The Head of People Planning and Performance provides global strategic direction through leadership and supports the execution of all talent processes, programs, and performance management activities.
As the leader of this People and Culture stream, the incumbent works collaboratively with other areas of HR and regional offices to directly manage the development needs of critical roles while also coordinating, monitoring and measuring the impact of talent and performance initiatives and programs globally.
The Head of People Planning and Performance, partners with other members of the leadership team to strengthen the culture of high-performance and continuous development, as well as ensure continuity and consistency of people planning & performance management deliverables.
Integrated Talent and Performance Management Strategy
Organization Design and Workforce Planning
Performance Management Framework
Onboarding and Career Development
Integrated Talent and Performance Management Strategy:
Lead, manage, mentor, coach, and direct a team responsible for all global talent and performance management standards, programs, processes, and initiatives.
Develop the overall strategic direction and roadmap for talent and performance management.
Participate in strategic planning discussions and in partnership with business leaders, lead discussions related to critical role identification and development.
Organization Design and Workforce Planning:
Lead the design, implementation and continuous improvement of UNOPS’ organization design methodology. Advise PCG Director on structural options and realignments which are relevant to the strategic opportunities facing the organization and drive sustainable organization performance.
Oversee the design and implementation of a skills-based approach to workforce planning which is integrated to UNOPS’ multi-year strategic plan and facilitates effective talent management decisions.
Collaborate with the Change team to integrate organization design and change management initiatives, ensuring personnel are prepared and engaged during periods of organizational change.
Collaborate with senior leaders to ensure that organization structures support strategic goals and facilitate clear communication.
Develop communication plans and strategies to manage change effectively.
Ensure all talent data is collected, analyzed, maintained, and utilized as inputs into key talent processes and programs (i.e. succession planning, talent, and leadership development programs)
Oversee reporting and translate the data into insights through a talent dashboard that can be used to drive deliberate actions focused on addressing key talent gaps
Develop strategies to address talent gaps and staffing needs
Stay current with emerging practices in the professional field of Organization Design & Development through participating in UN networks and forums, sharing best practices with peers.
Performance Management framework
strengthening the capacity of people managers to manage all aspects of individual performance effectively including underperformance,
implementing meaningful, regular dialogues between managers and personnel whereby the focus of performance management shifts from assessment and compliance to ongoing support and coaching for development and
diagnosing and redesigning the UNOPS Performance management policy, system, guidance and tools for staff and other personnel to strengthen the objectivity, credibility and reliability of the performance management framework and ensure alignment with the UNOPS competency framework.
Develop and implement performance mechanisms, including setting performance goals, regular evaluations, and feedback mechanisms.
Contribute to the design of communication material and design campaigns around Performance management.
Onboarding and Career Development:
Pro-actively shape the organization’s approach to career development
Design, implement and oversee programmes aimed at supporting the career development of specific groups of personnel, e.g. national personnel
Develop talent development and career progression programs to nurture the growth of high-potential personnel within the organization
Develop and oversee a comprehensive onboarding program to ensure new personnel are integrated smoothly into the organization.
Coordinate onboarding activities, including orientation sessions and mentorship programs.
Advanced university degree (Master’s degree or equivalent) preferably in Human Resources or related disciplines.
Two (2) additional years of relevant experience in combination with a relevant first-level university degree (Bachelor’s or equivalent) as a substitute to the requirement of a Master’s degree.
Internationally recognized HR professional or Talent Management certification is a plus.
10 years’ experience working in Human Resources, including the following:
Minimum of 5 years of formal leadership experience.
Demonstrated experience in designing, implementing and integrating talent management programs covering several of the following areas: performance management, talent reviews, talent development, coaching, workforce planning, succession planning and relationship management within international/ multinational organizations is required.
Experience in capturing metrics and producing various employment reports is required.
Experience in People and workforce assessments, managing mobility programs, and data analytics is desired.
Experience in change management and/or program management is desired.
Full working knowledge of English is essential.
Knowledge of another official UNOPS language is an asset.