Head People Planning and Performance

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.  

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.

Design and implement an enhanced performance management framework by; 

• (i) strengthening the capacity of people managers to manage all aspects of individual performance effectively including underperformance, 

• (ii) 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 

• (iii) 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.

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.