Early Talent Coordinator

Job Title: Early Talent Coordinator

Organization: UNDP

Job Identification: 14513

Location: Copenhagen, Denmark

Apply Before: 11/16/2023, 07:59 AM

Job Schedule: Full time

Grade: P2

Vacancy Type: Temporary

Practice Area: Management

Bureau: Bureau for Management Services

Contract Duration: 364 days

Education & Work Experience: Master's Degree - 2 year(s) experience OR Bachelor's Degree - 4 year(s) experience

Required Languages: English

Desired Languages: French; Spanish

Mobility required/no mobility: no mobility required

Job Description

Background

Diversity, Equity and Inclusion are core principles at UNDP:  we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories. 

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks. 

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs).  With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world pursue peaceful, prosperous lives, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level.  In this context, OHR is focused on the implementation of an ambitious and forward-looking people strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results. 

Through People for 2030, OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP. The second phase of the UNDP People for 2030 Strategy is shortly to be launched. One of the key focus areas of the People Strategy is to attract, select and retain top talent for jobs with UNDP.  It calls for investment in IT solutions for outreach, application and onboarding processes in order to improve the candidate experience, to ensure that top talent is attracted to jobs at UNDP and see their selection and onboarding as part of an unparalleled career experience. 

The Talent Acquisition and People Programme (TAPP) works to enable the development of new strategic staffing and talent acquisition initiatives with a view to build a Centre for Excellence in Talent Acquisition and Management that caters to UN system agency clients as well as other potential partners. TAPP supports talent acquisition strategies, including UNDP’s employer value proposition, recruitment marketing, assessment and selection and on-boarding. 

In addition, TAPP is also responsible for managing externally funded people programmes and early talent programmes. These programmes include the Junior Professional Officer, Specialist for Development, Senior Technical Expert Programme, Graduate Programme as well as internship and fellowship programmes. TAPP provides end to end HR services to donors, UN agencies and staff members hired under these programmes. Services include HR administration, recruitment, advisory, learning and career development support.

Position Purpose: 

The Early Talent Coordinator acts as a focal point for UNDP’s early talent programmes and coordinates the implementation of the Graduate Programme, including design and implementation of talent acquisition strategies, The Early Talent Coordinator acts as a focal point for UNDP’s early talent programmes and coordinates the implementation of the Graduate Programme, including design and implementation of talent acquisition strategies, selection and on-boarding, learning and development, and act as a focal point for all activities and queries related to the Programme. 

The incumbent reports to the Chief of TAPP and is a team member of the TAPP team located in Copenhagen.

The Early Talent Coordinator promotes a collaborative and client-oriented approach, and collaborates with OHR units, Global Shared Services Centre (GSSC), Burau for Management Services (BMS), Regional and Central Bureaus, as well as Country Offices to support early talent initiatives and the implementation of the Graduate Programme. 

Duties and Responsibilities
Graduate Programme management 

• Plans and monitors the implementation of the Programme.
• Prepares regular progress reports to senior management, Programme Board and key stakeholders.
• Manages engagement and communications with receiving offices, including mobilization of positions for the Programme and monitoring of existing positions.
• Acts as secretary of the Graduate Programme Board.
• Liaises with GSSC on HR administrative matters related to deployment, on-boarding and assignment of participants. 
• Coordinates review of the pilot of the Graduate Programme and prepares proposal for continuation and institutionalization of the Programme. 
• Prepares and supports retention strategy. 

Early talent HR services 

• Analyzes and provides input to initiatives and strategies to optimize young talent employee experience. 
• Coordinates design and delivery of innovative on-boarding programme for young talent offering engaging employee experience.
• Coordinates and oversees implementation of learning and development programme in close collaboration with TDU.
• Supports delivery of HR administrative services to young talents, including graduates
• Acts as focal point for graduates on matters related to entitlements, on-boarding, learning and development.
• Liaises with hiring offices on all matters related to the graduate assignment, including design of job descriptions, selection of candidates, benefits and entitlements, performance management and career development.
• Coordinates activities to support graduate supervisors.

Early talent acquisition 

• Analyzes and provides input to initiatives and strategies to optimize early talent candidate experience and strengthen UNDP’s capabilities in attracting, assessing, and selecting diverse early talent. 
• Coordinates design and implementation of attraction and selection strategy for second phase Graduate Programme. 
• Coordinates Graduate Programme pools for ongoing and new cohorts. 
• Coordinates design and implementation of early talent outreach strategies, including outreach and social media campaigns, community-building and working closely with UNDP country offices in target locations.
• Coordinates young talent recruitment campaigns as needed. 
• Supports implementation of young professionals’ assessment and selection framework, including piloting new ways of assessing and selecting young talent for entry-level positions.  

Competencies
Core - CoreBehaviouralCompetencies.pdf (undp.org)

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 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 - Partnership Management

• Ability to build and maintain partnerships with wide networks of stakeholders, Governments, civil society and private sector partners, experts and others in line with UNDP strategy and policies.

Business Management - Project management    

• Ability to plan, organize, prioritize and control resources, procedures and protocols to achieve specific goals.

HR - Talent acquisition - Assessment and selection

• Knowledge and ability to apply various candidate assessment and selection methodologies, tools and platforms.
• Ability to effectively align them with specific recruitment needs.

HR - Talent acquisition - Talent sourcing and outreach   

• Knowledge of and ability to develop and implement strategies, mechanisms and platforms to ensure the effective outreach to the relevant segments of the labour market, active and passive candidates internally and externally.

HR – Talent Management - Diversity and inclusion          

• Ability to design and deliver diversity and inclusion approaches; ability to integrate diversity and inclusion considerations into the specific people and organisational strategies, policies and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination. 
• Knowledge of practical ways to increase participation of underrepresented groups in the workforce.
• Knowledge of inclusive workplace practices and behaviours

HR - Compensation/remuneration - Managing compensation and benefits

• Ability to design compensation plans which are aligned to current and future organization needs and market conditions. 
• Knowledge of and ability to apply the ICSC compensation methodologies and principles. 
• Knowledge of and ability to design benefits-related processes, programmes, and tools, including benefit enrolment and amendments.  

Required Skills and Experience 

Education:

• Master’s Degree in Business Administration, Human Resources Management, Social or Political Sciences or related field, or 
• Bachelor’s Degree in Business Administration, Human Resources Management, Social or Political Sciences or related field with additional two years of relevant work experience. 

Experience:

• Minimum 2 years of relevant work experience with Master’s Degree, or 4 years with Bachelor’s degree, in human resources management, talent management, or development programme management. 
• Experience from the UN / international sector would be desirable.
• Experience with early/young talent acquisition and development would be a desirable 
• Experience with programme management in a global context would be desirable.
• Knowledge of ERP Human Resources Management systems, preferably Oracle, would be a strong asset.

Language Requirements:

• Fluency in English is required. 
• Working knowledge in French or Spanish would be a strong asset. 

Disclaimer

Important information for US Permanent Residents ('Green Card' holders) 

Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application for US citizenship prior to commencement of employment. 

UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.

Applicant information about UNDP rosters

Note: 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.

Non-discrimination

UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.  

UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status. 

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