Learning and Development Specialist(P4)
JOB DETAIL
IMPORTANT NOTICE REGARDING APPLICATION DEADLINE: Please note that the closing date for submission of applications is indicated in local time as per the time zone of the applicant’s location.
Organizational Setting
The Department of Management (MT) provides a ‘platform of services’ that serves as a foundation for the successful delivery of the IAEA’s scientific and technical programmes. Its mission statement is as follows: “MT is a partner and a business enabler that champions change and efficiency, leveraging a common purpose”. Thus, among other support activities, it assists a scientific manager in recruiting the right expert, helps a technical officer coordinate the purchase of radiation equipment, and ensures that all Board documents are translated and distributed on a timely basis to Member States.
The Division of Human Resources (MTHR), within the Department of Management, plans, acquires and manages human resources to effectively implement the IAEA programmes. It thus delivers the full spectrum of human resource services, including HR organizational development and planning, talent acquisition and development, performance management, and administration of compensation and benefits. The Division serves a multicultural workforce of approximately 2300 people from diverse scientific, technical, managerial and professional disciplines.
The HR Development Section (HDS) provides the Agency’s staff and personnel with HR services and advice in the areas of learning and development, performance management, diversity, equality and inclusion, HR policy and HR data analytics.
Main Purpose
Reporting to the Section Head, HDS, the Learning and Development Specialist is responsible for guiding the Learning and Development group, setting strategic direction, and ensuring the successful implementation of all learning and development initiatives. This includes steering and implementing the MTHR Roadmap and the Learning Strategy. As the leader of the Learning and Development group, the Learning and Development Specialist oversees the design and deployment of the staff development initiatives, driving the development and execution of innovative learning strategies and programs, encompassing e-learning and in-person courses, workshops, and other training initiatives. The Learning and Development Specialist leads organization-wide efforts to transform organizational performance management culture, ensuring it supports the broader programmatic strategies and the overall performance management system at the IAEA. The role is accountable for managing budgets, fostering relationships with vendors and consultants, and ensuring alignment with organizational goals.
Role
The Learning and Development Specialist is: (1) a manager, leading the Learning and Development function and providing strategic guidance in deploying training and learning resources in the most efficient and effective manner; (2) a learning and development strategist , identifying staff development needs and opportunities, designing and implementing innovative learning strategies and programs ; and (3) a performance management culture change agent, leading efforts to transform the organizational performance management culture, evaluating performance management trends and promoting policy enhancement to ensure their consistency with the overall organizational goals.
Functions / Key Results Expected
Training and Learning
• Develop, manage, and implement the IAEA’s comprehensive learning strategies and programmes, ensuring alignment with the IAEA’s strategic priorities.
• Oversee the design and delivery of e-learning and in-person courses, workshops, and other training.
• Implement diverse learning methods organization-wide (e.g. coaching, online and in-person training, etc.) in collaboration with third-party providers.
• Evaluate individual and organizational development needs and measure the effectiveness of development plans to ensure continuous improvement.
• Liaise with internal clients to identify specific training and learning needs, propose tailored strategic development solutions and establish measurable learning outcomes.
• Draft, develop, and update staff development policies and guidelines, as needed, to support continuous learning and growth.
• Stay informed of new developments, approaches and best practices within and outside the UN system in the area of learning and training and participate in relevant inter-agency working groups and other fora.
• Build and maintain strong relationships with key internal stakeholders (i.e., HR Business Partners, Staff Relations team, Administrative Officers as well as managers directly)
• Manage budget effectively and negotiate contracts with third-party providers to ensure optimal use of resources.
Performance Management
• Oversee the implementation of the IAEA’s performance management, providing strategic advice and recommendations to management and staff to ensure its effectiveness.
• Lead the transition to a modern performance culture, building organizational support and commitment to foster a strong performance management culture within the IAEA.
• Ensure strong linkage with the departmental and divisional strategic planning functions, supporting the alignment of individuals’ goals with overarching departmental and divisional goals.
• Draft, develop, and update performance management policies, as needed.
• Coordinate communication and training efforts for staff and managers to ensure solid understanding and the effective use of the performance management system.
• Oversee creation of tools and learning events to educate staff and managers on best practices in performance management, including addressing underperformance, providing constructive feedback and recognition of exemplary performance.
• Stay informed of new developments, approaches, and best practices within and outside the UN system in performance management and participate in relevant inter-agency working groups and other fora.
• Analyse and report on performance management metrics, identify patterns and risks, and propose corrective measures to drive continuous improvement.
Competencies and Expertise
Core Competencies(Competency Framework)
| Name | Definition |
|---|---|
| Communication | Encourages open communication and builds consensus. Uses tact and discretion in dealing with sensitive information, and keeps staff informed of decisions and directives as appropriate. |
| Achieving Results | Sets realistic targets for himself/herself and for the team; ensures availability of resources and supports staff members in achieving results. Monitors progress and performance; evaluates achievements and integrates lessons learned. |
| Teamwork | Encourages teamwork, builds effective teams and resolves problems by creating a supportive and collaborative team spirit, remaining mindful of the need to collaborate with people outside the immediate area of responsibility. |
| Planning and Organizing | Sets clearly defined objectives for himself/herself and the team or Section. Identifies and organizes deployment of resources based on assessed needs, taking into account possible changing circumstances. Monitors team’s performance in meeting the assigned deadlines and milestones. |
Functional Competencies
| Name | Definition |
|---|---|
| Client orientation | Examines client plans and develops services and options to support ongoing relationships. Develops solutions that add value to the Agency’s programmes and operations. |
| Knowledge sharing and learning | Identifies and establishes systems and mechanisms to facilitate development of best practice and knowledge management. Encourages staff members to learn continuously and to share knowledge through mentoring, networking and development, and training opportunities. |
| Technical/scientific credibility | Provides guidance and advice in his/her area of expertise on the application of scientific/professional methods, procedures and approaches. |
Required Expertise
| Function | Name | Expertise Description |
|---|---|---|
| Administrative Support | Discretion and Respect for Confidentiality | High degree of tact, diplomacy and discretion, and proven ability to maintain confidentiality. |
| Administrative Support | Guidance and Training | Ability to coach and mentor, and create opportunities for staff to grow and develop. |
| Human Resources | International Human Resource Management | Knowledge of international HR management principles, concepts and practices. |
| Human Resources | Performance Management | Ability to assess performance issues and to propose appropriate solutions. Ability to develop, update and implement performance management frameworks in large and complex organizations. |
| Human Resources | Staff Development and Learning | Knowledge of state-of-art training and development theories and tools, including web-based training and on-line learning resources. |
Qualifications, Experience and Language skills
- Advanced university degree in human resources management, social or behavioural sciences, public or business administration or a related field. A university degree in the above-mentioned field with two years of relevant professional experience in addition to the minimum required may be considered in lieu of the advanced degree.
- A minimum of seven years of progressively responsible experience in HR.
- Proven experience in learning and development and performance management, including policies and systems implementation required.
- Experience in designing and delivering training programmes (on-line, face to face and blended) is desirable.
- Experience in evaluating the learning impact assessment of training programmes and in training needs assessments is desirable.
- Experience at the international level, preferably in the UN system or other international organization, and with supervisory responsibilities is desirable.
- Excellent oral and written command of English. Knowledge of other official IAEA languages (Arabic, Chinese, French, Russian and Spanish) is an asset.
Remuneration
The IAEA offers an attractive remuneration package including a tax-free annual net base salary starting at US $77326 (subject to mandatory deductions for pension contributions and health insurance), a variable post adjustment which currently amounts to US $ 45158*, dependency benefits, rental subsidy, education grant, relocation and repatriation expenses; Other benefits include 6 weeks’ annual leave, home leave travel, pension plan and health insurance. More information on the conditions of employment can be found at: https://www.iaea.org/about/employment/professional-staff/conditions
General Information
- The IAEA’s paramount consideration in the recruitment of staff member is to secure employees of the highest standards of efficiency, technical competence and integrity.
- Staff Members shall be selected without any unfair treatment or arbitrary distinction based on a person’s race, sex, gender, sexual orientation, gender identity, gender expression, religion, nationality, ethnic origin, disability, age, language, social origin or other similar shared characteristic or trait.
- The IAEA is committed to gender equality and to promoting a diverse workforce. Applications from qualified women and candidates from developing countries are strongly encouraged.
- Applicants should be aware that IAEA staff members are international civil servants and may not accept instructions from any other authority. The IAEA is committed to applying the highest ethical standards in carrying out its mandate. As part of the United Nations common system, the IAEA subscribes to the following core ethical standards (or values): Integrity, Professionalism and Respect for diversity.
- The IAEA has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and the IAEA, including sexual harassment, abuse of authority and discrimination.
Evaluation process
- The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the selection criteria stated in the vacancy announcement. Applicants must provide complete and accurate information. Evaluation of qualified candidates may include an assessment exercise, which may be followed by a competency-based interview.
- Candidates under serious consideration for selection may be subject to reference and background checks as part of the recruitment process.
Appointment information
- Appointment is subject to a satisfactory medical report.
- Staff members may be assigned to any location.
- Candidates appointed to posts in the Professional and higher categories are subject to IAEA rotation policy and their maximum tour of service shall normally be seven years.
- The IAEA retains the discretion not to make any appointment to this vacancy, to make an appointment at a lower grade or with a different contract type, or to make an appointment with a modified job description or for shorter duration than indicated above.
