People Development Specialist - Onboarding & Role Readiness

Background

Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

Office/Unit/Project Description 

UNDP is the UN system’s leading knowledge organization for sustainable development, working in 170 countries and territories to advance the Sustainable Development Goals (SDGs). It supports nations in building policies, skills, and partnerships to sustain progress and promote peaceful, prosperous lives in harmony with the planet.

The Office of Human Resources (OHR), part of the Bureau for Management Services (BMS), drives UNDP’s global HR strategy and talent management under the People for 2030 strategy. This initiative focuses on strengthening UNDP’s culture, workforce capacity, and results-driven delivery.

OHR’s Talent Development Unit (TDU), based in Copenhagen, leads learning and development efforts by designing frameworks, programs, and tools to foster continuous learning. Following the launch of UNDP’s Global Onboarding Programme in 2023, it became evident that personnel transitioning into new roles may require targeted preparation to ensure they meet performance expectations. This highlights the need for a robust onboarding programme for newly appointed personnel and standardized role readiness to professionalize key functions and equip UNDP personnel with the skills to succeed.

This role aims to implement systematic onboarding globally and establish role readiness as a standard practice across UNDP.

Scope of Work 

1) Strategic Oversight & Coordination

• Ensure and oversee systematic onboarding for UNDP personnel by fully implementing the UNDP Global Onboarding Programme in close collaboration with key stakeholders.
• Provide leadership and oversight to the Onboarding Analyst, ensuring effective collaboration, guidance, and support in delivering high-quality onboarding processes.
• Establish role readiness as a standard practice in collaboration with key corporate functions, for critical domains such as HR, finance, procurement, operations, and portfolio management.

2) Programme Design & Implementation

• Conduct thorough analysis of critical learning needs for specific roles – considering policies and procedures, tools, current gaps identified in the function in UNDP, organisational changes & priorities.
• Design the role-readiness programme, prioritizing the use of existing assets or the creation of simple learning assets (documents, short videos, etc.).
• Define and document roles and responsibilities of individuals and teams involved in the roll-out of role readiness programmes, as well as SOPs (if/as applicable).
• Build bridges with onboarding and ongoing skills-building learning opportunities.

 3) Monitoring, Evaluation & Communication

• Design and roll out the monitoring and evaluation strategy for the various programmes. Apply a continuous improvement approach - regularly reviewing and updating the design(s).
• Create and implement a detailed engagement strategy & communication strategy for the global onboarding and role-readiness programmes.

• The incumbent may perform other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organisation.

4.     Institutional Arrangement

This post will report to the HR Manager People and Career Development in the Talent Development Unit (BMS/OHR/TDU), based in Copenhagen, Denmark. The  People Development Specialist will be supervising the People Development Analyst .

Expected Demonstration of Competencies

Core Competencies

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 competencies

Required Education, Experience, Skills and Competencies

Minimum Education requirements

• Advanced university degree (master’s degree or equivalent) in Business Administration, Public Administration, Human Resources Management or other related Social Sciences is required. OR
• A first-level university degree (bachelor’s degree) in the areas stated above, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.
• Professional Certification in HR is a distinct asset.

Minimum years of relevant work experience

• A minimum of 5 years of experience (with master’s degree) or 7 years (with bachelor’s degree) of relevant experience in the public or private sectors with increasing level of responsibility in capability development and creation of a learning organisation.

Required skills 

• Demonstrated experience and success in designing and implementing innovative best in class talent development programmes.
• Experience in Project management of learning initiatives
• Experience in coordination of stakeholders for the design and delivery of learning interventions

Desired skills in addition to the competencies covered in the Competencies section

• Experience and broad knowledge of UNDP and/or the UN system in general is highly desirable.
• Demonstrated experience in agile project management of learning initiatives is an asset.
• Demonstrated experience in monitoring and evaluation of learning programmes is desired.
• Proven experience in writing and editing of a variety of documents is an asset.
• Experience in learning design and delivery – with a focus on online learning is desired.
• Strong working experience of knowledge management and social learning / communities of practice is desired. 

Required Language (s): 

• Fluency in in English  is required. 
• Working knowledge of French and/or Spanish is desirable.