HR Specialist, Performance Management and Policy

The HR Specialist leads the development, revision and implementation of human resources policies and performance management frameworks at UN Women. The role involves strategic policy support, advisory services, and leading organizational transformation in performance management aligned with UN Women's People Strategy (2026-2029).

Responsibilities

• Lead the formulation, development and review of HR policies, procedures and guidance to meet the evolving needs of the organization, ensuring alignment with UN Women's policies, UN Staff Regulations and Rules, and applicable ICSC standards.
• Develop new and revised policies in close collaboration with the Legal Office, HR Director, and the wider HR team.
• Lead policy review and consultation with UN Women management, staff representatives and other relevant stakeholders through appropriate channels.
• Develop communication strategies to promote awareness, understanding, and consistent application of the HR regulatory framework across the Organization.
• Provide input into responses to JIU reviews and audit/oversight activities, as required.
• Foster collaboration and knowledge sharing on HR policy across the Human Resources Division and the organization, including through the HR Community of Practice.
• Represent UN Women in inter-agency working groups and task forces on HR policy development, coordination and harmonization, ensuring UN Women's HR interests are reflected and advising management on the implications of emerging changes.
• Monitor and position UN Women within UN reform initiatives that carry HR policy implications.
• Cultivate a network of HR professionals across the UN system to exchange practice and keep UN Women's policy approach informed by emerging trends.
• Provide strategic policy support to the Director, Human Resources on HR policy matters, both internally and with the UN common system.
• Coordinate the preparation of HR policy background documents, talking points, briefing notes and other materials for senior management and governing bodies, conducting research as needed.
• Provide authoritative interpretation and guidance on UN Women HR policies and practices, UN Staff Regulations and Rules, and related exceptions and precedents, to senior managers, HR Business Partners, Regional/Country Offices and the global HR practitioner community.
• Direct the monitoring of, and compliance with, human resources policies, practices and procedures across Headquarters, Regional and Country Offices, promoting consistent application throughout the organization.
• Provide technical input to internal communication initiatives related to HR policy.
• Respond to HR policy-related queries from counterparts in other UN agencies, the CEB HR Network, ICSC, and other inter-agency bodies.
• Direct the redesign of UN Women's performance management approach, transitioning from an annual, evaluation-based model to an integrated, forward-looking system anchored in clear expectations, continuous feedback and a growth mindset, in line with the People Strategy (2026-2029).
• Lead the development of a modern, integrated corporate approach to individual performance management and career advancement, aligned with UN Women's Talent Management Approach.
• Design and institutionalize mechanisms for continuous, multi-source feedback, frequent manager/staff check-ins, and coaching-based performance conversations.
• Oversee the implementation and continuous improvement of UN Women's online performance management and review system, ensuring the platform and underlying processes reflect the organization's development-oriented performance approach; address technical issues as necessary.
• Direct the design of mechanisms to record and recognize sustained performance above expectations, above grade level, or outside the position's scope, in coordination with the recognition framework.
• Represent the HR team in inter-agency performance management community of practice, positioning UN Women's approach among comparator UN organizations.
• Provide authoritative advice to management and personnel on complex or sensitive performance matters, including under-performance cases and rebuttals.
• Guide managers in addressing underperformance promptly and constructively, ensuring personnel receive an honest, supportive opportunity to meet the technical and behavioral standards of their role.
• Advise the Chief, Talent Management, Leadership Development on precedent-setting performance policy decisions, escalating matters with organization-wide or reputational implications to the Director, Human Resources as needed.
• Design and oversee the delivery of training and coaching for supervisors and personnel to build capability in the redesigned performance approach, including growth mindset, coaching skills, and giving/receiving feedback.
• Partner with the Chief, Talent Management, Leadership Development and the Learning Advisory Board to integrate performance-development competencies into leadership and management learning offerings, leveraging the position's placement within the integrated Talent Management team.
• Monitor adoption and effectiveness of the redesigned performance approach through data, feedback and periodic review, and recommend adjustments as needed.
• Perform other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization.
• Supervise two direct reports including one GS-6 staff and one affiliate personnel, with delegated authority for their performance management, coaching and development.

Requirements

• A master’s degree or equivalent in Human Resources, Business Administration, Psychology, Public Administration or other relevant social sciences related fields is required.
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
• Minimum of 7 years of progressively responsible experience in human resource management, HR policy, change management, programme management, and/or related areas.
• Experience in drafting, developing and/or implementing HR policies and procedures is required.
• Experience in HR performance management is required.
• Experience leading organizational change or transformation initiatives, particularly in performance management or talent systems, is desirable.
• Experience working in a multicultural environment at the global level is required.
• Experience working in the field is desirable.
• Experience in the UN system or similar international organization is desirable.
• Fluency in English is required.
• Knowledge of another official UN language is desirable (French, Arabic, Chinese, Russian or Spanish).

Skills

• Human Resources Management
• HR Policy Implementation
• Performance Management
• Organizational Change Management
• Programme Management
• Talent Management Systems
• Policy drafting
• Strategic HR Advice
• Organizational Transformation
• Multicultural Work Environment
• UN System Experience

Languages

English