JOB DESCRIPTION

H (no hardship)

Family

Family

NOB

National Professional Officer

Reason

Regular > Regular Assignment

2025-10-01

August 1, 2025

Associate Workforce Planning Officer

Organizational Setting and Work Relationships

The Associate Workforce Planning Officer is a specialized function in Human Resources addressing requirements and planning of staff and positions for the Organization as a whole. The position is located at Headquarters, in the Policy, Planning and Digital Skills Section within the Division of People Management (DPM).

The incumbent works across DPM and with managers in divisions, bureaux and operations as well as with counterparts other UN and International Organizations in the area of Job Evaluation and Workforce Planning. The Associate Workforce Planning Officer may have a job specialization and will work towards:

•     Support the organizational entities in achieving their objectives, including the guardianship of the office designations and organizational charts for the Organization.

•     The evaluation and classification of jobs as per standards of the International Civil Service Commission (ICSC), including the guardianship of the Organization’s job descriptions and positions.

•     The alignment of the workforce with the evolving nature of the Organization’s work, including the guardianship of the skills catalogue and the HR dashboards.

The Associate Workforce Planning Officer normally reports to a Head of Unit. The job may have direct supervisory responsibility.

All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR’s core values of professionalism, integrity and respect for diversity.

Duties

• Support the engagement with HQ divisions and entities as well as regional bureaux, country- and multi-country offices, as applicable and at the appropriate level, to provide advice, guidance and information on jobs, structures and workforce planning.
• Provide assistance to management in the design of organizational structures and the development of jobs that support the fulfilment of the Organization’s mandate within existing constraints.
• Develop and maintain the content of the intranet landing page for the relevant workforce planning function to provide information to staff at large.
• Analyse and draft comments to budget proposals to ensure consistency with HR policy, organizational design norms and resource allocation instructions.
• Participate in the design and development of training material and guidelines for HR staff reference.
• Contribute to the delivery of workshops, briefings and communication materials aimed at supporting HR professionals in HQ and in the field.
• Support the analysis of the relevant policies and practices from other UN agencies for compatibility and suitability, in particular in the area of jobs and skills; keep abreast of new trends and standards and assist in the development of best practices.
• Contribute to the preparation of communication, guidelines and policy material related to the function.
• Perform reviews of individual or groups of positions through the examination of job descriptions, organisation charts, mission-and evaluation reports, audit- and inspection reviews, and direct interviews with incumbents and supervisors of posts.
• Evaluate jobs and organizational structures to propose improvements in methods, models and processes for the prevention or solution to gaps and overlap.
• Prepare analytical and statistical reports and other reports as required.
• Liaise with key stakeholder related to the ERP and other software systems and tools to ensure the systems meet the organizational needs related to the relevant area.
• Support the identification and management of risks and seek to seize opportunities impacting objectives in the area of responsibility. Ensure decision making in risk based in the functional area of work. Raise risks, issues and concerns to a supervisor or to relevant functional colleague(s).
• Perform other related duties as required.

Workforce Planning

• Participate in appling workforce planning principles to analyse past and current trends and changes in patterns related to the organization’s workforce to support the development of strategies to align jobs to needs, the mitigation of gaps and overlaps.
• Participate in the introduction of new projects in the area of workforce planning foster a better understanding the workforce and needs of the Organization.
• Maintain the skills catalogue current and the HR dashboards functional.
• Support HR staff in Operations in the area of operational workforce planning, provide tools and metrics to ensure a standard approach.

Organizational Design

• Maintain the knowledge of UNHCR’s current structures in a consultative manner with the relevant areas in order to safeguard the organizational charts, number and type of offices for use in external reporting.
• Contribute to carry out situational analysis of the current organizational design and structures.
• Support recommendations leading to better structural consistency between operations, engaging in field missions where relevant.
• Contribute to the implementation of appropriate change management processes associated with organizational design activities.
• Contribute to reviews of UNHCR’s organizational structures and internal consultations on all aspects of organizational design.

Job Evaluation

• Review and classify UNHCR job descriptions in accordance with the ICSC Master Standard methodology, inlcuding the management of related systems for classifying positions according to the nature of work performed and the value of that work to the Organization.
• Review position management requests, identify gaps in submission and liaise with the originating functional areas and country offices.
• Assist managers in the process of post classification that leads to the establishment of final job description and its grade level. This involves providing guidance to the managers to design the job description in a manner reflective of the assigned functions to the Job and its accountability.
• Ensure that Job Evaluation and position data are maintained in an electronic database in an easily retrievable manner for analysis purposes.

Minimum Qualifications

Years of Experience / Degree Level

For P2/NOB – 3 years relevant experience with Undergraduate degree; or 2 years relevant experience with Graduate degree; or 1 year relevant experience with Doctorate degree

Field(s) of Education

Business Administration,                  Human Resources,                            Public Administration

or other relevant field.

Certificates and/or Licenses

Not specified.

Relevant Job Experience

Essential

HR experience. Experience working in the area of workforce planning, job evaluation or organizational design. Experience in managing HR projects and in supporting large-scale organizational change initiatives.

Desirable

Experience with ICSC job classification systems. Experience with ERP systems. Experience in working in field operations. Knowledge of job design concepts and techniques. Thorough knowledge of policies, rules and procedures applicable to HR management in the UN system.

Functional Skills

HR-ICSC Job Classification methodology and practice;

HR-Job Design concepts and techniques;

HR-Operational Workforce Planning;

HR-Succession Planning and Management;

HR-HR data and people analytics;

HR-Organizational Design Concepts and Techniques;

HR-Strategic Workforce Planning;

(Functional Skills marked with an asterisk* are essential)

Language Requirements

For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English.

For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language.

For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.

Competency Requirements

All jobs at UNHCR require six core competencies and may also require managerial competencies and/or cross-functional competencies. The six core competencies are listed below.

Core Competencies

Accountability

Communication

Organizational Awareness

Teamwork & Collaboration

Commitment to Continuous Learning

Client & Result Orientation

Managerial Competencies

Empowering and Building Trust

Judgement and Decision Making

Managing Performance

Managing Resources

Cross-Functional Competencies

Analytical Thinking

Policy Development and Research

Planning and Organizing

All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination, and abuse of power.

As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise.

This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

The ideal candidate will be a forward-thinking and analytical staff member who thrives at the intersection of workforce planning and talent management. This role requires a unique blend of conceptual rigor, systems thinking, and cross-functional partnership to support strengthening the organization” strategic capabilities.

• Analytical and foresight-oriented: Skilled in using data, forecasting models, and trend analysis to inform long-term HR planning and scenario development, while drawing on future of work insights.
• Strategic systems thinker: Able to connect organizational goals, functional HR processes, and future workforce needs into an integrated talent architecture that supports a shift toward skills-based planning.
• Collaborative facilitator: Comfortable working across diverse functions, levels, and geographies, translating complex needs into practical solutions through inclusive consultation and partnership.
• Change-enabler: Committed to supporting HR transformation with an adaptive mindset, resilience in the face of ambiguity, and the ability to navigate evolving organizational priorities.
• Independent and proactive contributor: Takes initiative, works autonomously with minimal supervision, and drives work forward with accountability, ownership, and a strong sense of purpose.
• Innovative and creative thinker: Brings fresh perspectives, challenges conventional approaches, and proposes original solutions to complex workforce planning and talent management problems. Thinks beyond existing paradigms to design fit-for-future frameworks.
• Project management with end-to-end delivery capability: Demonstrates strong project management skills, from conceptualization and planning to execution and follow-through. Capable of leading complex, multi-stakeholder initiatives independently, ensuring milestones are met and outcomes delivered.

Additional information:
Candidates must be nationals of Hungary and be legally present in Hungary at the time of application, recruitment and hire.

Remuneration:
In case of appointment, a competitive compensation and benefits package is offered.

Benefits:
Annual leave: UNHCR staff members holding a temporary appointment will accrue annual leave at the rate of 2.5 working days for each full calendar months of service (i.e. 30 working days per year).

Pension system: Staff members holding a fixed-term appointment will become participants in the United Nations Joint Staff Pension Fund (UNJSPF).

Health insurance plan: locally recruited staff members in Budapest will be enrolled in the Medical Insurance Plan (MIP). The coverage is also optionally available for eligible family members.

Shortlisted candidates may be required to sit for a test. No late applications will be accepted. UNHCR is committed to diversity and welcomes applications from qualified candidates regardless of disability, gender identity, marital or civil partnership status, race, colour or ethnic and national origins, religion or belief, or sexual orientation. UNHCR does not charge a fee at any stage of the recruitment process (application, interview meeting, processing, training or any other fees).

English

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Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit: https://wwwnc.cdc.gov/travel.

Nature of Position:

The primary role of this position is to strengthen strategic workforce planning across the organization, with a core focus on the following areas:

• Forecasting: Design and implement a forecasting methodology that integrates foresight, scenario planning, and workforce analytics to support greater predictability and responsiveness.
• Succession planning and retirement projections: Analyze demographic trends, attrition patterns, and organizational priorities to generate powerful insights for targeted talent interventions. Translate these insights into actionable recommendations that inform leadership decision-making and long-term talent planning.
• Future of Work: Identify and anticipate evolving organizational needs by drawing on future-of-work research, horizon scanning and predictive data models.
• Skills demand requirements: Ensure that UNHCR’s strategic directions and broader UN reforms are translated into specific, actionable skill requirements for the workforce.

Living and Working Conditions:

 

Additional Qualifications

Skills

Data Assessment, HR-HR data and people analytics, HR-Operational Workforce Planning, HR-Strategic Workforce Planning, HR-Succession Planning and Management

Bachelor of Arts: Business Administration, Bachelor of Arts: Human Resources, Bachelor of Arts: Public Administration

Certifications

Competencies

Accountability, Analytical thinking, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Judgement & decision making, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Policy research & development, Teamwork & collaboration

https://icsc.un.org/Home/SalaryScales

Compendium

Additional Information

An eliminatory written test will be conducted.

This position doesn”t require a functional clearance