At the P5 level, the incumbent is expected to deliver (a) work that is integral to UNIDO’s mandate; (b) in creating an enabling environment which is catalytic, gap-building and opportunistic; (c) in building partnerships and networks to strengthen Programmes; and (d) in achieving results within Cross Programme or Inter-Services teams.

The UNIDO Staff Performance Management System reinforces the collaboration within formal units as well as among cross-functional teams. In this context, the incumbent collaborates with his/her supervisor and colleagues, within as well as outside the unit. Within the formal teams, the incumbent may be expected to backstop other team members as required.

Staff members are subject to the authority of the Director-General and in this context all staff are expected to serve in any assignment and duty station as determined by the needs of the Organization.

RESPONSIBILITIES

As a key member of the COR/HRM leadership team, the Chief of Talent Management will play a pivotal role in shaping and sustaining a positive work environment for UNIDO’s workforce.

They will lead the development and delivery of approaches that help shape a workplace where individuals thrive, and teams excel. This leadership role champions efforts that improve efficiency and effectiveness through business process excellence, including modern approaches to HR analytics.

This role has a strong focus on relationship management, stakeholder and client satisfaction, strategic partnership, change leadership and diversity, equity and inclusion.

More specifically, the role includes the below responsibilities:

Talent Planning and Acquisition

• Coordinate strategic workforce planning in close collaboration with clients and stakeholders, gain insights into future hiring needs and proactively advise on strategies to meet organizational priorities, including achieving gender and geographical balance;

• Lead the development and delivery of employer branding and outreach strategies and initiatives to facilitate a reliable pipeline of highly qualified, diverse candidates from across all geographical regions;

• Ensure ongoing capacity building of the talent acquisition function on modern talent acquisition approaches; promote best practices and modern recruiting methods across the organization.

• Cultivate effective relationships within the organization and the hiring community, enhancing the recruiting process and hiring decisions;

• Partner with Member States and other stakeholders in building extra-budgetary sources of human resources;

• Drive efforts to recruit diverse talent; deliver innovative solutions to attract under-represented diverse candidates;

• Develop metrics, key performance indicators (KPIs) and related reporting to promote effective and efficient service delivery;

• Participate in all stages of recruitment operations as required;

Talent Development & Performance Management:

• Lead learning needs assessment processes, based on organizational needs and fostering individual developmental paths, using skills inventory for forecasting and gap analysis;

• Develop organizational learning strategies, supporting UNIDO’s the mission, vision and strategic priorities;

• Oversee the delivery of a suite of modern learning programmes, delivered to the widest extent possible across UNIDO’s workforce;

• Develop structured leadership and management development programmes, incorporating gender responsive leadership components;

• Oversee delivery of a lean, developmental focused approach to performance management, supporting managers, teams and individuals in setting and attaining high performance standards and capitalizing on developmental opportunities;

• Develop mobility programmes as a means to support professional development of UNIDO’s workforce, promote cross functional collaboration and enhance organizational capability;

• Develop onboarding programmes for various types of hiring modalities and for both HQ and field offices.

• Manage updates to UNIDO’s competency model, ensuring values and competencies are aligned with current and future organizational needs;

Other Areas

• Lead on employee engagement, including delivery of modern approaches and tools for gathering employee feedback, manage periodic employee engagement surveys and pulse surveys, build transparent reporting mechanisms and support managers in the creation and implementation of action plans at the Directorate and/or Divisional level which foster positive workplace experiences across UNIDO;

• Work with the organizational stakeholders to improve and maintain HR/employee communication and channels, promoting two-way exchange and feedback which supports co-creation of employee focused programmes and initiatives, including tailored approaches for field based personnel;

• Lead the design and implementation of structured career development approaches, leveraging organizational tool such as performance management, reward and recognition.

Leadership and Management

• Promotes an inclusive and enabling workplace culture across the Talent Management Unit, acts as a role model in relation to UNIDO values and competencies;

• Provides leadership and management on all aspects of people management; Ensures optimal management of allocated financial resources;

• Promote effective internal communication on people management practices across UNIDO’s workforce, with tailored approaches to address specific needs of field based personnel;

• Represents COR/HRM, as appropriate, in talent management matters before governance bodies, UN agencies, and external partners.

REQUIREMENTS

Education: An advanced university degree (Master’s or higher) in human resource management, organizational development, psychology, or another related field is required.

Professional certification in areas relevant to the role is desirable. Membership of a professional body for HRM is desired.

Experience: A minimum of ten (10) years of increasingly responsible professional experience in human resource management is required, with a minimum of 6 years working in talent management portfolios of UN or similar international organizations is required. A minimum of 6 years of progressively responsible managerial experience.

Functional Competencies:

• Demonstrated experience in developing and delivering cohesive and comprehensive talent management approaches;

• Proven ability in leading teams to modernize talent acquisition, introducing new approaches and technologies to enhance recruitment processes and outcomes;

• Proven experience in leading the streamlining of recruitment procedures across various workforce categories (staff, temporary staff, non-staff);

• Proven experience in developing and implementing employer branding strategies, including enhancing candidate experience, to attract, engage and recruit high calibre, diverse talent;

• Demonstrated ability to develop and implement effective outreach strategies, including tailored approaches to expand the pipeline of qualified women and nationals of under-represented States, and members of diverse groups;

• Proven experience in leading teams in development and delivery of comprehensive learning and development programs, including leadership and management development;

• Proven experience in developing and delivering employee engagement programmes;

• Excellent written and verbal communication skills with ability to synthesize complex concepts;

• Excellent interpersonal skills with the ability to work collaboratively with stakeholders at all levels;

• Demonstrated awareness of DEI considerations, including gender equality, and an ability to integrate these perspectives into tasks and activities;

• Demonstrated experience facilitating change management processes.

Language Skills: Fluency in written and spoken English required. Fluency in or working knowledge of other languages of the United Nations is desirable.