Job Description

Please note that this vacancy is only open to eligible staff members who have been individually notified of their eligibility to apply for positions advertised in the Accelerated Posting Compendium.

June 12, 2026

H (no hardship)

Family

PR3

Professional

Reason

Regular > Regular Assignment

2026-05-26

Learning Officer

Organizational Setting and Work Relationships

The role of the Learning Officer is to enable learning opportunities within UNHCR. In doing so the incumbent contributes to building a positive UNHCR learning culture and meeting strategic workforce needs.

The incumbent is pivotal in leading, designing, developing, and delivering agile learning solutions, especially self-study materials and resources that can be used in the flow of work and peer-to-peer activities such as mentoring and coaching.

The incumbent works with various entities across UNHCR, including the Division of People Management (DPM), bureaux, other divisions, country offices, and external entities.

The incumbent may have supervisory responsibility and normally reports to a more senior officer who is responsible for leading the learning activities.

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

• Coordinate with bureaux and divisional functional colleagues in the design of learning solutions activities.

• Analyse client needs, skills gaps and lead the co-development of appropriate learning and development solutions.

• Contribute to functional learning and development strategies and work plans.

• Manage the appropriate solicitation method in liaison with focal points to identify and contract vendors.

• Manage the financial administration of activities under the area of responsibility.

• Prepare requests for proposals for goods and services, including consultancy, and maintain efficient administrative control mechanisms to ensure compliance with UNHCR financial, administrative, and staff rules and regulations.

• Support and monitor staff, affiliates and external providers and partners to maintain quality and relevance of activities, content and materials.

• Assist in reporting and following-up on coordination and promotion of activities, preparation of regular and ad hoc reports, and compiling data as required.

• Supervise staff, consultants, and interns.

• Support the identification and management of risks and seek to seize opportunities impacting objectives in the area of responsibility. Ensure decision making is risk based in the functional area of work. Raise risks, issues and concerns to a supervisor or to relevant functional colleague(s).

• Perform other related duties as required.

Minimum Qualifications

Years of Experience / Degree Level

For P3/NOC - 6 years relevant experience with Undergraduate degree; or 5 years relevant experience with Graduate degree; or 4 years relevant experience with Doctorate degree

Field(s) of Education

Administration; Adult Education; Business Administration;

Communication; Project Management; Human Resources;

Management; Political Science; or other relevant field.

Certificates and/or Licenses

Not specified.

Relevant Job Experience

Essential

Knowledge and experience in learning, training. Knowledge and practical experience in a professional capacity in human resources in two or more of the following areas: succession planning, organizational development, talent and performance management, recruitment and engagement.

Desirable

Knowledge of UN/UNHCR field operational realities, especially in hardship duty stations. Field experience with UNHCR or with other humanitarian organizations. In-depth knowledge of the UN Staff Rules and Regulations, staffing and overall organisational structure in the UN system. Experience in positions where high degree of organizational and cultural awareness, sensibility and the highest level of discretion, tact and confidentiality are essential. Demonstrated experience in talent development, learning and training.

Functional Skills

TR-Training Design and Material Preparation

TR-Design & development of learning solutions including for e-learning & distance learning

TR-Assessment of Learning Needs

TR-Evaluation of Learning Activities

TR-Facilitation - Virtual and face to face

TR-Coaching/mentoring

CO-Cross-cultural communication

CO-Drafting and Documentation

(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

Competency Requirements

All jobs at UNHCR require six core competencies and may also require managerial competencies and/or cross-functional competencies. The six core competencies are listed below.

Core Competencies

Accountability

Communication

Organizational Awareness

Teamwork & Collaboration

Commitment to Continuous Learning

Client & Result Orientation

Managerial Competencies

Empowering and Building Trust

Judgement and Decision Making

Managing Performance

Managing Resources

Cross-Functional Competencies

Policy Development and Research

Stakeholder Management

Planning and Organizing

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.

This role is designed for a practitioner who thrives in change and is motivated by helping leaders lead people well in demanding, fast moving environments. The successful candidate will work closely with managers and senior leaders to use skills data, people insights, feedback, and organisational signals to diagnose leadership and people management skill gaps and translate them into practical learning and development solutions. The role strengthens how leaders make decisions, communicate, and support their teams under pressure.

As UNHCR continues to evolve, the position focuses on building leadership capability that is agile, adaptive, and innovative, while remaining deeply attuned to trust, wellbeing, and human impact. It suits someone who is comfortable working in ambiguity and who brings both energy and sound judgement to supporting leaders through uncertainty and organisational change. The role requires credibility as a thought partner to leaders, including the ability to influence senior stakeholders who may be resistant or ambivalent about development interventions, using credible evidence, practical insight, and professional judgement. The successful candidate will also operate as part of an agile team, partnering with HR colleagues, external vendors, and subject matter experts to co design relevant, fit for purpose solutions, seeking partnerships where possible with industry leaders.

Essential Attributes
• Demonstrated experience identifying leadership and people management skill gaps and designing and delivering targeted development solutions, including hands on facilitation for managers and senior leaders on topics such as psychological safety, trust, feedback, resilience, performance, and leading through change, as relevant to organisational context.
• Proven experience using quantitative and qualitative data, including skills data, people metrics, staff feedback, engagement results, learning insights, or organisational diagnostics, to identify capability and skills gaps and translate them into actionable leadership and people management development interventions.
• A strong track record of initiative and ownership, including shaping or building leadership and skills focused development approaches in response to emerging organisational and capability needs, rather than relying solely on established programmes or fixed structures.
• Direct experience supporting leaders during organisational change, restructuring, realignment, or downsizing, where issues of trust, psychological safety, resilience, fairness, and skill redeployment are particularly important.
• Experience in a learning-advisory role to leaders in HQ, field and emergency contexts, with a demonstrated understanding of the constraints, realities and needs of these target groups

Desirable Attributes
• Background in organisational development, coaching, talent advisory, people consulting, or HR business partnering, combined with delivery of leadership, people management, or skills based learning.
• Proven experience engaging with pro-bono partners to deliver learning and development content.
• Demonstrated experience influencing senior stakeholders, including those who are sceptical of, resistant to, or ambivalent about development interventions, using credible evidence, contextual insight, and sound professional judgement.
• Proven experience supporting leaders in high pressure and emotionally complex environments, with a clear understanding of how leadership behaviours and skill application affect morale, trust, wellbeing, team effectiveness, and organisational performance.
• Experience working as a trusted partner to leaders, with the judgement and confidence to engage on sensitive issues such as difficult conversations, performance concerns, team dynamics, wellbeing, and decision making under pressure.
• A recognised coaching qualification or certification, with the ability to apply coaching approaches appropriately when working with managers and senior leaders.
• Demonstrated learning agility, including the ability to redesign or pivot interventions mid programme in response to participant feedback, evolving skill needs, or shifting organisational priorities.
• Familiarity with trauma informed facilitation practices or Psychological First Aid (PFA) principles, and the ability to create safe learning environments in emotionally charged or sensitive contexts.
• Strong ability to translate observed leadership and people management skill gaps into practical, humane tools, learning interventions, and performance supports that leaders can realistically apply in time pressured, high stakes environments.
• Familiarity with UNHCR, the UN system, or similarly complex mission driven organisations, particularly in contexts involving workforce change, leadership under pressure, staff wellbeing, and evolving skill requirements.
• Experience working in a field or regional office setting would be considered an asset

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Operational context

Occupational Safety and Health Considerations:

To view occupational safety and health considerations for this duty station, please visit this link:

https://wwwnc.cdc.gov/travel

Nature of Position:

The position is located within the Skills and Leadership function in the Division of People Management (DPM). The incumbent reports to the Head of Leadership Development and works closely with colleagues across DPM, regional bureaux, and operations. The role engages regularly with HR stakeholders, senior managers, and technical counterparts across HQ and the field to support the design and delivery of people‑centred development initiatives.

The function plays a central role in strengthening leadership and people management capacity across the organisation, contributing to broader workforce development, organisational effectiveness, and change initiatives. The position operates in a highly collaborative and cross‑functional environment, requiring coordination with multiple stakeholders and alignment with evolving institutional priorities.

UNHCR is undergoing significant organisational evolution, driven by shifting global displacement dynamics, resource constraints, and internal reform efforts. This includes ongoing efforts to improve agility, simplify structures, and enhance the organisation’s ability to deliver in complex and rapidly changing operational contexts.

Within this environment, managers are often required to lead teams under pressure, while navigating competing priorities, organisational change, and workforce challenges. The demand for practical, context‑relevant leadership and people management support has increased, particularly in areas such as team effectiveness, performance, staff wellbeing, and managing change.

The position operates in a dynamic and fast‑paced setting, where priorities may shift in response to operational demands, and where solutions are often developed and adapted in real time rather than through pre‑defined programmes.

The role supports the development and strengthening of leadership and people management practices across the organisation, with a focus on practical application in operational contexts.

The incumbent is expected to:

Lead the design and delivery of leadership development initiatives aligned with organisational priorities;

Support the adaptation of learning approaches to reflect operational realities and emerging workforce needs;

Engage with managers and teams to provide guidance and support on people management challenges;

Collaborate across functions to ensure coherence between leadership development, talent management, and broader workforce initiatives.

The position requires regular interaction with stakeholders at different levels of the organisation and may involve supporting initiatives that address organisational change, workforce effectiveness, and staff engagement.

The role is both advisory and delivery‑oriented, with a focus on translating organisational priorities into practical support for managers in diverse operational contexts under significant financial constraints.

This position is a major contributor to UNHCR’s ability to strengthen leadership and people management across the organisation at a time of continued transformation and operational pressure.

By supporting managers to lead effectively in complex environments, the role contributes to:

Improved team effectiveness and performance;

Stronger staff engagement and retention;

Better alignment between organisational priorities and day‑to‑day leadership practices.

The position supports the implementation of DPM priorities related to people development, leadership capability, and organisational effectiveness, and plays a role in ensuring that these priorities are translated into practical and accessible support for managers across the organisation.

Living and Working Conditions:

Additional Qualifications

Skills

Bachelor of Arts: Administration, Bachelor of Arts: Adult Education, Bachelor of Arts: Business Administration, Bachelor of Arts: Communication, Bachelor of Arts: Human Resources, Bachelor of Arts: Management, Bachelor of Arts: Political Science, Bachelor of Arts: Project Management

Certifications

Competencies

Accountability, Client & results orientation, Commitment to continuous learning, Communication, Empowering & building trust, Judgement & decision making, Managing performance, Managing resource, Organizational awareness, Planning & organizing, Policy research & development, Stakeholder management, Teamwork & collaboration

https://icsc.un.org/Home/SalaryScales

Compendium

Accelerated Posting Compendium 2026 - Part B

Additional Information

This position doesn't require a functional clearance