Talent Management and Performance Officer, P3, Budapest

UN High Commissioner for Refugees

Organizational Setting and Work Relationships

The Talent Management and Performance Officer supports Global Learning & Development Centre’s mission to deliver an integrated talent and performance management strategy that creates an enabling environment for performance accountability and empowerment for talent development. Talent development and Performance management focuses on three main areas, Talent Planning & Communication, Organizational Capability & Performance, and Talent Identification Development & Engagement.

The Talent Management and Performance Officer specializes in Human Resources, addressing interconnected activities around talent management, performance assessment and enhancement, career development and engagement, as well as supporting UNHCR¿s talent and workforce development. The position is normally located at Headquarters in the Division of Human Resources (DHR), within the Global Learning and Development Centre.

The job requires the incumbent to work internally with other units and GLDC sections, as well as with other areas within DHR. Position may also include interacting with Field based Managers, Directors of Divisions and Regional Bureaux, LAS, IGO and the Ombud’s Office.

In addition, s/he will work with external service providers ¿ vendors, consultants, contractors, etc. and be responsible for preparing proposals for acquiring goods and services.

Talent Management and Performance Officer normally reports to a Head of Unit. The job may have direct supervisory responsibility.


– Contribute to the development and implementation of human resources practices, procedures and policies pertaining to career development, talent and performance management.

– Support talent and performance development capacity building activities in close liaison with other sections, managers and field HR teams.

– Deliver training both through webinars and face to face training activities on talent management, performance and career development topics.

– Manage the performance and career development aspects of succession planning and talent management including coaching of identified staff members on their career plans.

– Conduct regular analysis of pertinent statistical data to identify trends and developments related to talent and performance management.

– Generate Talent and Performance Development tools for HR teams in the field, and Managers to empower workforce members in performance and career development.

– Work on change management initiatives to promote an organizational culture where the development of staff is a shared priority of staff, their managers and the organization, and where staff are committed to generating the highest standard of talent and performance.

– Perform other related duties as required.

Talent Planning & Career Support

– Implement the framework for having career development mechanisms and resources across the whole organization, with a focus on field-based staff.

– Identify and roll out career development self-assessment and learning resources in relation to the employee lifecycle.

– Support career development programs, with a focus on local staff.

– Liaise with the functional learning units¿ career focal points and divisions to define and enhance the communication career development opportunities.

– Coordinate with other GLDC sections on building career development capacity in Managers and HR in the field.

– Provide input on HR policies influencing career development opportunities.

Organizational Capability & Performance Management

– Support the performance management model implementation for the organisation and overseeing the roll out of the Performance Management Module in the new ERP – Workday Platform

– Participate in driving performance excellence in UNHCR through training managers and HR practitioners on effective performance management and by implementing systems that simplify the performance management process and reinforce staff development, honesty and fairness.

– Analyze people-related data and trends to better understand drivers of performance and put in place systems and frameworks to support a high-performance culture.

– Liaise with various stakeholders within the Human Resources team to solicit input and feedback to continuously enhance processes and efficiencies and achieve the objectives of performance management

– Provide Policy advice, guidance and support to staff on various aspects of talent and performance management.

Talent Identification Development & Engagement

– Identify the capabilities needed to meet the current and emerging UNHCR needs; evaluate current talent capabilities, identify gaps, and prioritize recruiting and development activities.

– Establish systematic linkages with other partners in DHR (e.g. HR Operational Partnership Service and the Assignments and Talent Mobilization Service) and with the management in bureaux and operations, to ensure a holistic approach to overall workforce planning, and assignments of staff in UNHCR.

– Provide input on the harmonization of policies, guidelines, and administrative instructions related to various areas of talent development (e.g. the UNHCR Learning Policy, performance management policy, and flexible work arrangements, Recruitment & Assignments).

– Work on initiatives to measure and identify areas for increasing employee engagement.

Minimum Qualifications

Years of Experience / Degree Level

For P3/NOC – 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree

Field(s) of Education

Human Resources Management; Social Sciences; Law;

Political Sciences; Organizational Development; or other relevant field.

Relevant Job Experience


Knowledge and experience in engagement, change management, people development, talent development for at least 5 years. Knowledge and practical experience in a professional capacity in a Human Resources in two or more of the following areas: (succession planning, organizational development, talent and performance management, recruitment and engagement).


Knowledge of UN/UNHCR field operational realities, especially in hardship duty stations. Field experience with UNHCR and/or with other humanitarian organizations. In-depth knowledge of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system. High degree of organizational and cultural awareness, sensibility and the highest level of discretion, tact and confidentiality. Demonstrated interest in talent development and training.

Desired Candidate Profile

Knowledge and proven experience in a professional capacity in a Human Resources in two or more of the following areas: (strategic workforce planning and succession planning, organizational development, talent development, recruitment and engagement);

Strong communication skills in both written and oral;

Strategic thinking and experience in project management;

Ability to successfully work as part of the team and work in changing environment;

Proven planning skills and analytical thinking;

Ability to establish and nurture partnerships;

English language required. Any other UN language is highly desirable.

Operational context

Nature of Position:

The position is part of the Division of Human Resources (DHR), a strategic, trusted and innovative partner in enabling UNHCR to protect and respond to persons of concern by attracting, motivating, retaining and developing a talented, diverse and agile workforce, while nurturing a culture of excellence, respect and wellbeing for all.

The position reports to the Head of Talent Identification Unit P4.

UNHCR is committed to ensure we have a strong pipeline of internal and external talent for senior leadership roles across UNHCR. Succession planning helps UNHCR close the talent gap by:

a) establishing a strategic overview of existing talents in the organization;

b) better preparing leaders for executive roles;

c) accelerating the development of high potential professionals;

d) gaining strategic flexibility by identifying and assigning the best people to deliver value;

e) retaining talent and developing internal leaders and e) actively connecting the talent plan to business strategy.

The primary objective of this role will be to work closely with the head of unit to develop frameworks and programs to identify senior talent needs in the organization and to run a pilot program for succession planning.

The incumbent will work closely with strategic workforce section in supporting strategic workforce planning and organizational effectiveness and ultimately lead to a robust succession framework for UNHCR’s senior talent group. In addition, the incumbent will work closely with Talent Planning and Careers unit and Talent Management and Performance unit in identifying high performing staff and creating and delivering targeted career development solutions.

How to apply

For a full job description and to apply, interested candidates are requested to visit https://bit.ly/3YPUrXD

The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.

Please note that UNHCR does not charge a fee at any stage of its recruitment process (application, interview, meeting, travelling, processing, training or any other fees).

Closing date of receipt of applications: 11 January 2023 (midnight Geneva time)

Closing date: 11-Jan-23