Chief of Section (Leadership Development)

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.

Chief of Section (Leadership Development)

ORGANIZATIONAL CONTEXT

The position is part of the Division of Human Resources (DHR) whose mission statement indicates that DHR is 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 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 strategic priorities and led to the reconfiguration and transformation of the Division from a prevalent transactional model into a strategic business partner for field operations and senior management.

Ensuring leaders are equipped with relevant skills is one of these priorities. This requires coordination with other sections/services within DHR with regard to processes related to succession planning and talent management as well as participation in the development of policies and procedures in these areas.

This post will lead the newly created Leadership Development Section (LDS) within the Global Learning Development Centre (GLDC) and drive the design and delivery of leadership infrastructure i.e. the Leadership Framework, programmes and activities. This will be done in dialogue and collaboration with UNHCR senior leaders.

As well the incumbent will lead the design and development of all leadership and management learning programmes and activities especially in the context of the Recruitment and Assignments AI (UNHCR/HCP/2017/2 and its Administrative Instructions UNHCR/AI/2017/7/Rev.1) that sets out a series of programmes within a management/leadership stream as eligibility criteria for applications to a position at a higher grade, including the Human Resources  Certification Programme and the management Learning Programme, CPSLM and SLP.

Further, the incumbent will oversee Human Resources programmes and training including languages. In addition the incumbent will collaborate with the GLDC innovation Unit, especially in the Innovation Fellowship Programme.

The post requires the incumbent to closely collaborate with the Director of DHR and senior management, other sections of the GLDC and DHR in the design of activities including internal stretch assignments and shadowing, and external secondments and job swaps, as well as work with the Divisions and Bureaux at HQ and coordinate with regional and field offices and external partners in order to drive leadership development activities.

The incumbent will be required to engage with external actors in UN agencies and private institutions to identify opportunities for external leadership training for senior managers as well as to bring external thinking to bear on leadership development training in UNHCR.

The incumbent supervises international, national and general staff whose performance s/he will monitor and complete ePAD evaluations, and whom s/he will guide and support in their day-to-day functions.
S/he is supervised by the Head of the GLDC (D-2) who will provide overall direction and guidance.

FUNCTIONAL STATEMENT

Accountability
- The Leadership Development Section contributes to the realization of UNHCR, DHR, and GLCD strategic priorities and incorporates inclusion, diversity and gender values throughout all activities.
- UNHCR has a comprehensive and effective suite of learning opportunities at all levels for leadership, management, HR and innovation that supports leadership development, career development and performance.
- Leadership development and other learning activities are impactful and support the development of a performance-oriented and inclusive leadership and management culture that as a result contributes to operational performance.
- UNHCR has sufficient personnel at the right level trained in leadership skills ready to take up senior management positions in the organisation.
- Delegated cost centres in support of strategic and operational priorities are managed.

Responsibility
- In collaboration with the SET and the DHR Director, and under the close supervision of the GLDC Head, formulate strategies, policies, standards, procedures, and guidelines that facilitate leadership development, learning and knowledge sharing across UNHCR.
- Lead the conceptualisation and development of a Leadership Development Framework that uses a participatory methodology that includes UNHCR leaders and the field, and links to the accountability framework, change management and performance as well as mainstreaming Inclusion, Diversity and Gender equity.
- Lead the finalisation of the Leadership Competency/Behaviours using a participatory methodology that includes UNHCR leaders and the field.
- Develop a Leadership Development strategy and yearly work plan.
- Lead and oversee the Leadership Development Section¿s (LDSs) co-ordination of the Equipped Leaders section of the DHR Transformative Roadmap for 2019 and 2010 and beyond ensuring engagement with external agencies and institutions and promotion of an outward looking and open leadership style.
- Under the oversight of the Director of DHR and the GLC, manage the analysis of learning needs in the areas of leadership development for some P4s, all P5s, D1s and D2s as well as potential UNHCR candidates for the RC assessment; management; and HR; as well as collaborate with the GLDC Innovation Unit where relevant.
- Oversee and/or manage the design, development, and delivery of related learning activities using a variety of methodologies including workshops, distance learning i.e. eLearning and/or webinars, and social media in order to provide quality and scaled up learning in these areas, particularly following the 70/20/10 approach to learning.
- In collaboration with the SET and the DHR Director (who will link up with the Bureaux) and under close supervision of the Head of the GLDC, develop criteria and organise the selection of candidates for internal and external leadership development activities i.e. RC assessment.
- In collaboration with the GLDC evaluation function, evaluate and assess the impact of LDS learning activities. Prepare regular and ad hoc reports and compilation of statistics as required.
- Oversee the implementation of all administrative and logistical arrangements relating to LDS training/learning activities, including the allocation of financial and other resources.
- Oversee the LDS annual programme of work, and administrative and budget submissions.
- Co-ordinate with other sections of the GLDC especially the Talent Development and performance Section, as well as other DHR services, including ATMS and HROPS with regard to end to end processes related to succession planning and talent management. Participate in the development of policies and procedures in these areas.
- Manage budgets for direct implementation, prepare submissions and reports for the budget and activities under his/her responsibility and review related submissions of his/her direct reports. Within this context, take decisions on expenditure of funds (on the basis of agreed work plans) and maintain efficient administrative control mechanisms to ensure compliance with UNHCR financial, administrative, and staff rules and regulations.
- Perform any other related duties as required.

Authority
- Decide on learning priorities, methodologies and content under his/her content areas within approved parameters.
- Represent the GLDC in meetings with UNHCR divisional and technical experts, bureaux, interagency and partner counterparts as well as potential and actual vendors.
- Approve proposed external consultants.
- Approve budget expenditures for the learning and development activities under his/her responsibility.

ESSENTIAL MINIMUM QUALIFICATIONS AND PROFESSIONAL EXPERIENCE REQUIRED
- Undergraduate degree (equivalent of a Master's) plus minimum 11 years of relevant working experience of which 10 years in an international environment. Undergraduate degree (equivalent of a BA/BS) plus 12 years or Doctorate degree (equivalent of a PhD) plus 10 years of previous relevant work experience may also be accepted.
- Extensive knowledge and experience of leadership, management and HR in humanitarian operations, procedures and issues related to forced displacement and, ideally, leadership experience in working in interagency contexts.
- Senior level operational and management experience.
- Experience in design, development, delivery and evaluation of learning activities within or external to UNHCR in the management and leadership field.
- An understanding of Instructional Technology including computer-based, learning management systems and learning delivery platforms.
- Knowledge of UN (HCR) leadership and learning environment, and institutional strategic priorities.
- Understanding of the Humanitarian context.
- Knowledge of English and another UN working language.

DESIRABLE QUALIFICATIONS & COMPETENCIES
- Completion of Strategic Learning Programme. C001L4 - Accountability Level 4
C002L4 - Teamwork & Collaboration Level 4
C003L4 - Communication Level 4
C004L4 - Commitment to Continuous Learning Level 4
C005L4 - Client & Result Orientation Level 4
C006L4 - Organizational Awareness Level 4
M001L4 - Empowering and Building Trust Level 4
M002L4 - Managing Performance Level 4
M006L4 - Managing Resources Level 4
M005L4 - Leadership Level 4
M003L4 - Judgement and Decision Making Level 4
M004L4 - Strategic Planning and Vision Level 4
X005L4 - Planning and Organizing Level 4
X001L4 - Analytical Thinking Level 4
X008L4 - Stakeholder Management Level 4

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 vancancies in the Addendum 1 is Thursday 8 November 2018 (midnight Geneva time)