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.
The United Nations Development Programme (UNDP) is a global organization with more than 20,000 personnel working in approximately 170 offices worldwide. UNDP operates in development and crisis settings with the aim of eradicating poverty, reducing inequalities and exclusion, and achieving sustained development results.
The Office of Human Resources (OHR), part of the UNDP Bureau for Management Services (BMS) serves as the strategic anchor UNDPs global HR function. It provides policy setting, guidance, oversight and a broad range of HR advisory and talent management services to enable UNDP workforce to deliver more impactful results. BMS/OHR is committed to innovative HR solutions and driving transformation across UNDP.
Each year, UNDP welcomes thousands of new team members and facilitate transitions for personnel and personnel moving to a new role, throughout the world and under various contract modalities. A key focus of UNDP’s People Strategy (People for 2030) is to attract, select, and retain exceptional talent. In alignment with this strategy, the People Development Strategy (PDS) 2024-2025 underscores the commitment to enhancing development of its talent.
The Talent Development Unit within the OHR plays a pivotal role in implementing the PDS by ensuring personnel are equipped with the necessary knowledge, skills, and competencies to succeed in their roles. It spearheads initiatives in onboarding, role readiness and continuous learning, fostering professional growth and seamless personnel transitions. Among these initiatives, the unit enhances the people management function by equipping managers with the necessary tools and strategies to effectively integrate and develop their teams.
The People Development Analyst will support the Talent Development Unit in implementing learning initiatives that enhance role readiness and professional growth for people managers in UNDP. By developing scalable solutions, conducting market research, and fostering strategic partnerships, the analyst will help equip UNDP personnel—especially mid-level supervisors—with essential skills. Through digital learning innovations and data-driven improvements, they will contribute to building an agile, well-prepared workforce.
Join us in our mission to foster an effective and skilled workforce at UNDP!
Duties and Responsibilities
The People Development Analyst will have the following key responsibilities:
Role Readiness Programme Implementation:
- Contribute to the planning, implementation, and evaluation of learning and professional development initiatives that promote role readiness for People Managers.
- Contribute to the development and maintenance of a portfolio of scalable, cost-effective learning solutions that meet the needs of UNDPs country offices and regional bureaus.
- Conduct market research to identify emerging business-driven learning opportunities such as executive training and role readiness certification programmes.
Content Development & Digital Learning Innovation:
- Design, update, and enhance learning materials, including presentations, guides, case studies, multimedia resources, and role-specific content to enhance training impact.
- Integrate innovative digital learning methodologies, and technology-driven solutions to improve training delivery and engagement.
- Monitor and analyze programme effectiveness, using participant feedback and data-driven insights to enhance learning solutions.
- Develop targeted business -oriented learning strategies that align professional development with UNDPs broader strategic goals.
Partnership Development and Portfolio Growth:
- Foster and strengthen strategic partnerships with UNDP country offices, regional bureaus, and other internal and external stakeholders to enhance the reach and impact of people management development programmes.
- Identify and pursue collaborative opportunities with academic institutions, development agencies, and private sector organizations to co-develop capacity-building initiatives.
- Conduct market analysis and needs assessments to align learning and development offerings with emerging workforce trends and organizational priorities.
- Explore opportunities for scaling and diversifying UNDP’s learning programmes, ensuring sustainability and long-term value for personnel and partner units/organizations.
Strategic Positioning, Outreach & Knowledge Sharing:
- Enhance the visibility and impact of UNDPs People Management role readiness programmes through targeted outreach and strategic communication.
- Plan, coordinate, and support high-level training events, such as the People Managers Role Readiness Bootcamp, virtual peer learning labs, and any other global knowledge sharing initiatives for this function.
- Collaborate with UNDPs communication teams, talent development managers and people managers to ensure effective dissemination of learning opportunities across UNDP platforms, regional networks, etc.
- Develop and share success stories, case studies, and best practices to showcase the impact of the Talent Development Unit’s efforts, reinforcing its position as a leader in workforce transformation and capacity building. 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 incumbent will report to the People Development Specialist, People Management in the Talent Development Unit (BMS/OHR/TDU), based in Copenhagen, Denmark.
Competencies
Core:
Achieve Results: LEVEL 1
- Plans and monitors own work, pays attention to details, delivers quality work by deadline
Think Innovatively: LEVEL 1
- Open to creative ideas/known risks, is pragmatic problem solver, makes improvements
Learn Continuously: LEVEL 1
- Open minded and curious, shares knowledge, learns from mistakes, asks for feedback
Adapt with Agility: LEVEL 1
- Adapts to change, constructively handles ambiguity/ uncertainty, is flexible
Act with Determination: LEVEL 1
- Shows drive and motivation, able to deliver calmly in face of adversity, confident
Engage and Partner: LEVEL 1
- Demonstrates compassion/understanding towards others, forms positive relationships
Enable Diversity and Inclusion: LEVEL 1
- Appreciate/respect differences, aware of unconscious bias, confront discrimination
Cross-functional and technical:
Business Development – Knowledge Generation:
- Ability to research information and to turn it into useful knowledge, relevant for context, or responsive to a stated need. Ability to apply existing concepts to new situations, and to develop new concepts to generate workable solutions and new approaches. Knowledge of relevant concepts, conceptual models, and theories that can be
useful in addressing new situations
HR – 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
HR – Learning and development – Digital L&D:
- Knowledge of digital learning methods and ability to design and develop digital learning programmes
Business Management – Communication:
- 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
Partnership Management – Multi-stakeholder engagement and funding:
- Knowledge and ability to forge multi-stakeholder partnerships, and remove any obstacles to resource mobilization and multi-stakeholder funding platforms
Business Direction & Strategy – Entrepreneurial Thinking:
- Identify and seize opportunities to service and add value to clients, create clarity around UNDP value proposition to beneficiaries and partners, develop clear service offers responding to client needs in line with UNDP’s organizational priorities and mandate.
Data – Data Analysis:
- Ability to extract, analyse and visualize data to form meaningful insights and aid effective business decision making.
Required Skills and Experience
Education:
- Advanced university degree (master’s degree or equivalent) in Human Resources, Adult Education, Business Development or related Social Sciences is required OR
- A first-level university degree (bachelor’s degree) in the areas stated above, in combination with an additional 2 years of qualifying experience will be given due consideration in lieu of the advanced university degree.
Experience:
- Minimum 2 years (with master´s degree) or 4 years (with Bachelor´s degree) of relevant experience in learning, talent development and business-driven training solutions is required.
Required skills:
- Proven track record of designing and delivering impactful learning solutions.
- Experience in developing intuitive and engaging digital learning programmes that enhance user experience and accessibility.
- Proven track record of strong background in conducting research and designing business-aligned learning solutions that address market and organizational needs.
- Demonstrated success in stakeholder engagement and partnership management, ensuring high-quality learning experiences and customer satisfaction.
- Expertise in promoting learning initiatives through strategic communication, branding, and outreach efforts to maximize visibility and impact.
Desired skills:
- Experience with Microsoft 365 (e.g., MS TEAMS, PPT, PowerBI, etc)
- Experience and knowledge of UNDP and/or the UN system.
Required Language:
- Fluency in English is required.
- Knowledge of another UN language such as French or Spanish is desirable.
Professional Certificates:
- Professional certifications in learning and development, project management, or human resources are an asset.
Disclaimer
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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Level of Education: Bachelor Degree
Work Hours: 8
Experience in Months: No requirements