Chief of Development Partnerships Section

Duties and Qualifications

Chief of Development Partnerships Section

Organizational Setting and Work Relationships UNHCR¿s mandated responsibility for finding solutions to refugee situations has long required stronger cooperation with development partners and the inclusion of persons of concern within development planning and programming instruments, including national development programmes and data collection efforts. The number of people of concern has reached over 95m, with the majority in protracted situations. The diminishing number of forcibly displaced people who have access to so-called durable solutions constitutes a worrying trend in recent years. The increasing scale of irregular migration, large scale refugee movements, internal displacement, and the costs of responding to humanitarian situations have placed forced displacement high on the global agenda. Given the complexity and protractedness of many of today¿s forced displacement situations, often occurring in fragile contexts, awareness is growing that the humanitarian model of care and maintenance is unsustainable in the longer term and that forced displacement requires a development response to complement humanitarian assistance, address poverty and other development challenges in a sustainable and inclusive manner. The SDGs provide a yardstick for inclusive development based on the principles of Leaving No One Behind and Reaching the Furthest Behind First. It is also acknowledged that extreme poverty and human suffering associated with refugees and other forcibly displaced people need to be systematically considered when addressing development challenges and development prospects of host communities, countries, and regions. The Global Compact for Refugees frames this new approach towards a more predictable and equitable responsibility-sharing, recognizing that more sustainable approaches to refugee situations cannot be achieved without the systematic engagement of a broader set of stakeholders, including development partners and the private sector. Among the most significant humanitarian-development cooperation partnerships in recent years is between the World Bank and UNHCR. In the eighteenth replenishment (2017-2020) of the World Bank¿s International Development Association (IDA), which provides financing for low-income countries, an amount of US$ 2.2 billion was included for those states receiving large numbers of refugees (Sub-Window for Refugees and Host-Communities – RSW). IDA19 and IDA20 continue this replenishment (Window for Host Community and Refugees (WHR). The IDA 18 allocation follows the operationalization of a Global Concessional Financing Facility (GCFF) for Middle-Income Countries (MICs) affected by large numbers of refugees. UNHCR established a Joint Data Center (JDC) with the World Bank to build UNHCR¿s capacity to gather and analyse robust micro-data on the forcibly displaced. In addition, UNHCR has enhanced cooperation with the private sector wing of the World Bank, the International Finance Corporation (IFC) with the establishment of a joint centre to bring private sector engagement in refugee-hosting areas. It has strengthened partnerships with other regional multilateral development banks (MDB), the Organization for Economic Co-operation and Development (OECD), the United Nations Development Programme (UNDP), the International Labour Organization (ILO) and bilateral development partners such as BMZ, INTPA and AFD to support the objectives of the Global Compact. Within the context outlined above, the role of the Chief of Section is to ensure that regional bureaux and operations can effectively leverage development partnerships to influence policy dialogue to enact institutional reforms toward improved protection environments, socio-economic inclusion, and self-reliance, considering and reducing the vulnerabilities of forcibly displaced persons. As such, the incumbent needs to have practical experience working with and an understanding of the interplay of different aspects of economic growth, governance, fragility and conflict, the main factors that influence the environment for inclusion and resilience for UNHCR¿s population of concern. It is anticipated that development responses to forced displacement will grow in significance in future years due to the greater importance attached to fragility and addressing protracted displacement situations. The incumbent will assist in identifying potential opportunities and ensure complementarity between UNHCR’s protection work and the economic and social development objectives pursued by development partners and their government counterparts.

All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.

Duties – Effectively manage 4 units within the Development Partnerships, Analytics and Research (DPAR) Service of DRS: a MDB unit, a Bilaterals unit, a UN Agencies unit, and a knowledge management/capacity building unit. – Support the Deputy Director to ensure cross-support and fertilization between the 3 Services of DRS and with other Divisions and Regional Bureaux. – Manage the Service¿s budget, resource planning and programming, reporting and human resources. – Support the Deputy Director in ensuring quality input into senior management briefing papers and talking points. – Provide vision and strategic direction in relation to DPAR¿s support to DRS¿s goals and objectives (development approaches in emergencies, inclusion in development planning, programming and financing, broadening and strengthening development partnerships with MDB, Bilaterals, NGOs, UN agencies and private sector, strengthening partnerships to build access to justice and rule of law, engaging more effectively in the humanitarian-development-peace nexus and capacity building of UNHCR staff related to development and of development partners in relation to forced displacement). – Ensure the Service¿s solid mentoring of junior staff for career development. – Perform other related duties as required.

Minimum Qualifications Education & Professional Work Experience Years of Experience / Degree Level For P5 – 12 years relevant experience with Undergraduate degree; or 11 years relevant experience with Graduate degree; or 10 years relevant experience with Doctorate degree

Field(s) of Education Development Economics; Development Studies; Socio-economic Development; International Relations; Political Science; Law; or other relevant field. (Field(s) of Education marked with an asterisk* are essential)

Certificates and/or Licenses Not specified.

Relevant Job Experience Essential A minimum of 12 years of direct work experience with development actors, including at least 5 years working in a large international development institution in a relevant position and of which at least two (2) years in field operations. Preferably with knowledge of, or experience in, local or area based economic development and direct engagement in a technical sector such as education, WASH, social protection, health, energy. Practical experience working with and an understanding of the different aspects of economic growth, governance, fragility, and conflict. Expertise related to the governance of specific multilateral development banks or bilateral development actors most relevant to the AoR. Experience with forced displacement. Experience with knowledge management and capacity building.

Desirable Experience with the use of data and research

Functional Skills *MG-Partnership Development *SO-Critical Thinking and Problem Solving *SO-Networking *UN-Policy Advocacy in UNHCR *IM-Knowledge Management *CO-Strategic Communication *CO-Drafting, Documentation PR-Refugee Protection Principles and Framework CL-Strategy Development and Monitoring PG-Results-Based Management (Functional Skills marked with an asterisk* are essential)

Language Requirements For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English. For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language. For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.

All UNHCR workforce members must individually and collectively, contribute towards a working environment where each person feels safe, and empowered to perform their duties. This includes by demonstrating no tolerance for sexual exploitation and abuse, harassment including sexual harassment, sexism, gender inequality, discrimination, and abuse of power. As individuals and as managers, all must be proactive in preventing and responding to inappropriate conduct, support ongoing dialogue on these matters and speaking up and seeking guidance and support from relevant UNHCR resources when these issues arise.

This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates.

Position Competencies

C001L4 – Accountability Level 4 C002L4 – Teamwork & Collaboration Level 4 C003L4 – Communication Level 4 C004L4 – Commitment to Continuous Learning Level 4 C005L4 – Client & Result Orientation Level 4 C006L4 – Organizational Awareness Level 4 M001L4 – Empowering and Building Trust Level 4 M002L4 – Managing Performance Level 4 M006L4 – Managing Resources Level 4 M005L4 – Leadership Level 4 M003L4 – Judgement and Decision Making Level 4 M004L4 – Strategic Planning and Vision Level 4 X007L4 – Political Awareness Level 4 X001L4 – Analytical Thinking Level 4 X008L4 – Stakeholder Management Level 4