Company: ActiveUnited Nations Development Programme (UNDP)
Location: København




As UNDP implements its new people strategy, People for 2030, it will provide improved opportunities for, and better targeting of, learning and development in order to increase organizational capability and effectiveness and drive employee engagement. In order to implement People for 2030, UNDP will develop and implement a learning and development strategy aligned with UNDP’s Strategic Plan 2018-2021. This will also entail an updated governance structure for learning and development at corporate level and the related financial mechanism. The strategy will build upon the following measures:
Identify corporate learning needs aligned to the core competencies of UNDP and incorporating mandatory training,
Develop and provide targeted learning opportunities based on a corporate capability analysis, utilizing state of the art IT solutions,
Enhance on-the-job learning opportunities including job shadowing, detail assignments and temporary rotations,
Work with managers to improve their ability to develop themselves and their teams
People for 2030 will enable UNDP to attract, develop, retain and motivate a highly skilled and diverse workforce. It will shape and cultivate a workplace that enables the organization’s staff to be productive, valued and rewarded. The Office of Human Resources (OHR) is responsible for driving this strategy and leading the provision of HR business focused services. Based primarily in HQ in New York and Copenhagen, the Office of Human Resources is one of the pillars of the Bureau for Management Services (BMS).
Within OHR, the Talent Development Unit (TDU) plays a role an important role in the talent development process including developing frameworks, programmes, tools and partnerships. The team is accountable for cultivating a UNDP culture of continuous learning and for ensuring UNDP’s offerings in learning and development optimize its investment in talent so that the organization has the human capability to deliver on its strategic goals. They provide thought leadership and are a role model for leadership development, organizational learning, capability development and career development. Enhancing learning and development in UNDP aims to achieve three objectives: a) elevate our organizational capabilities to enable UNDP to develop excellence in key areas, b) develop individual capabilities, c) develop managers to manage themselves and their people effectively.
UNDP’s new approach to career management will be framed by a more modern and flexible understanding of ‘career’, which is a complex, growth-oriented and multi-directional sequence of experiences and opportunities to enhance long-term employability.
This role will focus on enabling employees to find, pursue, and excel in the types of career experiences they need to grow, develop and perform. UNDP will increase the availability and quality of career planning and development support resources and tools, including: individual career planning advice and coaching; support in building and applying new knowledge, skills and experiences in a dynamic environment of continuous learning and development; and targeted career development initiatives for different categories of personnel. The position reports to the Chief of Talent Development and will have two reports (P1 and G6).

Duties and Responsibilities

  • Lead the design and implementation of career management services, tools and resources for all UNDP personnel (over 17,000 people), aligned to UNDP’s Strategic Plan (2018 – 2021) and the new People Strategy (2019 – 2021).
  • Strengthen the capacity of UNDP’s managers in supporting employee career growth and development.
  • Leads the development of a learning and career development maturity model and roadmap to build and implement required organizational capabilities.
  • Link talent development programmes with career development / experiences.
  • Create and launch innovative employee experiences across the employee life cycle, from new hires to long tenured.
  • Implement state of the art strategies to strengthen the onboarding experience of all new employees, from senior executives to interns.
  • Manage career counselling support services to employees in talent pools.
  • Engage with business leaders to address skills gaps, organizational transitions, and align learning processes to business goals.
  • Partner with senior leaders to identify and develop offerings and experiences that will help to build and sustain a high-performance culture.
  • Design and launch UNDP employee journey / experience maps to support people management capabilities, aligned with UNDP’s new People Strategy and Strategic Plan.
  • Provide input on the development of new HR policies, tools, systems and operational procedures linked to mobility and career development. Research and implement best practices and cutting-edge methodologies in career growth, capability development and people development.


  • Ability to make new and useful ideas work.
  • Ability to persuade others to follow.
People Management
  • Ability to improve performance and satisfaction.
  • Ability to listen, adapt, persuade and transform.
  • Ability to get things done while exercising good judgement.
Expertise in Career Management
  • Experience in all areas of career management.
  • Demonstrated ability to handle confidential information and good judgement in handling sensitive data.
Research and Data Analytics (Talent)
  • Ability to conduct research and critically analyze data, and clearly communicate data findings to varied audience.
Strategic Analytical Thinking
  • Ability to identify connections, trends, and anomalies utilizing research findings, data/information, and policies to produce strategic analytical works and recommendations.
Strategy Development
  • Ability to design and implement strategies.
Knowledge Management
  • Ability to efficiently handle and share information and knowledge.
Partnership Building
  • Experience in developing partnerships with think tanks, private sector and research to identify and foster partnerships.
Writing and Presentation Skills
  • Ability to clearly articulate ideas and policy issues in a written format for varied audiences, and strong presentation skills.

Required Skills and Experience

  • Advanced university degree (Master’s degree or higher) in political, social, economic, business management, or other related social science field is required.


  • At least 7 years of experience in human resources in areas such as talent acquisition, career management / development, talent development, assessments, onboarding, capacity management, people strategy, HR Business Partnering and areas related to the overall employee experience.
  • Substantial knowledge of employee life-cycle, talent development and career management / development.
  • Strong project management skills, monitor work in progress, achieve project milestones/ end results for others to understand.
  • In-depth knowledge around organizational development methodologies, including assessment and development of individuals and teams.
  • Knowledge in technology enhanced learning and being able to leverage technology to create talent reports, establish talent metrics, conduct analysis and track progress.
  • Fluency in oral and written English is required.
  • Working proficiency in another UN working language is required (French and / or Spanish).