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Snr Talent Devel & Perform Off

Budapest

  • Organization: UNHCR - United Nations High Commissioner for Refugees
  • Location: Budapest
  • Grade: Mid level - P-4, International Professional - Internationally recruited position
  • Occupational Groups:
    • Human Resources
  • Closing Date: Closed

Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017.

Senior Talent Development and Performance Officer

ORGANIZATIONAL CONTEXT
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 will be responsible for:

Performance Management

- 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.
- Contributing to the development of an organizational culture where the development of staff is a shared priority of staff, their managers and the organization.
- Developing and streamlining further the Performance Appraisal Management System, overseeing e-pads compliance and adherence to established standards.
- Working with the Personnel Administration Section in relation to linkages between performance appraisal and personnel administration processes and actions.

Career & Performance Capacity building Initiatives

- Facilitating the process of regionalisation of HR teams in the field through capacity building of the managers and workforce in the areas of career and performance development activities.
- Generating Talent and Performance Development tools to equip HR teams in the field, and Managers in providing workforce members with career support and to empower the workforce in their own career development.
- Ensuring support to the workforce (national and international) for their career development planning, both through mass communication and individual support approaches.
- Initiating career coaching for staff empowering them to take the lead for their career development, and to close the gap of identified performance issues.

Supporting Workforce and Talent Management

- Supporting effective workforce management in the process of identifying and nurturing talent.
- Establishing 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.
- 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 career development aspects of the RAP).

External and internal relationships and contacts include: Representatives, Field based Managers, Directors of Divisions and Bureaux.  LAS, IGO, Regional Bureaux, LAS, IGO Ombudsperson and with DHR Chiefs of Services and Sections.

FUNCTIONAL STATEMENT
Accountability
- Quality performance management services are provided to all staff members and managers.
- Reliable and timely information on performance management is available for human resources management for UNHCR.
- UNHCR staff receive high quality career development support through access to online career resources designed to empower them to identify career options, plan and develop their careers.
- UNHCR recruits, contracts, retain and deploys staff to meet its current and future needs, in a manner that promotes career development, respect and diversity.

Responsibility
- Contribute to the implementation of a professional career development support strategy for all UNHCR workforce.
- Contribute to the design and dissemination of a strategy/campaign to drive right attitudes/behaviours to performance management and ensure the implementation of results.
- Contribute to the development and implementation of human resources practices, procedures and policies pertaining to career development and performance management.
- Support performance management and talent development capacity building initiatives for both HR in the field and Managers through the development and delivery of Training/Webinars on key aspects of talent development and performance management ¿ career conversation, difficult performance conversations, giving feedback, etc.
- Work in close collaboration with Regional HR focal points to coordinate talent development and performance related activities with the regions.
- In close liaison with managers and field HR teams, provide support on talent development and performance management activities to staff at large.
- Develop of self-paced study materials including career path guidelines, content on the various aspects of the career planning, career management and job hunting process, selection of self-assessment tools.
- Oversee Intranet re-design and maintenance including developing career development and performance management related FAQs.
- Provide Policy advice, guidance and support to staff on various aspects of talent and performance management.
- Design and create tools for performance monitoring/early identification of poor performance and assist managers in dealing with underperformance.
- Contribute towards the performance and career development aspects of succession planning and talent management including coaching of identified staff members on their career plans;
- Contribute to the design and implementation of the processes for identifying and nurturing talent.
- Conduct regular analysis of pertinent statistical data to identify trends and developments related to talent and performance management.
- Develop and disseminate communication materials to HR in the Field on talent development & performance management activities.
- Perform any other related duties as required.

Authority
- Counsel staff on performance and talent development matters.
- Make recommendations to relevant bodies e.g. Functional Learning Training Section, Leadership Development Section, Assignments Management Section and Personnel Administration Section on staff members accordingly based on performance and career development related information.
- Provide advice to staff and managers on compliance and quality issues related to the PM process including E-PAD.

ESSENTIAL MINIMUM QUALIFICATIONS AND PROFESSIONAL EXPERIENCE REQUIRED
- Graduate degree (equivalent of a Master¿s) in Human Resources Management or a related field such as Business, or Public Administration, 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 a Human Resources issues and practices (personnel administration, organizational development, talent and performance management, recruitment,).
- 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 QUALIFICATIONS & COMPETENCIES
- Strong organizational, strategic thinking and planning skills. 
- Knowledge of e-learning and learning management systems
- Successful completion of a Management Learning Program;
- In-depth knowledge of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system.
- Solid IT skills.  
- Working knowledge of another UN language.
- Good understanding of coaching and its scope and applicability according to the needs of individual staff.
- Experience in designing, developing and implementing training programs, ideally on Human Resource topics.
- Demonstrated knowledge and experience in design, implementation, enhancement and modification of new policies and practices to ensure that they are aligned and support the organisation¿s mandate and objectives.
- High degree of organizational and cultural awareness, sensibility and the highest level of discretion, tact and confidentiality.
- Proven ability to analyse and present data.
- Demonstrated knowledge and understanding of Talent Management and Career development of staff and related, disciplines.
- Demonstrated interest in creative, innovation and change management. C002L3 - Teamwork & Collaboration Level 3
C001L3 - Accountability Level 3
C003L3 - Communication Level 3
C004L3 - Commitment to Continuous Learning Level 3
C005L3 - Client & Result Orientation Level 3
C006L3 - Organizational Awareness Level 3
M002L3 - Managing Performance Level 3
M001L3 - Empowering and Building Trust Level 3
M003L3 - Judgement and Decision Making Level 3
M006L3 - Managing Resources Level 3
M005L3 - Leadership Level 3
M004L3 - Strategic Planning and Vision Level 3
X001L3 - Analytical Thinking Level 3
X005L3 - Planning and Organizing Level 3
X004L3 - Negotiation and Conflict Resolution Level 3
X002L3 - Innovation and Creativity Level 3
X009L3 - Change Capability and Adaptability Level 3

The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.

For those people applying for High Risk Duty Stations, we strongly encourage them – before deciding to apply- to read the country specific security and welfare country profiles which can be found on the Intranet under Support Services - Duty of Care (https://intranet.unhcr.org/en/support-services/duty-of-care.html). Ensuring staff are better informed is part of the increased attention UNHCR is paying to Duty of Care.

 

Staff after having applied to High Risk Duty Stations will have access to country specific information webinars with Field Safety Section (FSS) and Staff Welfare Section (SWS) colleagues and provided with a tool to test their psychological preparedness for serving in High Risk Duty Stations. Applicants who applied for a position in a High Risk country will receive, after the deadline for applications has expired, a joint invitation from the Staff Welfare Section (SWS) and the Field Safety Section (FSS) to participate in these webinars. During the Webinars, latest updates on security and well-being will be provided, and FSS and SWS will address questions raised by participants. Applicants are highly encouraged to benefit, when applicable, from all measures as they provide most up-to-date security and well-being information helpful to assess staff’s readiness to serve in a High Risk Duty Station. A Staff Welfare Officer will also be available, if and when required, to discuss with interested applicants the results of the psychological preparedness tool as well as readiness for assignment in High Risk Duty Stations.

 

Please note that the closing date for all vacancies in the September 2018 Compendium is Thursday 18 October  2018 (midnight Geneva time).

This vacancy is now closed.
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