UN Women: Chief, Talent Management, Leadership Development, Bonn, Germany, P-5, Fixed-Term Appo[...]

Background

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

• Shape an integrated, strategic approach to talent management in UN Women
• Direct the design and implementation of all talent management programmes and activities as an integrated, strategic whole, aligned to support UN Women’s workforce strategies and enabling its people to effectively deliver the Organization’s Triple Mandate with maximum effectiveness.
• Shape UN Women’s HR policies, processes and practices to embed effective talent management across the organization, setting authoritative standards for their alignment.
• Direct the development of workforce strategies and plans
• Establish and institutionalize a talent analytics architecture and corresponding capacity in UN Women, providing authoritative workforce intelligence to inform strategic decision‑making.
• Direct the development of the organization’s workforce planning model and oversee the institutionalization of workforce planning capacity at corporate level and within business units.
• Shape workforce strategies that enable the organization to make authoritative, data‑based decisions on workforce structure, staffing models, talent deployment and talent development.
• Enhance Performance and Career Development
• Direct the performance management process to generate measurable organizational performance gains through sustained development and growth of its people.
• Drive the transformation of the current performance management process away from backward‑looking assessment toward a future‑oriented model centered on continuous skills and capabilities growth supported by continuous, multi‑source feedback.
• Oversee the delivery of coaching and mentoring programmes, developmental assignments and other career enhancement opportunities across all UN Women personnel, ensuring equitable access and measurable outcomes.
• Establish and institutionalize career advisory services accessible to all personnel, building a culture of proactive career development.
• Shape and direct a strategic approach to learning and professional development
• Shape and direct, in consultation with key stakeholders, a comprehensive strategic approach to learning and professional development, including
• Assessing and mapping the professional development needs of personnel;
• Directing authoritative prioritization of all learning and development programmes/offerings both at corporate and business unit level to ensure the organization builds the skills and capabilities it needs the most to deliver its mandate; and
• Exercising authoritative oversight of funding allocation for professional development, ensuring maximum impact and strategic alignment.
• Institutionalize Leadership Development
• Shape and promulgate a shared leadership model for UN Women, defining the leadership capacities and behaviors expected of leaders across roles and levels, and championing its adoption organization‑wide.
• Cultivate and commit UN Women to high‑level strategic partnerships for the development and delivery of Leadership Development Programmes, representing the organization authoritatively in such relationships.
• Direct such programmes will build leadership skills across all management levels, with authoritative focus on the competencies most critical to navigating external challenges, continuous adaptation, change and transformation.
• Institutionalize internal mechanisms to support managers at all levels, including executive coaching, mentoring and structure safe spaces for reflection and peer learning.
• Shape UN Women’s leadership pipeline by identifying and systematically nurturing emerging leaders for readiness to assume future senior management roles, establishing an authoritative succession planning framework.

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

With substantial autonomy, the incumbent leads and directs a branch of currently three professional staff and one support staff, exercising significant delegated authority for talent management strategy across the organization.

The incumbent consults the HR Director on matters of strategic, politically sensitive, or cross‑divisional significance.

Competencies

Core Values

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Functional Competencies

• Ability to design and implement talent strategies that significantly impact organizational success.
• Ability to promote awareness, effect change and gain broad support for investments in integrated talent management programmes and interventions.
• Broad functional proficiency in strategic needs assessment and in developing, planning, implementing and evaluating staff learning and leadership development programmes and interventions.
• Ability to lead, facilitate and sustain organizational change initiatives fostering a culture of adaptability.
• Business acumen: In-depth understanding of performance development, workforce dynamics and staffing models, including how they intersect with business planning and business development.
• Strong analytical, storytelling, communication and influencing capabilities.

Education

• Master’s degree or equivalent in HR, Business Administration (MBA), Public Administration (MPA), Organizational Development or a related field is required.
• A first‑level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
• A professional certification in HR Management, Talent Management or Talent Analytics would be an added advantage.

Experience

• At least 10 years of progressively responsible work experience in Human Resources or Workforce Management is required.
• Experience in Talent Management is required.
• Experience in OD/change interventions is required.
• Experience leading and managing personnel in international settings is required.
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.) and analytical software, such as spreadsheet and database packages, is required.
• Experience in enhancing performance management systems is desirable.
• Experience in workforce planning is desirable.
• Experience in the use of a modern web‑based ERP System, preferably Oracle Cloud, is desirable.
• Languages
• Fluency in English is required.
• Fluency in Spanish or French is desirable.
• Knowledge of another official UN language is desirable (Arabic, Chinese, Russian).
• Statements

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women.

The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact.

It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect.

UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law.

All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero‑tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination.

All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history.

Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed.

If all sections are not completed the application may be disqualified from the recruitment and selection process .

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