Note: All candidates who have previously applied for this position need not reapply
The Position:
You will be playing a key role in developing and implementing innovative strategies to attract managerial and technical talent who meet UNFPA's current and future organizational needs.
You will report to the Deputy Director of the Human Resources Division.
How you can make a difference:
UNFPA is the lead United Nations agency for delivering a world where every pregnancy is intended, every childbirth is safe, and every young person's potential is fulfilled. The UNFPA Strategic Plan for 2026-2029 articulates the organization's response to a complex global environment, providing a roadmap for resilience and renewal. It is designed to accelerate the implementation of the Programme of Action of the International Conference on Population and Development (ICPD) and the achievement of the Sustainable Development Goals by 2030. This mandate is pursued through a focus on four interconnected outcomes: ending the unmet need for family planning; ending preventable maternal deaths; ending gender-based violence and harmful practices; and adapting to demographic change through evidence and rights-based policies.
In a world where fundamental human rights are at risk, we need principled and ethical staff who embody these international norms and standards and will defend them courageously and with full conviction.
UNFPA is seeking candidates who transform, inspire, and deliver high-impact sustained results, ensuring effective external relations, communications, partnership-building and resource mobilization in a rapidly changing development and funding landscape. We need staff who are transparent, exceptional in how they manage the resources entrusted to them, and who commit to delivering excellence in programme results
Job Purpose:
The HR Adviser, Talent Acquisition serves as both strategic internal consultant to UNFPA leadership, HR leadership, and HRBPs and an active Recruiter through the design, development and implementation of effective talent acquisition adapted to UNFPA's specific needs.
You would be responsible for:
A. Develop an innovative approach to sourcing, branding and outreach:
- Serve as a business partner with hiring managers to develop effective sourcing and recruitment strategies that result in client satisfaction. Develop effective relationships within the organization and the hiring community to have influence and impact the recruiting process and hiring;
- Define UNFPA's global Branding, Sourcing and Outreach strategies and approaches incorporating effective use and leveraging of online recruiting resources, social media applications, job boards, special events, professional networking, market research and relationship management to attract the best and most suitable candidates from within the international and/or local labor force;
- Working closely with the HRD Policy Advisor, review, revise and modernize the internal policies, processes and practices involved in the talent acquisition life cycle;
- Review and pay special attention to the need for rapid response in humanitarian operations and develop innovative talent acquisition policies and solutions to serve this growing segment of UNFPA operations working closely with the Policy Advisor;
- Develop an attractive Employee Value Proposition (EVP) highlighting UNFPA's mission, impact, career benefits and opportunities;
- Together with the Chief, Career Development & Mobility, support the implementation of an internal talent review through the identification of opportunities, internal and external, that support the placement process for internal talent and allows them to achieve individual career goals.
- Work closely with the Workforce Analytics Specialist to forecast organization-wide hiring needs;
- Monitor hiring data, report on outcomes regularly and evaluate/assess the effectiveness of talent acquisition strategies and methods with focus on continuous improvement;
- Identify, establish and maintain strategic partnerships with Executive Search firms, relevant educational and other institutions on a global level and define frameworks for collaboration.
B. Implement Recruitment Activities aligned with UNFPA's People Strategy to ensure timely talent acquisition to deliver UNFPA's Strategic Plan
- Lead and/or participate in talent acquisition initiatives inside and outside the organization, including assessment of best practices in branding, outreach, interviewing techniques, leveraging existing professional networks among staff, etc.;
- Drive talent acquisition activities in close partnership with HRBSPs both at HQs and in the regions;
- Work closely with HRBPs and hiring managers to ensure that job profiles are reviewed and updated as necessary to reflect the evolving skills needs of the organization;
- Review applications and longlist candidates inline with the details of the Vacancy Announcement;
- Participate as the HR Advisor on interview panels to recruit new staff across all offices and regions as requested;
- Draft interview minutes and facilitate the approval of the selection process with HR Analysts;
- Activity source for candidates for hard to fill positions;
- Coordinate global outreach activities.
C. Supporting knowledge building and knowledge sharing:
- Foster collaboration and facilitate capacity building and knowledge sharing within DHR on talent acquisition and related policies and practices;
- Build awareness and understanding on sourcing, branding and outreach policies through knowledge sharing throughout the organization;
- Foster collaborative networks within the UN system and other major international organizations to benchmark, find synergies and develop innovative approaches to sourcing, branding and outreach.
D. Inter-Agency Partnering:
- Represent UNFPA in relevant inter-agency working groups and task forces as directed by the HR Director;
- Lead/deliver presentations on UNFPA thought leadership in external networks including private sector and academic fora;
- Research, initiate and manage new staffing partnerships.
Performing any other duties as may be required by the Deputy HR Director or the HR Director.
Qualifications and Experience:
Education:
Master's degree in Human Resources, Business Administration, Public Administration or related discipline.
Knowledge and Experience:
- Ten years of relevant progressively responsible experience in HR management related to talent sourcing, recruitment, branding and/or workforce planning, some of which should be in a globally present company or an international organization;
- Recognized expert in sourcing techniques and global labor market knowledge;
- Demonstrated professional competence in the delivery of innovative and effective talent acquisition services in a multicultural environment;
- Demonstrated ability to work effectively with executive recruitment firms in bringing in top talent at leadership levels;
- Mastery of both traditional and new media applications used in talent search;
- Demonstrated success in branding and developing attractive EVPs;
- Proven project management skills coupled with strong collaboration and team skills;
- Excellent written and oral communications skills:
- Proven analytical skills;
- Strong client orientation and outreach skills;
- Ability to influence effectively;
- Familiarity with the development sector would be an asset.
Languages:
Fluency in English is required; knowledge of other official UN languages, preferably French and/or Spanish, is desirable.
Required Competencies:
Values:
- Exemplifying integrity,
- Demonstrating commitment to UNFPA and the UN system,
- Embracing cultural diversity,
- Embracing change
Core Competencies:
- Achieving results,
- Being accountable,
- Developing and applying professional expertise/business acumen,
- Thinking analytically and strategically,
- Working in teams/managing ourselves and our relationships,
- Communicating for impact
Functional Competencies:
- Demonstrating superior consulting skills and problem-solving abilities;
- Managing multiple priorities effectively;
- Demonstrating ability to balance client interests with organizational needs, values, policies and practices;
- Understanding business and its resourcing needs;
- Gaining and retaining trust by clients, colleagues and candidates, including at most senior levels.
Managerial Competencies:
- Providing strategic vision and focus,
- Engaging internal / external partners and stakeholders,
- Leading, developing and empowering people / creating a culture of performance,
- Making decisions and exercising judgment,
- Performance Management.
Compensation and Benefits:
This position offers an attractive remuneration package including a competitive net salary plus health insurance and other benefits as applicable.
UNFPA Work Environment:
UNFPA provides a work environment that reflects the values of gender equality, diversity, integrity and healthy work-life balance. We are committed to ensuring gender parity in the organization and therefore encourage women to apply. Individuals from the LGBTQIA+ community, minority ethnic groups, indigenous populations, persons with disabilities, and other underrepresented groups are highly encouraged to apply. Reasonable accommodation may be provided to applicants with disabilities upon request, to support their participation in the recruitment process. UNFPA promotes equal opportunities in terms of appointment, training, compensation and selection for all regardless of personal characteristics and dimensions of diversity. Diversity, Equity and Inclusion is at the heart of UNFPA's workforce - click here to learn more.
Disclaimer:
Selection and appointment may be subject to background and reference checks, medical clearance, visa issuance and other administrative requirements.
UNFPA does not charge any application, processing, training, interviewing, testing or other fee in connection with the application or recruitment process and does not concern itself with information on applicants' bank accounts.
Applicants for positions in the international Professional and higher categories, who hold permanent resident status in a country other than their country of nationality, may be required to renounce such status upon their appointment.
