culture. The incumbent will work closely with the Senior Manager at the P4 level and the Chief of TDPS to establish strong partnerships within TDPS, including with the HR community, employees, and managers, allowing them to shape and contribute to the organization’s ability to increase employee engagement and experience. The post reports to a Senior Manager at the P4 level.

Living and Working Conditions:

Additional Qualifications

Skills

EL-Development of data collection instruments (surveys, desk review, etc), ER-Talent Relationship Management, HR-HR data and people analytics, MG-Change Management, MG-People ManagementEducation

Bachelor of Arts (BA): Human Resources Management, Bachelor of Arts (BA): Law, Bachelor of Arts (BA): Organizational Development, Bachelor of Arts (BA): Political Science, Bachelor of Arts (BA): Social ScienceCertifications

Work Experience

Competencies

Accountability, Analytical thinking, Change capability & adaptability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Managing performance, Managing resource, Negotiation & conflict resolution, Organizational awareness, Teamwork & collaborationUNHCR Salary Calculator

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