Tiered Approach
In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:
- Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
- Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
- Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
- Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates
Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.
Background
The United Nations Volunteers (UNV) programme is administered by UNDP and contributes to peace and development through volunteerism worldwide. It mobilizes skilled, motivated volunteers to support almost 60 UN entities across more than 150 countries, integrating volunteerism into development, humanitarian, and peacebuilding efforts. UNV promotes the value of volunteerism globally, strengthens recognition of volunteers’ contributions, and delivers agile, cost-effective talent solutions that enhance the UN system’s impact.
Its headquarters are in Bonn. UNV has a network of regional offices, field units and multi-country field units. UNV employed over 500 personnel on various types of contracts, including staff and affiliated personnel.
The position is located in UNV’s Management Services, which holds the responsibility for strategic planning, managerial leadership, oversight, and quality control of an integrated platform of operations 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.
Reporting to the Director, Management Services, the Chief of HR Section supports UNV in achieving its mandate, business plan and staff performance objectives by partnering with senior and line management to define UNV”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 UNV’s needs.
The Chief of Human Resources Section leads a team of human resources professionals, including international professionals, IPSA holders, and general services staff members. The incumbent is accountable for leading highly complex Human Resources functions. The Chief serves as a trusted and credible advisor to Senior Management on people management, learning, and related matters, overseeing all UNV personnel (staff members, PSAs, and UN Volunteers deployed to UNV).
The Chief, Human Resources operations 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 of Human Resources contributes to a variety of initiatives related to human resources aspects of the UN Volunteer Management, including the Advisory Panel on Disciplinary Matters and Claims.
Duties and Responsibilities
- Lead Strategic Human Resources Planning, Workforce Management, and Policy Advisory
- Assess organizational HR needs and develop, with senior management and line management, targeted HR strategies and interventions to achieve business objectives.
- Oversee the whole UNV workforce analysis and planning activities to align staffing with organizational needs.
- In partnership with corporate units, develop corporate HR plans, policies, and strategic initiatives.
- Identify and anticipate recruitment needs and priorities, develop and ensure the timely implementation of recruitment strategies and succession plans, and conduct targeted recruitment campaigns.
- Lead the design of optimal organizational, staffing structures and levels, and in consultation with UNV Senior Management, develop standards and benchmarks for staffing norms.
- Lead the Implementation of Change Management Exercise, as needed.
- Implement UNDP HR management strategies, policies, and procedures, ensure compliance with UNDP rules for all HR related processes in UNV.
- Provide performance management advice to staff and management, support the managers with the implementation of the performance appraisal system, coordinate the Annual Talent Management Committee meeting, and follow up on the Committee recommendations.
- Respond to audit observations and recommendations related to human resources management from both the Board of Auditors and the UNDP Office of Audit and Investigation.
2. Lead Human Resources Business Management
- Provide expert advice to Senior Management on a range of human resources management questions and have the authority to negotiate solutions on sensitive or complex HR problems with client managers within the delegated authority.
- Lead and manage the planning and execution of corporate dedicated programmes such as Engagement and Inclusion Surveys.
- Oversee classifications, position management, staffing budget, and recruitment, including PSA, and ensure timely HR actions.
- Oversee UNV’s staffing structure, manage staffing table, including updates and reports (Quantum, PowerBi, UNall).
- Coordinate with UNDP Global Shared Services Centre (GSSC) and Bureau for Management Services (BMS) Office of Human Resources to ensure timely HR Administration (e.g. initial hires, reassignments, separations) for UNV personnel in the Regional Offices, Field Units and International Professional Staff
- Oversee and approve benefits and entitlements of Bonn recruited staff in accordance with UNDP policies and procedures.
- Oversee the payroll for Bonn recruited staff and make sure that correct sources of funds are charged for all personnel deployed to UNV, including staff and affiliated personnel.
3. Lead Capacity Development, Learning, and Career Development
- Provide intellectual leadership to the Section through the identification of key issues and formulation of relevant programmes and activities.
- Oversee the design, development, delivery, and evaluation of training, learning, and development programmes for UNV personnel.
- Promote future-responsive staff development and career support programmes; provide advice on career development to staff at all levels.
- Lead the design, development, and implementation of UNV Talent Reviews and capacity development of UNV personnel.
- Lead the design, development, and implementation of Learning Portfolios for UN Volunteers.
- Promote a dynamic learning culture and knowledge sharing on new approaches, thinking, and techniques across UNV.
- Provide guidance and advice on new approaches in support of the professional development of UNV personnel and enhancement of organizational performance, and/or modify 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. Lead and Manage the Human Resources Team and Facilitate Knowledge Management
- Plan, organize, manage, and supervise the work of the Human Resources Section; cultivate a positive people-centric service delivery culture that promotes efficiency, innovation, and new ways of serving a hybrid workforce.
- Create a culture within the HR team to work with clients to help fulfill their goals through advising on how to attract, retain, and motivate staff of the highest caliber.
- Establish the Section’s annual work plan and set objectives, performance measurements, standards, and expected results in collaboration and discussion with the team
- Oversee the Section’s work and activities, including talent acquisition, job classification, administration of Bonn-based entitlements, performance management, and UN Volunteer learning
- Provide intellectual leadership and technical guidance and make decisions to meet objectives.
- Promote teamwork to facilitate harmonization, links, collaboration, and synergy 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.
- Advise the HR Section team on their learning/development requirements and partner with them on designing their career development needs and aspirations.
- Make sound contributions to knowledge networks and communities of practice.
- Coordinate UNV’s contribution to HR inter-agency initiatives to the betterment of HR coordination, cooperation, and implementation.
The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.
Supervisory/Managerial Responsibilities: Direct supervision of 2 P4s (Team Leads) and indirect supervision of 2 P2s (HR Analysts), 2 IPSAs (Learning Analysts), 7 GS (HR and Learning Associates)
Competencies
Core competencies
Achieve Results:
- Set and align challenging, achievable objectives for multiple projects, have lasting impact
Think Innovatively:
- Proactively mitigate potential risks, develop new ideas to solve complex problems
Learn Continuously
- Create and act on opportunities to expand horizons, diversify experiences
Adapt with Agility
- Proactively initiate and champion change, manage multiple competing demands
Act with Determination
- Think beyond immediate task/barriers and take action to achieve greater results
Engage and Partner
- Political savvy, navigate complex landscape, champion inter-agency collaboration
Enable Diversity and Inclusion
- 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
Strategic Thinking
- Develop effective strategies and prioritized plans in line with UNDP’s mission and objectives, based on the systemic analysis of challenges, opportunities, and potential risks; link the general vision to reality on the ground to create tangible targeted solutions; learn from a variety of sources to anticipate and effectively respond to both current and future trends; demonstrate foresight
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
Human resources strategic planning
- Ability to develop integrated HR strategies, governance structures, policies, and procedures
Organizational design and development
- Knowledge of the organizational 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 organizational design and development diagnostic tools; ability to “scenario plan” for longer term organization design and development; ability to manage the development of capability/competence frameworks and maps
Workforce planning
- Knowledge of theories, mechanisms, and tools to analyze 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
Assessment and Selection
- Knowledge and ability to apply various candidate assessment and selection methodologies, tools, and platforms; ability to effectively align them with specific recruitment needs
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:
- Advanced university degree (master’s degree or equivalent) in Human Resources, Business Administration, Organizational/Industrial Psychology, Organizational Development, Social Sciences, or related disciplines is required. Or
- A first-level university degree (bachelor’s degree) in the above-mentioned fields of study, with additional 2 years of qualifying experience, will be given due consideration in lieu of an advanced degree.
- Professional certification in human resources management is desirable.
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, preferably within the UN system or other international organizations.
- At least 5 years of senior management responsibilities in Human Resources, including experience in leading and managing teams, is required.
- Knowledge of the 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 is required.
- Proven experience in leading and managing the development and implementation of organizational learning strategies is desired.
- Knowledge of organizational change management approaches and practical experience in their application is desired.
- Familiarity with the HR module in Oracle-based Enterprise Resources (ERP) is desirable.
- Proven ability to build strategic partnerships with diverse stakeholders is an asset.
- Fluency in English is required.
- Fluency in other UN languages is an asset.
Disclaimer
- Only short-listed applicants will be contacted.
- The successful candidate will hold a UNDP letter of appointment.
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.
Use of AI by candidates
Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection
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.
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