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Learning and Development Coordinator- Respectful Workplace Facilitator (RWF) Programme – IPSA 11 (Home Based)

UNDP - United Nations Development Programme

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.

Office/Unit/Project Description

The Office of the Ombudsman for United Nations Funds and Programmes (the “Office”) is established as an informal pillar of the system of administration of justice within the UN to make available the services of confidential, impartial and independent persons to address the work-related issues of staff members and non-staff personnel of the UN funds and programmes serving UNDP, UNFPA, UNICEF, UNOPS and UN Women.  The Respectful Workplace Facilitators Programme (RWF) is an initiative by participating organizations to promote informal conflict resolution in field-based offices through the availability of nominated staff volunteers trained and overseen by the Office. 

The Office seeks to strengthen its learning and development service which designs, structures, and delivers courses virtually and face to face on various workplace conflict themes and to manage and coordinate the RWF programme in over 60 Country Offices.

The Learning and Development Coordinator will be responsible for managing and coordinating the training services of the Office and the RWF programme. 

 
Duties and Responsibilities
 
1. Lead Training and Outreach Services
  • Design and deliver training courses on various workplace conflict themes provided by the Office.
  • Coordinate expert consultants and Office staff for effective overall delivery of training courses.
  • Review training materials and coordinate delivery of courses for effectiveness and consistency
  • Provide guidance, feedback and recommendations to the Office on training services and materials.
  • Formulate an annual workplan for the Office on training delivery.
  •  

2. Identify stakeholder’s workplace conflict training development needs through surveys and data collection tools.

  • Promote the use of e-learning and knowledge management platforms for development and delivery of online training programmes.
  • Develop and actively solicit content on conflict management training for the Office learning management service, website and intranet webpages.
  • Provide input into the preparation and monitoring of the office training budget.

3. Ensure effective RWF Programme Management

  • Manage and coordinate the RWF’s selection process in collaboration with Country Offices.
  • Provide ongoing supervision, guidance and support for the RWF’s.
  • Design modules, materials, instructions and communications for online and face to face training
  • Develop an online community of practice for the RWFs to ensure peer exchange, support and continuous learning.
  • Prepare periodic reports and oversee anonymous data collection on the programme for the Office.
  • Facilitate stronger collaboration and partnership with stakeholders of the RWF programme in participating organizations.
  • Develop and implement a feedback mechanism to measure the quality of services provided by the RWF.
  • Provide input into the preparation and monitoring of the RWF Programme budget.

4. Monitor and report on progress in implementing RWF programme activities and achieving the targets set.

  • Develop clear strategies and an effective system for data collection, means of verification, and information sharing and reporting.
  • Monitor implementation and progress in achieving objectives of the programme in accordance with the established terms of reference and staff rules, regulations, and standards. Identify, analyze, and take adequate measures to manage emerging issues, problems, and risks.

The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization. 

Institutional Arrangement

The direct supervisor of the Training Coordinator will be the Ombudsman, Head of Office. 

 
Competencies
Core
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

Cross-Functional & Technical competencies   

Thematic Area Name Definition
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

HR – Learning and development 

 

L&D design 

 

Knowledge of adult learning principles, instructional design, learning styles, and learning programmes delivery modalities; ability to identify and design effective learning paths, programmes and initiatives. 

 

HR – Learning and development 

 

L&D planning 

 

 Ability to identify organizational learning priorities aligned with the business strategy using key stakeholder involvement to ensure appropriate learning and optimal return-on-investment. 
Business Management  Results based management Ability to manage programmes and projects with a focus at improved performance and demonstrable results
Business Management  Digital awareness and literacy Ability and inclination to rapidly adopt new technologies, either through skillful grasping their usage or through understanding their impact and empowering others to use them as needed
Business Management  Monitoring Ability to provide managers and key stakeholders with regular feedback on the consistency or discrepancy between planned and actual activities and programme performance and results

 
Required Skills and Experience
Min. Academic Education

Advanced university degree (master’s degree or equivalent) in relevant discipline in Human Resources, Business Administration, education or a related field) is required. Or

 A first-level university degree (bachelor’s degree) in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.
Min. years of relevant Work experience

A minimum of 7 years (with master’s degree) or 9 years (with bachelor’s degree) of experience in learning management projects, capacity development and training, or related area is required.
Required skills and competencies
  • Experience in designing training programs is required. 
  • Experience in developing, delivering and supporting training programmes for conflict resolution is required.  
Desired additional skillsand competencies
  • Experience managing the training division for an organization devoted to Alternate Dispute Resolution ADR is a strong asset.
  • Experience in e-learning and Alternate Dispute Resolution (ADR) is an asset. 

 
 
Disclaimer

 

 
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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