Developing tools and building capacity for learning and development

UNHCR, the UN Refugee Agency, is offering an Individual Contractor opening advertised by Global Learning and Development Centre (GLDC) in Budapest, Hungary.

The project will advise on how to modernise the approach to the design and delivery of learning and development in the GLDC. This approach needs to be aligned to the best practice of learning and development within an integrated HR talent management approach.

At this important moment in the ongoing transformation of UNHCR learning and development, infrastructure and internal capability building that enables moving away from siloed training solutions towards a broader HR integrated approach is a priority.

Within this context the project will specifically develop Functional Capability Models and Learning Pathways for 2 prioritised functional groups aligned to Protection, Programme, Finance, Emergency, Security, Supply and HR, as well as advise on new Digital learning methods to be used across the GLDC. Further the project will build GLDC internal capability in this work including building frameworks and developing “how to job guides” for LITE and wider GLDC colleagues to take this work forward, as well as developing the Capability Models and Learning Pathways with GLDC Functional Learning Units in a collaborative learning environment.

This is a nine – month project consisting of an estimated 20 working hours per week.

The conceptual knowledge and skills required for this work requires a person with high level experience and expertise in the design of learning and development within a wider HR integrated approach.

UNHCR is a global organisation dedicated to saving lives, protecting rights and building a better future for refugees, forcibly displaced communities and stateless people. Every year, millions of men, women and children are forced to flee their homes to escape conflict and persecution. We are in over 125 countries, using our expertise to protect and care for millions.

Title: Development of Functional Capability Models, Learning Pathways and Digital Learning Techniques, and building GLDC capabilities

Duty Station: Budapest, Hungary (GLDC’s location)

Duration: 15 Aug 2022 – 15 May 2023, approx. 20 working hours per week

Contract Type: home-based individual contractor

Closing date: 15 July 2022

Start date: 15 August 2022

Organisational context

In 2022 the Global Learning and Development Centre (GLDC), a service of DHR is continuing with its transformation of learning and development. A more modern and nuanced strategic approach to learning and development aligned to UNHCR HR streams as a key part of holistic HR integrated talent management is gradually being developed and delivered.

Learning and development is now one component of the managed delivery of integrated solutions to identified current and future talent problems in global, regional and local operational contexts.

Infrastructure and internal capabilities are being developed so that learning and development is aligned to building individual, team and organizational performance and positive career experiences.

The focus is more nuanced – changes in skills, knowledge, and behaviors (capabilities) to meet current and future functional strategic workforce priorities through utilizing a wide range of internal and external sources.

A more dynamic environment of continuous learning (always on and always available) and flexible opportunities to apply changes in knowledge, skills and abilities is developing. Rather than static learning and training events, this new approach is more aligned to the needs of a mobile and agile UNHCR workforce – colleagues having more responsibility and control to access learning solutions and curate what that they need at a particular moment in the flow of work.

To do this learning and development, modalities in 2022 need to include combinations of modalities especially using digital learning tools that will enable effective and scalable learning.

LITE colleagues are viewed as the owners of this modalities whilst subject matter experts such as those in UNHCR functional Divisions and functional Bureaux leaders are the owners of content. New ways of working with these SMEs are needed, especially communication tools eg. visuals and key messages.

Two important components of the new infrastructure that particularly require further development are Capability Models and Learning Pathways for key functional groups.

Capability Models set out the key skill sets, knowledge, behaviours and mindsets a functional group needs to perform core tasks.

Learning pathways identify the logical sequence of job tasks and activities in a functional group and outline the steps that need to be learned that will enable colleagues to reach proficiency in their job in the shortest possible time. These steps reflect learner incremental development.

This project is part of this transformation. At this important moment in the transformation process LITE needs to consolidate the developments of this infrastructure work as well as building internal capability across all learning and development units, as well as in other relevant parts of the GLDC where learning is developed such as the Leadership and People Management Section (LPMS) and the Reginal talent Development Advisor team.

The position

A nine-month project that draws on current best practice on modern learning practices is required to:

Design of a UNHCR functional learning pathway framework that incorporates such features as data driven evidence about current and future functional workforce needs and functional capability models/gaps;

Design Capability Models and Learning Pathways for key functional groups in Protection, Programme, Emergency Preparedness, Security, Supply, Finance, and HR.

Develop from start to end the design of one capability model and one learning pathway of a functional group for each of the following functions – Protection, Programme, Emergency Preparedness, security, Supply, Finance, and HR. These models and pathways will be used by that relevant functional learning Unit as examples of how to design further models and pathways.

Develop and present the use of job aid type materials that focus on basic design steps for the development of Capability Models and Learning Pathways to be used by GLDC colleagues going forward eg. step by step one pager;

Deliver training sessions on how to use the latest modern learning technologies

Deliver training sessions and “how to” materials on how LITE colleagues can effectively work with functional SME counterparts eg. designing and explaining through a presentation of key messages/arguments for change to the learning and development approach, designing presentations.

Once this infrastructure building work is complete the follow on work will be driven by the Chief of the LITE section.

Duties and responsibilities

1. Advise in writing and make an oral presentation how to modernize all GLDC learning programmes especially for those in the LITE portfolio as well as those in the LPMS and align these across UNHCR HR streams.
2. Produce a Framework for the design of capability models for key functional sub groups to be used by LITE colleagues going forward; the framework to consist of skills, knowledge, experience, behaviours; it will identify what information is needed to assess the component parts of a capability model; consult with key DHR streams eg. Strategic Workforce Planning Service, ATMS, HR Business Partners in the field, SMEs in functional divisions and senior functional Bureaux colleagues, and other GLDC colleagues especially from the LPMS and the Regional Talent Development team.
3. Produce a Framework for the design of UNHCR functional Learning pathways for key functional sub groups to be used by LITE colleagues going forward: the framework will bring together the important features of a learning pathway and will identify what information is needed to assess steps. Consult with key DHR streams eg. Strategic Workforce Planning Service, ATMS, HR Business Partners in the field, SMEs in functional divisions and senior functional Bureaux colleagues, and other GLDC colleagues especially LMS and the Regional Talent Development team.
4. Communicate and explain the frameworks to LITE and other relevant GLDC sections/colleagues (eg. the new Regional Talent Development Team) through presentations and development/dissemination of visual and written materials so that a common understanding and language is developed.
5. Develop ‘how to’ work guides with examples that set out sequential steps to be used by LITE colleagues when designing functional capability models and learning pathways.
6. Lead and facilitate webinars with LITE and other GLDC colleagues explaining how to use the guides
7. Create 2 capability models and 2 learning pathways for 2 prioritised key functional group within each of the following seven functions – Protection, Programme, Emergency Preparedness and Response, Security Management, Supply, Human Resources and Finance – a total of 14 models and 14 pathways will be developed. Work collaboratively with each LITE functional Learning & Development Unit responsible for these functions, using the development of the selected model and pathway to explain step by step how to develop constituent parts and involve SMEs etc.
8. Train LITE, LPMS and other relevant GLDC colleagues on how to use the latest modern learning technologies
9. Train LITE colleagues on how to effectively work with functional SME counterparts eg. designing and explaining through a presentation of key messages/arguments for change to the new learning and development approach.

Essential minimum qualifications and professional experience required

The profile that is required for this task is a professional with an extensive understanding and experience in the design of capability models, learning pathways within a wider HR integrated approach and digital learning technologies, and building capabilities.

1. Education (Level and area of required and/or preferred education)

• University degree in HR management/learning, or a related field.

1. Work Experience

• 9-10 years relevant experience with Undergraduate degree; or 8-9 years relevant experience with Graduate degree; or 6-7 years relevant experience with Doctorate degree.
• HR background and experience is required.

1. Key Competencies

• Demonstrated skills in learning and development solutions within an integrated talent management
• Proven ability in design and development of capability models, learning pathways and digital learning technologies
• Excellent written and oral communication skills in English; knowledge of French is desirable.
• Demonstrated project management skills are an asset.

Location

The successful candidate will be home based.

Conditions

During the nine months the contractor is expected to work 15 to 20 days of each month and approx. 20 working hours per week.