Leadership Development Specialist – P3

Background

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world pursue peaceful, prosperous, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) in the Bureau for Management Services (BMS is the hub for the global HR function for UNDP), provides strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, OHR is focused on the implementation of an ambitious and forward-looking strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.
Through People for 2030, 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. In this renewed and dynamic framework, OHR is seeking high calibre human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to generate a culture characterized by innovation, entrepreneurship and a focus on delivering transformative outcomes.

OHR’s Talent Development Unit is a centre of expertise that designs and delivers state-of-the-art learning and development solutions to UNDP staff worldwide. Through the delivery of large-scale leadership development programmes and tailored development experiences for key leadership roles, TDU enables and supports UNDP leaders to build skills, grow and leverage the power of learning across all areas of work.
Under the direction of the HR Manager for Leadership Development, Talent Development Unit, the incumbent is responsible for designing, developing and executing leadership development as aligned with UNDP’s People Development Strategy to enable a transformational change in the skills, knowledge and capabilities of UNDP’s leaders.

Duties and Responsibilities

The Leadership Development Specialist will develop, design and deliver learning solutions for UNDP staff, including key role leadership development programmes, events, workshops and related activities, as well as driving large scale online and when appropriate, blended, programmes as part of the leadership portfolio. Partnering across BMS/OHR teams and with organizational partners, the incumbent ensures the integration of an end-to-end blended learning methodology, formulating learning curricula relevant to the organization’s evolving capacity needs in leadership. The incumbent will create learning materials and develop content; design and manage assessments, including the development, implementation and review of feedback for all participants of these learning events; and use available learning technology and platforms in delivering blended and online learning events.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams in order to enhance and enable horizontal collaboration.

1) Enhancing Leadership Role Readiness and Building Strategic Partnerships (Internal / External)

• Drive Role Readiness by designing and delivering global leadership development through research, partnerships building, design, curation and delivery of customized learning solutions and events, ensuring UNDP’s leadership are equipped for current and future leadership roles within the organization.
• As part of the leadership portfolio, manage multiple learning and development interventions, ensuring they align with the needs of the target audience and contribute to the readiness of emerging and existing leaders.
• Ensure effective project management for specific target audience deliverables and leadership development initiatives, maintaining adherence to project timelines, budget, and quality.
• Under the direction of the HR Manager for Leadership Development, oversee and cultivate internal and external partnerships; build, influence, and partner with networks including service providers, academic institutions, internal resource persons and learning centres of excellence for product development, service provision, and advocacy.
• Implement tools and resources for coaching, mentoring, assessment and development to enhance role readiness for leaders, aligned with corporate learning needs, policies, and strategies.
• Engage with best-in-class external providers for provision of learning and development solutions supporting leadership development.
• Participates and substantively supports other team members in the procurement processes and provides substantive inputs as necessary.

2) Integration and alignment of leadership development with UNDP business needs

• Collaborate with UNDP business units, HR leaders, and other key stakeholders to distill leadership development requirements necessary to achieve business outcomes; leverage this information to contribute to implementation of leadership development strategies
• Ensure these components are aligned with UNDP’s Strategic Plan, People for 2030 (UNDP’s People Strategy, UNDP’s Leadership model, and the People Development Strategy
• Contribute to the creation of a corporate learning culture in which UNDP’s leaders drive and contribute to building a learning organization and promote a strong employee experience and value proposition.
• Ensure that UNDP effectively leverages modern learning experience platforms and technologies.

3) Learning and Development Evaluation and Benchmarking

• Develop and leverage evaluation measures, benchmarks, and scorecards to monitor effectiveness of leadership development programmes and initiatives in line with the People for 2030 Results Framework and its Leadership Excellence focus area.
• Conduct research and benchmarking to ensure strategy, content and delivery model of the leadership development portfolio is positioned to deliver best-in-class results and best value.

4) Communications and Knowledge Management

• Facilitate virtual events or leadership learning programmes, while also providing support to in-person leadership initiatives.
• Ensure knowledge management and ensure relevant information is readily available on UNDP’s Talent Hub (intranet).
• Communicate and promote UNDP’s leadership development opportunities to various target groups, leveraging a variety of channels and networks.
• Leverage virtual communication and learning technology / tools e.g., Microsoft Suite, TEAMs, Yammer, SharePoint.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.

Supervisory/Managerial Responsibilities: None

Competencies

Core Competencies – UNDP Core Competencies can be found here.

• 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 and act on opportunities to expand horizons, diversify experiences
• 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 & Technical competencies:

HR – Learning and development – Leadership Development:

• Knowledge of leadership development theories, concepts and methodologies; ability to apply them in the design and implementation of the leadership development strategies and programmes; ability to advise leaders on their development needs and related strategies

HR – Learning and development – 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”

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

Business Management – Customer Satisfaction/Client Management:

• Ability to respond timely and appropriately with a sense of urgency, provide consistent solutions, and deliver timely and quality results and/or solutions to fulfil and understand the real customers’ needs. Look for ways to add value beyond clients’ immediate requests. Ability to anticipate client’s upcoming needs and concerns.

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

Business Management – Portfolio Management:

• Ability to select, prioritise and control the organization’s programmes and projects in line with its strategic objectives and capacity Ability to balance the implementation of change initiatives with regular activities for optimal return on investment. Knowledge and understanding of key principles of project, programme, and portfolio management

Business Direction 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

Required Skills and Experience

Education:

• Advanced university degree (master’s degree or equivalent), in Learning and Development, Organizational Leadership, HR Management or any other relevant practice is required. OR
• A first-level university degree (bachelor’s degree) in the fields of study mentioned above, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree

Experience:

• A minimum of 5 years (with master’s degree) or 7 years (with bachelor’s degree) of relevant work experience in the public and private sectors with an increasing level of responsibility required, including at least 2 years of Leadership Development/Learning and Development experience within the UN system and /or development sector and at least 2 years with a private/corporate company.
• Demonstrated experience and success in design, delivery, and implementation of leadership development strategies and programmes in multi-lateral and international working environments required.
• Demonstrated experience with in-person facilitation of leadership events such as leadership retreats for groups of senior leaders (at Director level or equivalent) required.
• Demonstrated experience with virtual facilitation of online leadership sessions such as leadership labs or business management clinics for groups of senior leaders (at Director level or equivalent) required.
• Demonstrated experience in designing and applying a Monitoring, Evaluation, Accountability, and Learning (MEAL) framework to measure impact required.
• Proven ability to collaborate with and lead vendors that provide leadership development services required.
• Proven ability to develop and manage internal and external partnerships related to leadership development required.
• Demonstrated experience with Leadership Development initiatives for Women Leaders required.
• Demonstrated experience in leveraging virtual communication and learning technology and tools including Microsoft 365 Suite (Teams, SharePoint, Viva Engage, Viva Learning) required.
• Previous experience working in a developing country with a UN Country Office desired.
• Demonstrated experience in budget management and procurement desired.
• Professional experience in Coaching, Mentoring, eLearning, and Career Development desired.

Language:

• Fluency in English required, with excellent communication and presentation skills.

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.

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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