Please note the appropriate Tier indicated in the vacancy title and ensure that you are holding the applicable contract as defined below.

• Tier 1: UNDP/ UNCDF/ UNV staff holding permanent (PA) and fixed term (FTA) appointments (defined as “internal” candidates) 
• Tier 2: UNDP/ UNCDF/ UNV staff holding temporary appointments (TA) and personnel on regular PSA contracts
• Tier 3: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

The position in this vacancy announcement may be considered for possible relocation to another location, which is yet to be determined.

Background

General Assembly Resolution 2186 (XXI) decided to “bring into operations the United Nations Capital Development Fund as an organ of the General Assembly which shall function as an autonomous organization of the United Nations. The UN Capital Development Fund (UNCDF) assists developing countries, especially least developing countries, in the development of their economies by supplementing existing sources of capital assistance by means of grants, loans, and guarantees. UNCDFs vision is to help mobilize and catalyze an increase of capital flows for SDG impactful investments to Member States to address the most pressing development challenges facing vulnerable communities in these countries and thereby contribute to sustainable economic growth and equitable prosperity.

UNCDF utilizes its unique capability in the UN system to deploy grants, loans and guarantees to crowd-in finance for the scaling of development impact. UNCDF focuses on where the needs are greatest, a deliberate focus and capability rooted in UNCDF’s unique investment mandate to support the achievement of the 2030 Agenda for Sustainable Development and the realization of the Doha Programme of Action for the least developed countries, 2022–2031. 

As per its Strategic Framework, UNCDF works to deploy its functions as a hybrid development organization and development finance institution. UNCDF responds to Member States requests for assistance by providing targeted technical and financial advisory services on investments for development outcomes, designing bespoke financial structuring solutions, undertaking financial derisking of investments, and enhancing investment readiness of SDG aligned projects in partnership with private sector, UNOs, International and Local Finance Institutions, Development Finance Institutions as well as Foundations and Philanthropy, among others. UNCDF works to develop local financial systems, new markets and mobilize and crowd in capital from public and private sources. UNCDF is driven by a partnership mindset which enables it to deploy its different capital capabilities in highly tailored and responsive ways in order to mobilize investments flows from other sources, in particular from the private sector.  By structuring transactions which are highly impactful, but also recognize the need for multiplying the impact of its own capital, UNCDF seeks to position itself as a preferred partner for different stakeholders.  UNCDF’s work is focused on six priority areas, including:

• Sub-national and local infrastructure financing
• Women owned enterprise financing
• Nature and climate financing 
• Energy and decarbonization finance
• Sustainable food systems financing
• Inclusive digital finance

UNCDF’s Management Services hold the responsibility for the strategic planning, managerial leadership, oversight and quality control of an integrated platform of operational services ensuring timely, effective and efficient delivery according to corporate performance standards and in compliance with the UN Regulations and Rules and UNDP´s accountability framework.
 

Duties and Responsibilities

Reporting to the Chief Operations Officer, the Chief, Human Resources supports UNCDF in achieving its mandate, business plan and staff performance objectives by partnering with senior and line management to define UNCDF’s strategic HR requirements, and by designing/implementing services and initiatives to attract, develop, motivate, and retain staff and personnel with the best talents to match UNCDF’s needs. The Chief, Human Resources operates within the framework of UNDP’s human resources policies and systems and is the organization’s principal interlocutor with UNDP’s Office of Human Resources (OHR) in New York and Copenhagen. Additionally, the Chief, Human Resources advises on and contributes to a variety of initiatives related to PSA management.

UNCDF adopts a portfolio approach to accommodate changing business needs and leverage linkages cross interventions to achieve its strategic goals. This is a recognition of interconnected nature of development risks and crises that the world is facing and that call for assembling of multidisciplinary teams for an integrated & systemic response. Therefore, UNCDF personnel are expected to work across issues, units, functions, teams and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.
 

1.    Leads strategic HR planning, workforce management and policy advisory services for UNCDF:

• Assess organizational HR needs and develop with senior management and line management targeted HR strategies and interventions to achieve business objectives.
• Oversee workforce analysis and planning activities to align staffing with organizational needs.
• In close partnership and collaboration with corporate units develop corporate HR plans, policies, and strategic initiatives.
• Provide HR technical and strategic advice and guidance on HR policy application and interpretation to UNCDF management, staff in HQs, regional offices and field units.
• Recommend solutions to highly complex and exceptional cases.
• Assess the effectiveness of UNCDF HR division’s operations against corporate performance indicators, plans and results. Recommend corrective measures to ensure achievement of goals. 
• Assess impact of corporate HR policies on staffing and business operations and provide feedback to corporate unit partners and clients to support policy formulation and benchmarking.
• In partnership with senior management, define and lead the implementation of change management strategies as required, based on corporate policy;
   

2.    Lead Human Resources business management:

• Lead and manage the planning and execution of corporate directed programmes, e,g, performance and career management, follow up actions to Engagement and Inclusion Survey results and scorecards.
• Exercise delegated authority to approve exceptions as applicable and report to senior management on cases requiring escalation and make recommendations to senior management and/or OHR for approval of policy exceptions of precedent setting nature.
• Advise and manage UNCDF classification of posts within the established delegated authority.
• Maintain UNCDF’s approved staffing structure and manage staffing table, including regular updates and generation of reports (Quantum, PowerBi, Unall etc.)
• Coordinate and oversee the UNCDF recruitment, selection and placement of international and local talent including PSAs, ensure timely HR actions (e.g. contract extensions, separations, etc.) considering organizational priorities, e.g, gender balance, geographical distribution, competencies, etc.;
• Coordinate with UNDP Global Shared Services Centre (GSSC) and Bureau for Management Services (BMS) Office of Human Resources (OHR) to ensure implementation of recruitment, selection, placement, reassignment, and separation decisions for UNCDF personnel. 
• Manage UNCDF administration of benefits, entitlements and payroll of locally recruited staff in accordance with UNDP policies and procedures’
• Manage and coordinate nominations for various UNCDF committees and panels, for final decisions by senior management.
   

3.    Lead capacity development, performance management, learning & knowledge management and career development:

• Oversee performance management reporting, monitoring, and compliance in UNCDF.
• Lead and manage the design, development, and implementation of UNCDF Talent Reviews and capacity development for UNCDF staff/personnel.
• Lead and manage the development and implementation of an organizational learning strategy and annual learning plans within the context of UNCDF strategic framework, UNCDF capacity development and learning strategy, and UNCDF HR strategy. 
• Promote a dynamic learning culture and knowledge sharing new approaches, thinking and techniques to capacity development and earning across UNCDF.
• Provide guidance and advice on new approaches in support of professional development of UNCDF staff and enhancement of organizational performance, and/or modification of existing ones, based on best practices.
• Build external and internal partnerships and keep abreast of new developments, approaches and best practices in and outside the UN system in the areas of learning, career development and performance management.
   

4.    Leadership and management of the Human Resources division

• Promotes management excellence and the adoption of best practices in people management. 
• Provide strategic guidance and oversee the performance of the Division to ensure quality, timeliness and adherence to policies and procedures and the accountability framework.
• Establish the Division’s annual work plans and set objectives, performance measurements, standards and expected results in collaboration and discussion with the Division’s team.
• Supervise and assess work in progress to ensure delivery of results according to performance standards, overall objectives and accountability framework.
• Provide intellectual leadership and technical guidance, and timely take decisions to meet objectives.
• Promote teamwork to facilitate harmonization, links, collaboration and synergy in order to ensure that staff members are provided with sufficient information, guidance and support to perform and deliver results according to organizational and professional standards of efficiency, accountability and integrity.
• Manage and supervise the work of the HR team with the primary objective of providing efficient and effective HR services to the organization.
   

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Supervisory/Managerial Responsibilities: Oversees 2 P2s (HR Analysts) and 2 GSs (HR Associates)
 

Competencies

Core Competencies - UNDP Core Competencies can be found here.

• Achieve Results - LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact 
• Think Innovatively - LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems  
• Learn Continuously - LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences 
• Adapt with Agility - LEVEL 3: Proactively initiate and champion change, manage multiple competing demands  
• Act with Determination - LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results 
• Engage and Partner - LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration 
• Enable Diversity and Inclusion -  LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity 

People Management 

UNDP People Management Competencies can be found in the dedicated site. 

Cross-Functional & Technical competencies:

Business direction and strategy - System Thinking:

• Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or
  system, and to consider how altering one element can impact other parts of the system

Business Management - Portfolio Management:

• Ability to select, prioritise and control the organization's programmes and projects in line with its strategic objectives and capacity Ability to
  balance the implementation of change initiatives with regular activities for optimal return on investment. Knowledge and understanding of key
  principles of project, programme, and portfolio management

HR - People strategy and planning - Human resources strategic planning:

•  Ability to develop integrated HR strategies, governance structures, policies and procedures  

HR - People strategy and planning - Organizational design and development: 

• Knowledge of the organisational design and development theory (i.e. enabling organization's performance through the design of structures, frameworks, systems, policies and metrics, as well as building and developing its culture, capability, values, behaviours, and relationships); understanding of macro trends that impact the design of organizations (e.g. sustainability, geopolitical, demographic, technology); knowledge of organisational design and development diagnostic tools; ability to 'scenario plan' for longer term organization design and development; ability to manage the development of capability/competency frameworks and maps  

HR - People strategy and planning -   Workforce planning:

• Knowledge of theories, mechanisms and tools to analyse the current workforce, determine future workforce needs, as they align to the needs of the business, identify the gap between the present capabilities in the workforce and the organization’s needs, and design and implement talent acquisition and development solutions so that an organization can have the required capacity to accomplish its mission, goals, and strategic plan  

HR - Talent acquisition - Talent Sourcing and outreach:

• Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally  

Talent Sourcing and outreach -    L&D planning: 

•  Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment"  

Required Skills and Experience

Education:

• An Advanced University degree (master’s degree or equivalent) in Social Sciences, Business Administration, Human Resources Management, Organizational/Industrial Psychology, Organizational Development, related discipline, is required. Or
• A first-level university degree (bachelor’s degree) in any of the areas mentioned above, in combination with two additional years of relevant experience may be considered in lieu of the advanced degree. 

Experience:

• A minimum of ten (10) years (with master’s degree) or twelve (12) years (with bachelor’s degree) of relevant experience in human resources management, mainly at a managerial level, preferably within the UN system or in other international organizations.
• Knowledge of underlying theory of HR, over a broad range of HR disciplines, and practical experience in applying this knowledge in strategic interventions and client advice is required. 
• Demonstrated effectiveness in using competency-based tools and processes in the core HR functions of recruitment and selection, performance management, staff development and career management are required. 
• Strong knowledge and experience in the use of information systems to monitor and manage HR activities and outputs is desired. 
• Knowledge of current organizational change management approaches and practical experience in their application is desired.
• Demonstrated experience in delivering solutions for complex and unique cases is desired. 
• Demonstrated ability to oversee recruitment of national and international personnel is an asset.
• Proven experience in leading and managing the development and implementation of organizational learning strategies is desired.

Language:

• Fluency in English is required. 
• Working knowledge of French language is an asset. 

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination. 

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles. 

Probation

For all new UNDP fixed term appointments (FTA), including for staff members being transferred or seconded to UNDP under the Inter-Organization Agreement concerning Transfer, Secondment or Loan of Staff, on an appointment of more than one year, continuation of the appointment beyond the initial 12 months is contingent upon the successful completion of a probationary period.

Right to select multiple candidates

UNDP reserves the right to select one or more candidates from this vacancy announcement.  We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Scam alert

UNDP does not charge a fee at any stage of its recruitment process. For further information, please see www.undp.org/scam-alert.