Org. Setting and Reporting

This position is located in the Talent Development Team (TDT), Human Resources Management Service (HRMS), Division for Management (DM) of the United Nations Office at Vienna (UNOV) and the United Nations Office on Drugs and Crime (UNODC) in Vienna, Austria. TDT provides services that build a learning culture, develop competencies and behaviours needed to support the mandates of UNOV/UNODC. The Team provides services to advise on learning interventions, advocates for a learning culture, the use of learning technology skills and provides personalised learning experiences. The Team is also responsible for language training in all six official languages of the United Nations for all staff, and for training in the area of communications. The Human Resources Officer (Learning and Development) will report to the Chief, Human Resources Management Service (HRMS). For more information on UNOV and UNODC, please visit: www.unov.org and www.unodc.org

Responsibilities

Within delegated authority, the Human Resources Officer (Learning and Development) is responsible for providing substantive support in guiding managers and staff with regards to performance management and career development, language and communications learning, learning policies and staff development. The incumbent will be responsible for the following specific duties:

Under the overall guidance of the Chief of HRMS, identify and analyze staff development and career support needs and design programmes to meet identified needs. Undertake survey initiatives pertaining to capacity development and operational training.
Supervise and coordinate the preparation and dissemination of monitoring reports on staff development, mandatory training, performance management and career support programmes.
Provide performance management advice to staff and management and assist supervisors and staff with understanding and using the performance management and development system. .
Assess training needs, identify, design and deliver training programmes to staff at all levels throughout the Organization.
Supervise and coordinate the work related to the development and implementation of the language and communication programme in the six official languages as mandated by the General Assembly and the resolutions on Multilingualism, including the work of the teachers and support staff.
Ensure that the detailed programme objectives and assessments of each language programme are harmonized and tied to updated materials and methodology and in line with the UN framework.
Organize and administer the language and communications courses and learning activities (face-to-face, online and blended) and counsel learners. Prepare course schedules. Prepare and supervise the creation and preparation as well as the marking process of language examinations and tests. Participate actively in the recruitment of language teachers, as needed, and set-up teachers’ evaluation measures, processes and tools, and supervise the work of teachers, and suggest training for them.
Assist in preparing policy papers, position papers and briefing notes on issues related to examinations and tests, as well as on learning and development topics.
Create language learning material, develop the language curriculum to target the needs of staff, prepare the design of courses, workshops and other learning activities (including tailor-made courses) and ensure that appropriate methodologies are used.
Prepare various written outputs, e.g. draft background papers, analysis, sections of reports and studies, inputs to publications, statistics and reports.
Provide inputs to the preparation of the proposed programme budget for training and development; monitor the use and allocation of funds and prepare budgetary reports.
Bring up-to-date knowledge and keep abreast of developments in various areas of staff development and learning technologies.
Provide substantive support to the design and implementation of the Service Excellence Training.
Collect and analyze data to identify trends or patterns and provide insights through graphs, charts, tables and reports using data visualization methods to enable data-driven planning, decision-making, presentation and reporting.
Perform other work-related tasks, as assigned.

Competencies

Professionalism: Has knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Has knowledge of management and implementation of learning programmes, capacity development and training practices, including e-learning. Is able to identify issues, formulate opinions, make conclusions and recommendations. Has ability to analyze and interpret data in support of decision-making and convey resulting information to management. Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work. Planning and Organizing: Develops clear goals that are consistent with agreed strategies. Identifies priority activities and assignments; adjusts priorities as required; allocates appropriate amount of time and resources for completing work; foresees risks and allows for contingencies when planning; monitors and adjusts plans and actions as necessary; uses time efficiently. Client orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client. Managing Performance: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.

Education

An advanced university degree (Master’s degree or equivalent) in human resources management, business or public administration, social sciences, education 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 coaching certificate is desirable.

Work Experience

A minimum of five years of progressively responsible professional experience in human resources management, administration, capacity development and training in operational support or a related area, is required. Work experience in overseeing and guiding a small team is required. Direct work experience in the area of staff development is required. Work experience in the evaluation and impact assessment of training programmes is desirable. Work experience in curriculum development and developing e-learning language programmes for adults is desirable. Experience in coaching and delivering coaching is desirable. Working experience with technology enhanced learning solutions including Virtual Learning Environments, Learning Management Systems, mobile learning, e-learning mobile learning is desirable. Experience in data analytics or related area and an ERP system is desirable.

Languages

Language	Reading	Writing	Listening	Speaking
English	UN Level II	UN Level II	UN Level II	UN Level II

Assessment

Evaluation of qualified applicants may include a substantive assessment and a competency-based interview.

Special Notice

This temporary position is financed from extrabudgetary resources and is available until 31 August 2027. Actual filling of this position and actual duration of the assignment is subject to availability of funding. If the selected candidate is an internal staff member from the United Nations Secretariat, the selection may be administered as a temporary assignment. While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period, will normally be at a staff member’s personal grade and has no bearing on the future incumbency of the post. Payment of Special Post Allowance (SPA) to the post level may be considered after three months subject to certain conditions. Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation. Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service. At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity. All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application. The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position. Vienna is classified in the H category (family duty station).

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment. Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. By accepting a letter of appointment, staff members are subject to the authority of the Secretary-General, who may assign them to any of the activities or offices of the United Nations in accordance with staff regulation 1.2 (c). Further, staff members in the Professional and higher category up to and including the D-2 level and the Field Service category are normally required to move periodically to discharge functions in different duty stations under conditions established in ST/AI/2023/3 on Mobility, as may be amended or revised. This condition of service applies to all position specific job openings and does not apply to temporary positions. Applicants are urged to carefully follow all instructions available in the online recruitment platform, inspira, and to refer to the Applicant Guide by clicking on “Manuals” in the “Help” tile of the inspira account-holder homepage. The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application. All external candidates recruited in accordance with section ‎2.2 (a) of ST/AI/2025/3 for a fixed term appointment without limitation and all external candidates recruited in accordance with section 2.2. (c) of ST/AI/2025/3 for a fixed term appointment limited to the entity are subject to an initial probationary period of one year under a fixed-term appointment. Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee

THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.

Human Resources Officer (Learning and Development) - Temporary