Learning and Development Manager

UNICEF, New Delhi, India

Skill Required:, Corporate Social Responsibility (CSR)Project Management
Preferred Experience: 
7 to 10 Year
Closing Date for Applications: 
21st April, 2020

Job Description

Organizational Context:

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 74 years working in continuously improving the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence, with goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights, especially the most disadvantaged.

The post of Learning and Development Manager, P-4, is established in the India Country Office (ICO) Human Resources Section and reports to the Chief Human Resources Services, P-5. The post holder may directly supervise national staff members in the professional (NO-A/NO-B) and general services (GS-6/GS-7) categories, and occasionally individual and/or corporate consultants/contractors. He/she will also collaborate with relevant Regional Office and Headquarters colleagues on regional/global learning initiatives.

Purpose of the job:

Under the general guidance of the Chief Human Resources Services, the Learning and Development Manager will be responsible for the planning, design, implementation, monitoring and evaluation of organizational learning and development programmes, in alignment with India Country Office’s key strategic priorities. He/she will work closely with the Senior Management, Section Chiefs and the Human Resources Development Committee (HRDC), as well as other relevant stakeholders, to conduct needs assessments and prepare learning and development strategies/plans to meet the Office’s current and evolving programmatic/operational needs. This entails building internal/external partnerships to design and implement state-of-the-art learning and development programmes, including innovative approaches to learning and development. He/she will also oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in ICO’s annual learning plan.

Key functions, accountabilities and related duties/tasks:

Learning and Capacity Development:

  • In close collaboration with the Senior Management, Section Chiefs and the Human Resources Development Committee (HRDC), as well as other relevant stakeholders, conduct learning needs assessments and prepare learning and development strategies/plans in line with ICO’s key strategic priorities to meet current and evolving programmatic/operational needs;
  • Build partnerships with academic institutions, UN agencies, external experts, NGOs, CSOs and private sector organizations to design and implement state-of-the-art learning and development programmes, including innovative approaches to learning and development; and share best practices on evolving trends on learning and development;
  • Oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in ICO’s annual learning plan;
  • Work closely with Section Chiefs, Chiefs of Field Offices and Learning Focal Points for to ensure an effective coordination of learning/development investments, thus preventing gaps, overlaps, duplication of efforts, and ensure that expenditures are in line with approved budget;
  • Oversee the evaluation of learning/training programmes to ensure compliance with desired quality standards; that they contribute to meeting desired outcomes, returns on investments, and that lessons learned/best practices are reflected in the development of new strategies and plans. Submit/present periodic learning and development programme reports to the HRDC and the Country Management Team (CMT);
  • Provide expert advice/guidance and support to managers/supervisors and individual staff members in determining appropriate resources/programmes to fill specific competency/skill gaps. This may include 360-degree assessments, tailored support, coaching support etc. within the limit of available resources/budget;
  • In collaboration with Senior Management, Section Chiefs, and under the guidance of the Chief of HR, develop and implement capacity building initiatives supporting ICO’s internal succession plan. Compile and analyze data on high potential employees in support of ICO succession management plan;
  • Oversee the selection and supervise external technical resources, including experts and consultants (individual and institutional) to design and/or deliver specific learning/training programmes;
  • Contribute to drafting (or draft as needed) internal guidance documents and/or standard operating procedures for the efficient, effective, consistent and fair administration of learning and development activities;
  • Facilitate and/or coordinate the delivery of training/workshops/staff retreats, as appropriate, making the best use of evolving tools and technologies; and train others to deliver training as and when needed;
  • Advise managers and staff members on the effective application of learning policies/guidelines, and the use of various learning pedagogies, methodologies and tools to achieve desired organizational/individual needs;
  • Provide career support/counselling to staff members and/or, when appropriate, guide to/advise on available corporate resources available at Regional or Global levels.

Management of Unit:

  • Support the Chief of Section in establishing the annual work plan, setting priorities/targets and performance measurements using a result-based management approach;
  • Monitor work progress and ensure results are achieved according to schedule and performance standards;
  • Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the learning and development team to perform their duties responsibly and efficiently.

Technical HR Leadership:

  • Provide technical leadership and sound guidance/advice in all aspects of learning and development; ensuring compliance with principles and concepts, policies, regulations and rules;
  • Implement and monitor the interpretation and application of new human resources policies, practices and procedures in learning and development to meet the evolving needs of the Office, including formulating the position of the Office on policies; and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and the Organization as a whole.

Strategic Human Resources:

  • Liaise with the Regional Office and relevant HQ Sections to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes;
  • Keep abreast of new research, benchmarks, standards, as well as best and cutting-edge practices in learning and development and evaluate their applicability/adaptability in ICO context;
  • Establish partnerships with leading academic institutions and organizations to design/develop innovative learning and development solutions to meet the evolving needs of ICO, and with the potential of scaling them up within the Region or the Organization;
  • Contribute to the design of organizational and staffing structures, including the evaluation of capacity building and change management initiatives required for their effective implementation.

HR Data Analytics:

  • Compile, interpret and analyze data/reports to help inform decision making on learning and development strategies;
  • Develop data collection systems to optimize the quality of metrics, analytics and report.

Impact of Results:

  • The work impacts the development of new and/or modifications of existing policies, practices and techniques as well as the revision of learning and development work performed at lower levels and taking corrective and adaptive actions.
  • The incumbent is accountable for (a) the design and implementation of cost-effective learning and development programmes aligned with ICO’s key strategic priorities, as well as regional and global priorities; (b) addressing problems involved in formulating the Office’s position on the interpretation and application of policies, regulations and rules to highly contentious cases; (c) satisfying the organizational, programmatic and HR needs related to the field of work; and (d) developing expert advice for the Office that is recognized and accepted as being fully sound.
  • The work is defined by support to India Country Office composed of New Delhi and 13 field locations; yet the impact of work may relate to the UNICEF HR community as a whole; requiring continuous and collaborative exchange of technical expertise with peers and management to ensure it is seen as speaking with one voice.

Values, competencies and level of proficiency required:

Core Values:

  • Care
  • Respect
  • Integrity
  • Trust
  • Accountability

Core competencies (Level 2)

  • Builds and maintains partnerships
  • Demonstrates self-awareness and ethical awareness
  • Drive to achieve results for impact
  • Innovates and embraces change
  • Manages ambiguity and complexity
  • Thinks and acts strategically
  • Works collaboratively with others
  • Nurtures, leads and manages people

To view our competency framework, please click here.

Skills Required:


  • The ability to allocate appropriate time and resources for successful achievement of goals and foresee risks and allow for contingencies when planning.
  • Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.


  • Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
  • Ability to help design and implement innovative learning and development programs within a fast-paced, evolving, and wide organizational setting.


  • Authoritative technical knowledge of the principles and concepts of learning and development.
  • Capacity to adapt policies, approaches and models to meet emerging needs.
  • Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
  • Excellent knowledge of organizational and HR information technology systems and tools.

Interpersonal and Communication:

  • Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
  • Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules, as well as policies.



  • An Advanced University Degree in human resource management, business administration, organizational development, social sciences, international relations, psychology or another related field is required;
  • Additional professional certification/training in the field of learning and development or related field is desirable.


  • At least eight (8) years of professional work experience in learning and development in a global/international organization is required;
  • Strong facilitation skills and track records in learning needs assessment and in the design and implementation of learning and development strategies, including learning impact assessment is required;
  • Good understanding of how adults acquire and use knowledge, including individual and cultural differences in learning; and the ability to develop effective training/learning curricula for adult learners, especially for organizational development and behavior change is an asset;
  • Experience in change management and in developing and sourcing learning programmes for Human Resources is an asset;
  • Knowledge of group and organizational psychology is an asset;
  • Prior experience in executive coaching is desirable.


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