People Development Specialist- IPSA 10
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Location:
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Salary:negotiable / YEAR
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Job type:CONTRACTOR
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Posted:2 months ago
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Category:
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Deadline:18/07/2024
JOB DESCRIPTION
JOB DETAILS:
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Background
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
Office/Unit/Project Description
The United Nations Development Programme (UNDP) is a global organization that is part of the broader United Nations System, dedicated to promoting sustainable development. Established in 1965, UNDP plays a pivotal role in supporting nations in their efforts to eradicate poverty, reduce inequality, and advance socio-economic development. With a focus on inclusive and equitable growth, UNDP provides technical expertise, mobilizes financial resources, and delivers policy and other services to support the formulation and implementation of effective development strategies and solutions that align with the Sustainable Development Goals (SDGs). UNDP operates in over 170 countries and territories, collaborating with local partners, governments, and other stakeholders to build resilient communities and foster sustainable development. UNDP’s initiatives span a wide range of areas, including climate change, gender equality, governance, and crisis response, embodying its commitment to creating a better and more sustainable future for people across the globe.
The Office of Human Resources (OHR) is part of the UNDP Bureau for Management Services (BMS). It is the anchor of the global HR function for UNDP, providing strategy and policy setting, guidance, and oversight. In addition, BMS/OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions to enable its workforce to deliver more and better results. BMS/OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP.
UNDP powers its workforce through a strategic mix of ‘buying’ and ‘building’ talent. People and development is a key part of the “building” component of the talent strategy. The Talent Development Unit (TDU) in the Office of Human Resources ensures that UNDP’s existing personnel are equipped to deliver to the best of their abilities in their current roles and prepared for future opportunities. Our approach to ‘building’ talent is evolving, in that people development in UNDP needs to increasingly translate into opportunities for individuals to transition horizontally or vertically within the organization and be linked with career paths and rewarding career experiences.
Each year, UNDP onboards thousands of new personnel and personnel moving to a new role, throughout the world and under various contract modalities. UNDP’s People Strategy (People for 2030) is committed to attracting, selecting, and retaining top talent, and building capabilities and developing our personnel.
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Building on the strategic vision laid out in the UNDP Strategic Plan 2022-2025 and the People for 2030 Strategy, the People Development Strategy (PDS) 2024-2025 charts the course for UNDP’s reinvigorated approach to developing its people.
Building on the implementation of UNDP’s new Global Onboarding Programme in 2023, the PDS highlight that personnel in certain roles hired from outside UNDP or current personnel moving to a new functional or leadership area may have varied knowledge, despite being assessed to be fully qualified in their area of work, and hence may require some priming to start delivering in their roles at the expected level of performance. The latter is linked to a clear imperative to create a common standard and professionalize certain key functions in UNDP. By enabling role readiness, UNDP will ensure that personnel stepping into critical roles are equipped with the right knowledge, skills and capabilities to deliver at the expected level.
Hence, the purpose of this role is to ensure systematic onboarding for everyone through a UNDP global onboarding programme and establish and enable role readiness as a standard practice.
Duties and Responsibilities
- Ensure and oversee systematic onboarding for everyone by fully implementing the UNDP Global Onboarding Programme in close collaboration with key stakeholders.
- Establish role readiness as a standard practice in collaboration with key corporate functions, for critical domains such as HR, finance, procurement, operations and portfolio management.
- Conduct thorough analysis of critical learning needs for specific roles – considering policies and procedures, tools, current gaps identified in the function in UNDP, organizational changes & priorities.
- Design the role-readiness programme, prioritizing the use of existing assets or the creation of simple learning assets (documents, short videos,…)
- Define and document roles and responsibilities of individuals and teams involved in the roll out of role readiness programmes, as well as SOPs (if/as applicable).
- Build bridges with onboarding and ongoing skills building learning opportunities.
- Create guides and templates where applicable (e.g. for “how-to” resources, lists of key policies, personal development plans with suggested resources to learn more).
- Design and roll-out the monitoring and evaluation strategy for the various programme. Apply a continuous improvement approach – regularly reviewing and updating the design(s).
- Create and implement a detailed engagement strategy & communication strategy for each of the role readiness programmes.
– The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
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Institutional Arrangement
This post will report to the HR Manager, Capability Development in the Talent Development Unit (BMS/OHR/TDU), based in Copenhagen, Denmark.
Competencies
| Core | |
| Achieve Results: | LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact |
| Think Innovatively: | LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems |
| Learn Continuously: | LEVEL 3: Create systems and processes that enable learning and development for all |
| Adapt with Agility: | LEVEL 3: Proactively initiate and champion change, manage multiple competing demands |
| Act with Determination: | LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results |
| Engage and Partner: | LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration |
| Enable Diversity and Inclusion: | LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity |
| Cross-functional and technical competencies | ||
| Thematic Area | Name | Definition |
| Business Development and Strategy | 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 on other parts of the system |
| Business Development | Knowledge Generation | Ability to research and turn information into useful knowledge, relevant for context, or responsive to a stated need |
| Business Management | Communication | Ability to communicate in a clear, concise, and unambiguous manner both through written and verbal communication; to tailor messages and choose communication methods depending on the audience Ability to manage communications internally and externally, through media, social media, and other appropriate channels |
| Digital & Innovation | Digital learning & development | Knowledge of digital learning methods and ability to design and develop digital learning programmes. |
| Digital & Innovation | Experience design | Knowledge of experience design methodologies and ability to design end-to-end experiences that meet user and business needs |
| Digital & Innovation | Agile’ methodologies and practices | Ability to manage projects and processes through continuous iteration, learning and improvement. Ability to manage self-organizing cross-functional teams, foster a team culture of curiosity and learning. Being nimble and being able to improvise and quickly adjust to unforeseen events or changes in conditions or context. |
| HR – Learning and development | L&D design | Knowledge of adult learning principles, instructional design, learning styles, and learning programmes delivery modalities; ability to identify and design effective learning paths, programmes and initiatives |
Required Skills and Experience
| Min. Education requirements |
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| Min. years of relevant work experience | A minimum of 5 years of experience (with master’s degree) or 7 years (with bachelor’s degree) of relevant experience in the public or private sectors with increasing level of responsibility in capability development and creation of a learning organization. |
| Required skills |
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| Desired skills |
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| Required Language(s) | Fluency in English is required., Working knowledge of French and/or Spanish is desirable |
| Professional Certificates | Professional Certification in HR is a distinct asset. |
Disclaimer
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
Applicant information about UNDP rosters
Note: 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.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
Scam warning
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ABSTRACT:
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United Nations Development Programme People Development Specialist- IPSA 10 Denmark UNDP Jobs 2024
United Nations Development Programme looking for “People Development Specialist- IPSA 10”. Applicants with an Advanced degree may apply on or before 18-Jul-24.
The United Nations Development Programme has published a job vacancy announcement on 11/07/2024 for qualified applicants to fill in the vacant post of People Development Specialist- IPSA 10 to be based in Copenhagen , Denmark. For more jobs, please visit https://unjoblink.org
Company Name: United Nations Development Programme
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Job Title: People Development Specialist- IPSA 10
Duty Station: Copenhagen , Denmark
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Country: Denmark
Application Deadline: 18-Jul-24
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