Org. Setting and Reporting

This position is located in the Organizational Development Section (ODS), Strategic Talent Management Service (STMS), Global Strategy and Policy Division (GSPD), Office of Human Resources (OHR), Department of Management Strategy, Policy and Compliance (DMSPC). The incumbent reports directly to the Chief, ODS. ODS manages a wide range of the Organization's learning and development programmes, for staff at all levels. These programmes are aimed at developing core values, core and managerial competencies and promoting a shared organizational culture and values. In addition, ODS is responsible for the coordination of opportunities offered to staff for the upgrading of their substantive and technical skills.

Responsibilities

Within limits of delegated authority, the Staff Development Officer will be responsible for the following duties: General

Develops and implements new human resources policies, practices and procedures to meet the evolving needs of the Organization.
Monitors and ensures the implementation of human resources policies, practices and procedures related to learning and career satisfaction.
Keeps abreast of developments in the area of learning and career satisfaction
Prepares reports and participates and/or leads special human resources project.
Plan, organize, manage and supervise the work of the Leadership team in ODS. Leadership and Management development
Assesses and analyzes leadership and managerial development needs across the Organization, designing targeted programmes to strengthen leadership capabilities at all levels.
Implemente the Senior Leadership Support Programme (SLSP 2.0) in collaboration with internal and external stakeholders.
Facilitates the work of the Community of Practice Working Group on Leadership to identify, plan and implement joint leadership development initiatives with UN agencies, funds and programmes.
Provides advice to senior leaders and managers on leadership development, team effectiveness, and sound management practices.
Supports organizational development initiatives, with a focus on leadership culture, change management, and strengthening managerial accountability.
Promotes and coordinates the application of the Learning Needs Analysis Toolkit and Learning Evaluation Framework across the Secretariat to ensure evidence-based learning design and impact assessment.
Evaluates the effectiveness and impact of leadership and management programmes across the Secretariat and recommends improvements to enhance coherence and maximize organizational impact. Other duties
Supervises and monitors the work of the junior human resources officers in undertaking the full range of human resource management activities.
Prepare policy papers, position papers and briefing notes on issues related to learning and development.
Coordinates and participates in inter-agency meetings related to learning and development, organizational development and career satisfaction

Competencies

PROFESSIONALISM: Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. 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. 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. CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks “outside the box”; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.

Education

An advanced university degree (Master’s or Doctorate degree, or equivalent) in education, learning development, human resources management business or public administration, social sciences or related field is required. A first-level university degree (Bachelor’s degree or equivalent) in the specified fields of studies with two additional years of relevant work experience may be accepted in lieu of the advanced university degree.

Work Experience

A minimum of seven years of progressively responsible experience in human resources management, administration or related area, including designing learning programmes using a variety of learning methodologies (including online, social, face-to-face and blended learning) is required. Experience in conducting learning impact assessment and needs assessments is desirable. Experience in applying behavioural science in learning 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 candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

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. 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. For this position, applicants from the following Member States, which are unrepresented or under-represented in the UN Secretariat as of 28 February 2026, are strongly encouraged to apply: Afghanistan, Andorra, Angola, Antigua and Barbuda, Belize, Brunei Darussalam, China (People's Republic of), Cuba, Democratic People's Republic of Korea, Dominica, Equatorial Guinea, Grenada, Indonesia, Israel, Japan, Kiribati, Kuwait, Lao People's Democratic Republic, Liberia, Libya, Liechtenstein, Luxembourg, Marshall Islands, Micronesia (Federated States of), Monaco, Nauru, Oman, Palau, Papua New Guinea, Paraguay, Qatar, Saint Vincent and the Grenadines, San Marino, Saint Lucia, Sao Tome and Principe, Saudi Arabia, Singapore, Slovenia, Solomon Islands, Timor-Leste, Turkmenistan, Tuvalu, United Arab Emirates, United States of America, Vanuatu.

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.