Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. 

The Human Resource Division is responsible for the timely, accurate, equitable, effective and efficient delivery of all human resources management services, i.e. strategic staff planning, recruitment, staff administration, organizational and design and learning/career development, for the continuous development and improvement in human resource operations, policies, and methods to align with UN Women evolving business needs, and for providing advisory support to the Executive Director in the formulation and implementation of UN Women's overall mission, strategy and plans of actions

Under the general supervision of, and reporting to the Chief, Talent Management, Leadership Development, the HR Specialist, Performance Management and Policy leads the development, revision and implementation of human resources policies and procedures, framework and directs the redesign and management of UN Women's performance management framework. The incumbent exercises independent professional judgment in the day-to-day interpretation and application of HR policy and performance management practice, and consults the Chief, Talent Management, Leadership Development on strategic, politically sensitive or precedent-setting matters, with issues of organization-wide or reputational significance escalated further to the Director, Human Resources

UN Women's People Strategy (2026-2029) calls for a fundamental shift in how the organization approaches performance: moving away from a backward-looking evaluation process toward a development-oriented, forward-looking approach anchored in clear expectations, continuous feedback, coaching and a growth mindset. Positioned within the Talent Management & Leadership Development team, the role reflects the People Strategy's integrated approach to talent management, in which performance is the foundation linking learning, leadership development, career development and mobility. The incumbent plays a lead role in designing and driving this transformation across Headquarters, Regional and Country Offices, working closely with the Chief, Talent Management, Leadership Development, the Learning Advisory Board and HR colleagues organization-wide, and in the context of the ongoing Pivot to Regions and Countries.

Lead HR Policy Development, Consultation and Communication:

  • Lead the formulation, development and review of HR policies, procedures and guidance to meet the evolving needs of the organization, ensuring alignment with UN Women's policies, UN Staff Regulations and Rules, and applicable ICSC standards.
  • Develop new and revised policies in close collaboration with the Legal Office, HR Director, and the wider HR team.
  • Lead policy review and consultation with UN Women management, staff representatives and other relevant stakeholders through appropriate channels.
  • Develop communication strategies to promote awareness, understanding, and consistent application of the HR regulatory framework across the Organization.
  • Provide input into responses to JIU reviews and audit/oversight activities, as required.
  • Foster collaboration and knowledge sharing on HR policy across the Human Resources Division and the organization, including through the HR Community of Practice.

Represent UN Women in the UN Common System and Provide Strategic Policy Support:

  • Represent UN Women in inter-agency working groups and task forces on HR policy development, coordination and harmonization (e.g., CEB HR Network Working Groups and Field Group), ensuring UN Women's HR interests are reflected and advising management on the implications of emerging changes.
  • Monitor and position UN Women within UN reform initiatives that carry HR policy implications.
  • Cultivate a network of HR professionals across the UN system to exchange practice and keep UN Women's policy approach informed by emerging trends.
  • Provide strategic policy support to the Director, Human Resources on HR policy matters, both internally and with the UN common system (HLCM, HR Network, ICSC).
  • Coordinate the preparation of HR policy background documents, talking points, briefing notes and other materials for senior management and governing bodies, conducting research as needed.

Provide HR Policy Advisory Services:

  • Provide authoritative interpretation and guidance on UN Women HR policies and practices, UN Staff Regulations and Rules, and related exceptions and precedents, to senior managers, HR Business Partners, Regional/Country Offices and the global HR practitioner community.
  • Direct the monitoring of, and compliance with, human resources policies, practices and procedures across Headquarters, Regional and Country Offices, promoting consistent application throughout the organization.
  • Provide technical input to internal communication initiatives related to HR policy.
  • Respond to HR policy-related queries from counterparts in other UN agencies, the CEB HR Network, ICSC, and other inter-agency bodies.

Direct the Redesign and Management of UN Women's Performance Management Framework:

  • Direct the redesign of UN Women's performance management approach, transitioning from an annual, evaluation-based model to an integrated, forward-looking system anchored in clear expectations, continuous feedback and a growth mindset, in line with the People Strategy (2026-2029).
  • Lead the development of a modern, integrated corporate approach to individual performance management and career advancement, aligned with UN Women's Talent Management Approach.
  • Design and institutionalize mechanisms for continuous, multi-source feedback, frequent manager/staff check-ins, and coaching-based performance conversations.
  • Oversee the implementation and continuous improvement of UN Women's online performance management and review system, ensuring the platform and underlying processes reflect the organization's development-oriented performance approach; address technical issues as necessary.
  • Direct the design of mechanisms to record and recognize sustained performance above expectations, above grade level, or outside the position's scope, in coordination with the recognition framework.
  • Represent the HR team in inter-agency performance management community of practice, positioning UN Women's approach among comparator UN organizations.

Advise on Complex and Sensitive Performance Matters:

  • Provide authoritative advice to management and personnel on complex or sensitive performance matters, including under-performance cases and rebuttals.
  • Guide managers in addressing underperformance promptly and constructively, ensuring personnel receive an honest, supportive opportunity to meet the technical and behavioral standards of their role.
  • Advise the Chief, Talent Management, Leadership Development on precedent-setting performance policy decisions, escalating matters with organization-wide or reputational implications to the Director, Human Resources as needed.

Build Manager and Staff Capability in Performance Development and Feedback Culture:

  • Design and oversee the delivery of training and coaching for supervisors and personnel to build capability in the redesigned performance approach, including growth mindset, coaching skills, and giving/receiving feedback.
  • Partner with the Chief, Talent Management, Leadership Development and the Learning Advisory Board to integrate performance-development competencies into leadership and management learning offerings, leveraging the position's placement within the integrated Talent Management team.
  • Monitor adoption and effectiveness of the redesigned performance approach through data, feedback and periodic review, and recommend adjustments as needed.

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: The incumbent has two (2) direct reports which include one GS-6 staff and one affiliate personnel, and exercises delegated authority for their performance management, coaching and development. 

Competencies :

Core Values:

  • Integrity;
  • Professionalism;
  • Respect for Diversity.

Core Competencies:

  • Awareness and Sensitivity Regarding Gender Issues;
  • Accountability;
  • Creative Problem Solving;
  • Effective Communication;
  • Inclusive Collaboration;
  • Stakeholder Engagement;
  • Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

  • Advanced knowledge and expertise in Human Resource Management, and proven knowledge of modern HR policy concepts and approaches.
  • Advanced knowledge and expertise in Performance Management, including development-oriented and continuous feedback approaches.
  • Advanced knowledge and expertise in Performance Management.
  • Strong, demonstrated analytical and problem-solving skills.
  • Ability to take initiative and translate knowledge, ideas and strategies into concrete action and results.
  • Strong understanding of project management and results-based management. 
  • Change management skills, with the ability to lead organizational transformation in performance culture and practice.
  • Coaching mindset, with the ability to model and promote feedback-rich, development-oriented management practices.
  • Demonstrated negotiating, cultural sensitivity, and diplomatic skills.
  • Ability to lead and contribute to cross-functional and diverse teams.
  • Ability to take a hands-on approach to implement projects.
  • Strong interpersonal, communication, and presentation skills.
  • Ability to write and present ideas, concepts, and policy positions.
  • Ability to handle confidential information.

Education: 

  • A master’s degree or equivalent in Human Resources, Business Administration, Psychology, Public Administration or other relevant social sciences related fields is required.
  • A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience: 

  • Minimum of 7 years of progressively responsible experience in human resource management, HR policy, change management, programme management, and/or related areas. 
  • Experience in drafting, developing and/or implementing HR policies and procedures is required. 
  • Experience in HR performance management is required. 
  • Experience leading organizational change or transformation initiatives, particularly in performance management or talent systems, is desirable.
  • Experience working in a multicultural environment at the global level is required.
  • Experience working in the field is desirable.
  • Experience in the UN system or similar international organization is desirable.

Languages: 

  • Fluency in English is required.
  • Knowledge of another official UN language is desirable (French, Arabic, Chinese, Russian or Spanish).

Statements:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.


 

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Before applying, please make sure that you have read the requirements for the position and that you qualify. Applications from non-qualifying applicants will most likely be discarded by the recruiting manager.