Tiered Approach

In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:

Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.

Background

Within the Bureau for Management Services, the Office of Human Resources provides strategic leadership and advisory services to enable UNDP to attract, develop, engage and retain the people required to deliver on its mandate. The People Experience, Performance and Culture Unit (PEPCU) leads UNDP-wide approaches to employee experience and engagement, performance management, culture, respectful workplaces, and duty of care, including mental health and well-being.

The Mental Health and Well-being Team develops and coordinates organization-wide initiatives that prevent and address psychosocial risks, promotes a healthy and inclusive working environment, and enables personnel and managers to access timely information, resources and support. Its work is aligned with UNDP's People for 2030 Strategy, the United Nations System Mental Health and Well-being Strategy, and applicable ethical, confidentiality and data-protection standards.

The UNDP Well-being Coordinator supports two core pillars of the Well-being Function: Psychosocial Risk Management and Early Intervention, and Access to Psychosocial Support Services. The role coordinates psychosocial risk monitoring and follow-up, including analysis of Well-being Index and service-utilization data, identification of emerging risks and service gaps, and support to targeted intervention planning with offices, bureaux, business partnering team and other stakeholders. It also facilitates timely and equitable access to confidential psychosocial consultations, short-term support, referrals, care navigation, manager and HR consultations, and deployment-related psychosocial resources. The role contributes to limited individual or group psychosocial support, as well as the programme’s prevention, communications or learning portfolios.

Duties and Responsibilities

1. Coordinate psychosocial risk management and early intervention

Coordinate collection, validation and analysis of Well-being Index, service-utilization and other relevant data to identify psychosocial risk trends, offices requiring attention and emerging service gaps.
Maintain a structured risk-monitoring process, including risk flags, office profiles and follow-up records, in line with confidentiality, data-protection and records-management requirements.
Support consultations with Country Offices, Regional Bureaux, HR Business Partners, managers and staff counsellors to understand identified risks and contextual factors.
Coordinate the development, documentation and follow-up of targeted psychosocial risk mitigation and early-intervention plans, escalating clinical or organizational concerns to the appropriate technical lead.
Prepare quarterly psychosocial risk reports, leadership and HR briefings, dashboards and recommendations to support timely organizational decision-making.

2. Coordinate access to psychosocial support services

Serve as a confidential coordination point for personnel, managers and HR colleagues seeking psychosocial consultation, information or support, and facilitate timely access to the appropriate service.
Conduct initial psychosocial needs screening within professional competence, identify urgency and appropriate next steps, and escalate high-risk, complex or clinical cases to staff counsellors or emergency services in accordance with established protocols.
Coordinate short-term psychosocial support pathways, referrals and care navigation to internal and external providers, including follow-up on access barriers and continuity of support.
Maintain accurate, secure and confidential records of support requests, referrals, utilization and follow-up, ensuring appropriate separation of personal case information from aggregate programme reporting.
Coordinate pre-deployment psychosocial briefings, resilience resources and referral information for personnel serving in high-risk or challenging operational contexts, in collaboration with the designated service provider and relevant units.

3. Manage service data, monitoring and reporting

Maintain service-utilization, referral and case-management datasets and apply quality-control procedures to ensure completeness, consistency and confidentiality.
Develop and maintain indicators, dashboards and reporting processes covering demand, access, response times, utilization, referral outcomes and geographic equity.
Analyse quantitative and qualitative evidence to identify demand patterns, service gaps and emerging psychosocial risks, while safeguarding anonymity in organizational reporting.
Prepare concise statistical reports, briefing notes and presentations for management and contribute relevant inputs to corporate well-being reporting.
Use feedback and evaluation findings to recommend improvements to risk-monitoring processes, referral pathways, resource allocation and service accessibility.

4. Coordinate service delivery arrangements, partnerships and resources

Coordinate external providers and internal partners supporting counselling, referrals, deployment support and other psychosocial services, and monitor service standards, coverage and follow-up.
Maintain and periodically update the Referral and Care Navigation Framework, including clear pathways for routine, urgent, specialized and location-specific support, as needed.
Maintain the Psychosocial Support Resource Hub with approved self-help materials, service information, referral guidance and deployment-related resources.
Support service administration, including provider coordination, procurement, budget monitoring, documentation for payments and identification of delivery risks requiring management attention.

5. Contribute to prevention, communications, learning and broader programme delivery

Contribute technical and coordination inputs to organization-wide prevention and mental health literacy initiatives led under other pillars of the Well-being Function.
Support the development and delivery of awareness campaigns, such as October Mental Health Day, global well-being communications, webinars, learning sessions and practical resources for personnel and managers.
Provide evidence from psychosocial risk monitoring and service-utilization trends to inform prevention priorities, learning content and targeted communications, while safeguarding confidentiality and anonymity.
Assist with stakeholder coordination, event logistics, resource development, reporting and other programme responsibilities required to deliver the broader Well-being Function workplan, as needed.

The incumbent performs other duties within the functional profile as deemed necessary for the efficient functioning of the Office and the Organization. Subject to professional qualifications, established protocols and available capacity, this may include brief individual or group psychosocial support, initial assessment and referral. The role does not independently manage emergencies, complex clinical cases or long-term counselling.

6. Institutional Arrangement

The Well-being Coordinator will report to the HR Specialist - Mental Health and Well-being Team Lead BMS/OHR/PEPCU.

Competencies

Core

Achieve Results: LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work.

Think Innovatively: LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking.

Learn Continuously: LEVEL 2: Go outside comfort zone, learn from others and support their learning.

Adapt with Agility: LEVEL 2: Adapt processes/approaches to new situations, involve others in change process.

Act with Determination: LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously.

Engage and Partner: LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships.

Enable Diversity and Inclusion: LEVEL 2: Facilitate conversations to bridge differences, considers in decision making.

Cross-Functional & Technical competencies

Business Direction & 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.

Business Direction & Strategy - Effective Decision Making:

Ability to take decisions in a timely and efficient manner in line with one’s authority, area of expertise and resources.

Business Development - Human-centered Design

Ability to develop solutions to problems by involving the human perspective in all steps of the problem-solving process.

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 - Risk Management

Ability to interact with different levels of management and across different agencies and offices to obtain information, develop legal approaches and resolve issues, this skill includes liaison with counterparts and determining the best sequence in which to pursue an issue, were information, particularly for UNDP, may be across different independent UN agencies.

Legal - Managing Client Relations

Ability to interact with different levels of management and across different agencies and offices to obtain information, develop legal approaches and resolve issues, this skill includes liaison with counterparts and determining the best sequence in which to pursue an issue, were information, particularly for UNDP, may be across different independent UN agencies.

HR Talent Management - Employee Engagement

Knowledge of theories and models of human motivation and engagement including the predictors of employee engagement;
Knowledge of and ability to guide application of tools, techniques, and processes to increase employee engagement;
Knowledge of tools and methodologies to measure employee engagement and to identify its specific drivers;
Knowledge of tools and methodologies to ensure regular engagement with personnel on key workplace matters, with a view to identifying the most pressing workplace issues.

Required Skills and Experience

Education:

Advanced University Degree (master’s degree or equivalent) in Clinical or Organizational Psychology, Counselling, Social Work or Psychiatry required. OR
A first-level university degree (bachelor’s degree) in the above-mentioned fields of study, in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.

Min. years of relevant Work experience

Minimum 2 years (with master’s degree) or 4 years (with bachelor’s degree) of relevant experience in psychosocial programming, psychosocial risk monitoring, mental health service coordination, counselling, referral management or closely related work.

Required skills

Experience in psychosocial risk assessment, needs analysis, early-intervention planning or the interpretation of workforce well-being data.
Experience coordinating confidential psychosocial support requests, referrals, care navigation and follow-up across multiple locations or service providers.
Knowledge of professional ethics, confidentiality, safeguarding, data protection and escalation protocols applicable to psychosocial services.
Strong analytical, coordination, documentation and reporting skills, including the ability to translate evidence into practical recommendations for offices, managers and HR stakeholders.

Desired Experience, Knowledge, and skills

Experience with the UN system, international organizations or geographically dispersed workforces.
Experience using surveys, dashboards or case-management systems to monitor psychosocial risk, service demand, access and outcomes.
Training or certification in trauma-informed practice, psychological first aid, suicide-risk response, case management or cross-cultural counselling.
Experience coordinating psychosocial support for personnel in high-risk, crisis or deployment contexts.

Required Language(s) (at working level)

Fluency in English is required.
Fluency in French is desired.
Working knowledge of other UN language is an asset.

Professional Certificates

Registration/License as a mental health professional in the country of origin or elsewhere is required.

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.

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.

Use of AI by candidates

Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection

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Well-being Coordinator [Open to internal and external applicants]