Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) in the Bureau for Management Services (BMS 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 a corporate level.  In this context, OHR is focused on the implementation of an ambitious and forward-looking four-year 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. In this renewed and dynamic framework, OHR is seeking high-caliber human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to support the development of a culture characterized by innovation, respect, agility and a focus on delivering transformative outcomes.

In this context and under the overall guidance of the Chief of the People Performance Unit, the HR Specialist- Respectful Workplace and Employee Relations will make a critical contribution to further strengthening the overall organization culture by promoting civility in the workplace, respect, and freedom from fear, ensuring that all personnel feel valued and empowered to contribute their best work. Rooted in principles of respect, fairness, and psychological safety, this role will aim to promote an open dialogue, accountability, and trust across all levels of the organization, ensuring that all personnel feel safe, valued, and empowered to voice concerns, share ideas, collaborate, and thrive.

UNDP can only achieve its mission when all personnel feel safe, valued, and empowered to contribute their best work in an environment rooted in fairness, trust, and accountability. Ensuring a workplace where concerns are addressed transparently, professional conduct is upheld, and all perspectives are respected is essential to fostering engagement and performance. This role will be key in strengthening workplace relationships, promoting a culture of open dialogue, and advancing key priorities of the People for 2030 Strategy, particularly those focused on fostering a supportive and principled work environment free from any forms of harassment and discrimination.

• Lead the design and implementation of policies, programs and targeted initiatives to advance equal opportunities for all in the workplace
• Lead efforts to strengthen UNDP’s efforts in fostering a workplace culture rooted in respect, fairness, and psychological safety
• Lead establishment and implementation of accessible, high-quality support services for employees facing workplace concerns, including guidance on professional conduct, respectful and value driven workplace practices.
• Working closely with the Executive Office, Office of Audit and Investigations, Office of Legal Services, Office of the Ombudsman, HR Business Partners, and the Ethics Office, lead the design and implementation of knowledge, capacity building and accountability initiatives that promote workplace respect, prevention of misconduct and all forms of discrimination.

UNDP adopts a portfolio approach to accommodate changing business needs and leverage linkages across interventions to achieve its strategic goals. Therefore, UNDP personnel are expected to work across units, functions, teams, and projects in multidisciplinary teams to enhance and enable horizontal collaboration.

1)   Lead the design and implementation of policies, programs and targeted initiatives to advance equal opportunities for all in the workplace.

• Lead the design and implementation of targeted equal opportunity strategies, programs and initiatives aimed at promoting fairness, civility, and respect across the organization.
• In collaboration with the HR Policy Team and other key stakeholders, lead efforts that ensure effective implementation of UNDP’s Policy on Harassment, Sexual Harassment, Discrimination, and Abuse of Authority, ensuring alignment with related procedures, programs, and reporting mechanisms.
• Analyze relevant workforce and survey data to identify gaps and deploy actionable interventions that improve equal opportunities, civility, respect, transparency and freedom from fear.
• Lead efforts to integrate fairness, equal opportunities, transparency, and respect into talent management processes.
• Develop and implement monitoring systems to assess respectful workplace initiatives, track and report on progress through key metrics, and use findings to refine programs and sustain improvements.
• Participate in relevant interagency networks to contribute to system-wide harmonization and collaboration on misconduct and respectful workplace culture initiatives.

2)   Lead efforts to strengthen UNDP’s efforts in fostering a workplace culture rooted in respect, fairness, and psychological safety

• Design and lead implementation of workplace culture and behavior change initiatives that promote respect, civility, psychological safety and a speak up culture across teams and leadership levels.
• Facilitate informal dialogues and listening sessions that capture employee experiences, identify barriers to a respectful workplace culture and prepare appropriate reports to guide organization’s action on how to address these barriers.
• Engage directly with HR Business Partners, managers, and teams to assess needs and deploy targeted interventions that enhance psychological safety and respectful workplace practices.
• Lead the implementation of strategic communication channels to effectively convey key messages on respectful workplace culture to target audiences.
• Lead the design and implementation of corporate recognition programs that highlight individuals and teams exemplifying respectful behaviors, promoting positive role models organization wide.

3)    Lead establishment and implementation of accessible, high-quality support services for employees facing workplace concerns, including guidance on professional conduct, respectful and value driven workplace practices. 

• In collaboration with relevant stakeholders, lead the establishment and implementation of support services that address employee relations concerns promptly, ensuring fair treatment and access to guidance on professional conduct, regardless of location.
• In close collaboration with the Ethics and Office of Audit and Investigations, contribute to efforts that promote awareness of reporting channels and reinforce the organization’s no-retaliation policy to ensure employees feel safe raising concerns.
• Lead the establishment of structured opportunities for team dialogues focused on repairing harm, rebuilding trust, and fostering accountability in workplace relationships.

4)   Working closely with the Executive Office, Office of Audit and Investigations, Office of Legal Services, Office of the Ombudsman, HR Business Partners, and the Ethics Office, lead the design and implementation of knowledge, capacity building and accountability initiatives that promote workplace respect and prevention of misconduct and all forms of discrimination.

• Lead the design and implementation of awareness raising initiatives that equip personnel, managers, and leaders with skills to foster respectful workplace behaviors and prevent all forms of discrimination.
• Develop and deliver interactive learning experiences and content that address workplace dynamics, foster empathy, understanding, and positive behavior change.
• Drive integration of respect and psychological safety principles into leadership development, team-building, and organizational well-being strategies.
• Develop and deploy dialogue toolkits and resources to support team discussions on dignity, respect, and the prevention of discrimination.
• Implement evidence-based behavioral interventions and immersive experiences to promote workplace civility, accountability, and freedom from fear.

The incumbent is required to perform other relevant duties within their functional area as deemed necessary for the efficient functioning of the Office and the Organization.
Supervisory/Managerial Responsibilities: Responsible for supervision of respectful workplace individual contractors/consultants and vendors.

• Achieve Results – LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact
• Think Innovatively – LEVEL 3: Proactively mitigate potential risks, develop new ideas to solve complex problems
• Learn Continuously – LEVEL 3: Create and act on opportunities to expand horizons, diversify experiences
• Adapt with Agility – LEVEL 3: Proactively initiate and champion change, manage multiple competing demands
• Act with Determination – LEVEL 3: Think beyond immediate task/barriers and take action to achieve greater results
• Engage and Partner – LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration
• Enable Diversity and Inclusion – LEVEL 3: Appreciate benefits of diverse workforce and champion inclusivity

Talent management – Diversity and inclusion:

• Ability to design and deliver diversity and inclusion approaches; ability to integrate inclusive considerations into specific people and organizational strategies, policies and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination; knowledge of inclusive workplace practices and behaviors

• Ability to build and maintain partnerships with wide networks of stakeholders, partners, experts and others in line with UNDP strategy and policies

Business Management – Result-Based Management:

•  Ability to manage the implementation of strategies, programmes, and projects with a focus on improved performance and demonstrable results. Knowledge and understanding of relevant theories, concepts, methodologies, instruments, and tools

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 Development – Integration with the UN:

• Ability to identity, and integrate capacity and assets of the UN system, and engage in joint work; knowledge of the UN System and ability to apply this knowledge to strategic and/or practical situations

Business Direction and Strategy – System thinking:

• Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.

Business Management – Portfolio Management:

• Ability to select, prioritise and control the organization’s programmes and projects in line with its strategic objectives and capacity
• Ability to balance the implementation of change initiatives with regular activities for optimal return on investment. Knowledge and understanding of key principles of project, programme, and portfolio management

Required

• Minimum 7 years (with master’s degree) or 9 years (with bachelor’s degree) of relevant experience in human resources, employee relations or organizational development.
• At least 5 years of project/program management experience, successfully leading and reporting on complex projects with measurable outcomes, including Key Performance Indicators is required.
• At least 3 years of demonstrable experience providing subject matter expertise to HR Business Partners or managers in employee relations, equal opportunities, organizational culture, misconduct prevention, harassment, non-discrimination, or workplace respect policies and programs is required.
• Experience leading behavioral change strategies, initiatives or programs to promote employee experience, organizational culture, fairness, and respectful and equal opportunity workplace practices is required,
• Experience facilitating multi-stakeholder discussions and organizational dialogues that foster diverse inputs and collaborative problem-solving is required.
• Demonstrated experience in using data-driven insights (workforce data, employee surveys, etc.) to identify gaps and drive actionable interventions that improve employee experience is required.
• Experience in developing and delivering training and capacity-building programs that address psychological safety, trust and integrity driven leadership is required.

Desired

• At least 3 years’ experience in leading, supervising, and providing technical guidance to experts or consultants, including setting project workplans, overseeing operational planning, and ensuring the timely delivery of global HR, equal opportunities, or employee experience programs and interventions.
• At least 3 years’ experience working in the UN System or other similar international organizations, in roles related to employee relations, including prevention of misconduct, harassment and discrimination, and promoting respect and inclusivity.
• At least 2 years’ experience integrating equal opportunities, positive employee experience or respectful workplace policies and practices into talent management strategies or programs.
• Demonstrated ability to maintain confidentiality and exercise sound judgment in sensitive matters.
• Technological proficiency in leveraging best practice digital tools and platforms to communicate messages regarding respectful workplace culture programs to diverse and global audience groups.
• Fluency in oral and written English is required. Working knowledge of another UN language is an asset.

Level of Education: Bachelor Degree

Work Hours: 8

Experience in Months: No requirements