Grade: IS - 7

Deadline: 15 July 2019 (11:59 PM KST)

The mission of the Green Climate Fund is to assist developing countries to respond to climate change while bringing prosperity to their peoples.

Established in 2010, the GCF invests in transformational climate projects in the developing world. The Fund makes an ambitious contribution to global climate action and channels significant financial resources into developing countries to help build low-emission and climate-resilient societies.  It is country-driven and undertakes actions which reflect the circumstances of each country concerned and its national aspirations. The GCF is a key enabler of the 2015 Paris Agreement on Climate Change.

Since its establishment, the GCF has approved 102 projects and has committed USD 5.0 billion in climate finance. In addition, it has built up an extensive program to support developing countries identify their needs, in particular those who are most vulnerable to climate change impacts.

The GCF’s diverse workforce is advancing its mission from its headquarters in South Korea. Our talented staff make unique contributions to the Fund, enriching the institution through their combined expertise and professional commitment.

Position Description

The role of the Office of Human Resources (OHR) provides the Green Climate Fund and the Fund’s Leadership with high level strategic HR advice and transactional skills supporting recruitment, talent management, reward and well-being of staff. Leading the provision of HR focused services, the office delivers best practice HR services and interventions that deliver results and high calibre staff retention.

The Office is accountable for the strategies, policies, systems and frameworks that enable GCF to attract, develop, retain and motivate a highly skilled and diverse workforce to deliver on the climate change goals set by the GCF Board and the GCF Secretariat. It shapes and cultivates a workplace that enables the organization’s staff to be productive, valued and rewarded.  Based at HQ in Songdo, South Korea, the role is a senior HR strategist, which manages a department of HR technical specialists. As the GCF grows, so will the HR department, and the Head of HR Office will be responsible to complete the staff structure including the hiring of other HR key staff members.

OHR ensures the availability of a highly skilled, aligned and engaged workforce to deliver today and tomorrow. Services include workforce planning, change management, recruitment, talent development, well-being programme development, including leadership development, engagement, performance management and succession management. It provides advisory and oversight services for human resources management of workforce both at HQ and remote locations. It provides the learning and knowledge management systems to ensure that staff skills and competencies remain highly competitive for advisory and development services. This role reports to the Executive Director of the GCF and is an IS7 Level in the GCF structure with associated full benefits package.

Duties and responsibilities

1. HR Strategic Contribution

• Defines the global vision and strategic direction of the organization’s human-resources-management practice consistent with evolving business needs and best practice, and leads and drives change to achieve the identified vision.
• Exercises thought leadership, introduces and originates methods and systems to align talent to give effect to GCF’s strategic plan.
• Ensures the provision of critical business reporting, information and insight to senior management on workforce trends, profile, and emerging issues to position the organization and proactively anticipate, plan and meet future workforce needs.
• Identifies risks and ensures quality assurance for all people processes and systems, liaising with independent evaluation, ethics and other oversight bodies.

2. HR Technical Leadership

• Establishes the parameters, and provides strategic direction to the work programmes and strategies of the accountable areas of the Office of Human Resources (OHR) to achieve results, with oversight of the HR department and the following technical areas:
  • Strategy
  • Workforce planning
  • Change management
  • Integrated Talent Management
  • Management Consultancy Services
  • Organizational Development
  • Staff Engagement
  • Performance
  • Diversity
  • Well-being of Staff
  • Strategic Sourcing/Succession
  • Learning/Career Development

3. Management

• Oversees and directs the planning, resources provision, management, operations, activities and change priorities of the specialized HR staff, including recruitment manager, talent manager, well-being manager, deputy and support staff, for consistently high levels of performance, efficiency and engagement.
• Creates, approves and monitors the Office’s annual work plans. Collaboratively sets objectives, performance measurements, standards and expected results and delivers within agreed budgets and timeframes.
• Inspires the team, cultivates engagement and ensures alignment.
• Guides and shapes the development and implementation of updated HR systems, processes, and tools, with an emphasise. Redesigns systems to improve the experience of managers and staff in using HR tools and increase productivity and efficiency for all HR activities at HQ and as needed, remotely.
• Builds capability for HR expertise, within the OHR office and also across the wider HR community.
• Role models excellence in management, ethics and leadership practice.

4. Partnerships and Representation

• Defines the vision and establishes methods for building and maintaining strategic partnerships to support the achievement of the organization’s HR objectives and enhance the reputation of GCF.
• Positions GCF as a leader in Human Resources in the climate change arena ensuring the evolution of a modern and dynamic international organisation.
• Supports the management of the strategic partnership with the staff to advance harmonious and effective staff-management relations.
• Develops new partnerships for strategic alignments to advance the talent development agenda to ensure a diverse workforce in the future.

• Contributes to the design and delivery of a vision for human resource management aligned with evolving business needs and GCF overall strategy.
• Provides leadership across GCF through participation in appropriate forums and senior management meetings.
• Acts as a confidential and trusted advisor to the ED and Senior Leadership Team surfacing the hard issues and reflecting the truth on people matters. Provides a safe haven for challenging ideas.

Required experience and qualifications*

• Advanced university degree (Masters) in Human Resources, Business or Public Administration or Management or equivalent;
• At least 15 years of progressively responsible experience in Human Resources Management, including managing teams in a diverse workforce in private or public international organizations;
• Demonstrated professional expertise in Strategic Human Resources Management developed through significant experience at a senior level in large and complex international organizations;
• Experience in climate change, energy or environmental issues is an advantage;
• Excellent knowledge of English, as well as writing, presentation and communication skills;
• Fluency in other languages is an asset;

Required competencies

• Able to provide authoritative, forward-looking advice concerning management strategies, services and systems design and implementation in relationship to staffing issues.
• In line with organizational direction, can identify areas for change and supports the transformation process.
• Demonstrates a commitment to the provision of quality services to clients, both internal and external, promoting a mindset of valuing staff.
• Provides leadership to support innovation, learning and knowledge sharing towards capacity development.
• Experienced in Identifying and managing risk, both from a staff and organisational perspective.
• Proven to have the ability to works collaboratively with internal and external partners as required on management systems and tools.
• Brings a history of creating and promoting an enabling and safe environment for open communication.

*The person assessed by the Selection Panel as most suitable for the position will be proposed for appointment. Selection among short-listed candidates will also take into account performance at interview, appropriate testing, and references. Applications from women and nationals of developing countries are strongly encouraged.