Talent and People Development Associate

Tiered Approach

In line with the commitment to safeguard capacity and support personnel already in the Organization, a majority of UNDP UNCDF/UNV vacancies are advertised using a tiered application process whereby:

• Tier 0: UNDP/UNCDF/UNV IP staff holding permanent (PA) and fixed-term (FTA) appointments, whose posts will be abolished, or contracts will be terminated or not renewed during 2026.
• Tier 1: Other UNDP/UNCDF/UNV staff holding permanent (PA) and fixed-term (FTA) appointments
• Tier 2: UNDP/UNCDF/UNV staff holding temporary appointments (TA), personnel on regular PSA contracts, and Expert and Specialist UN Volunteers
• Tier 3 or no tier indicated: All other contract types from UNDP/UNCDF/UNV and other agencies, and other external candidates

Please make note of the Tier(s) indicated in the vacancy title, if any, and ensure that you satisfy the eligibility to apply.

Background

UNDP is the United Nations’ lead agency on international development, working in 170 countries and territories to help people build better lives while protecting the planet. For 60 years, UNDP has supported countries to make progress on the issues that matter most, with human development at the core of its mandate. Our work is built on trust and long-term partnerships with governments, communities and organizations at every level.

Operating in a Middle-Income Country brings its own set of complexities and opportunities. With 70% of the Indonesian economy directly or indirectly reliant on its natural resources, the link between nature, climate, jobs, and economic empowerment become critical. UNDP Indonesia works with Indonesian partners to deliver an ambitious programme, fully aligned to the national priorities of Indonesia. UNDP’s past experiences and support include innovative sustainable financing, digital health, energy transition and climate policies, improved service delivery that leaves no one behind. Enablers and multipliers such as digitalization and Artificial Intelligence are at the core of its efforts. Building on its vast and long experiences, and the knowledge of its entire team of professionals, UNDP Indonesia demonstrate its thought-leadership and translate knowledge into policy advice, investment opportunities and scalable solutions for Indonesia’s critical development priorities.

The strategic priorities of UNDP Indonesia for its current Country Programme 2026 -2030 are encapsulated under three outcome areas:

(1) Human Development

(2) Nature, Decarbonisation and Resilience

(3) Economic and Digital Transformation

To support programme implementation, UNDP Indonesia requires a Talent and People Development Associate to strengthen workforce planning, employer branding and the employee value proposition (EVP), talent pipelines and onboarding, learning and career management, manager capability and personnel engagement, and strategic partnerships and outreach.

Duties and Responsibilities

1. Talent pipelines and onboarding
• Support the development and implementation of talent-sourcing and outreach approaches for priority, specialized and recurring talent needs.
• Conduct talent mapping from relevant labour-market segments, universities, professional associations, networks and candidate communities to support targeted outreach.
• Establish and maintain talent-pipeline databases and trackers, monitor candidate engagement and recruitment-related follow-up, and prepare regular pipeline and outreach updates.
• Coordinate talent outreach activities with hiring units, communications colleagues and external partners, ensuring that activities promote access to diverse and qualified talent pools.
• Coordinate onboarding readiness with relevant HR, hiring-unit, operations and ICT colleagues, including the preparation and monitoring of onboarding plans, induction schedules, welcome information, checklists and manager guidance.
• Monitor completion of onboarding actions, identify delays or service gaps, and follow up with responsible stakeholders to support timely completion.
• Collect and analyses feedback on recruitment, onboarding experiences and exit interview identify recurring issues and propose practical improvements to strengthen consistency, timeliness and the employee experience.

2. Learning and career management support
• Support the identification and consolidation of organizational and individual learning needs, and maintain learning plans, participation records and implementation trackers.
• Coordinate learning activities, career-development events, briefings, mentoring or peer-learning initiatives, including participant communication, materials, logistics, evaluation and follow-up.
• Compile, organize and maintain career-management resources and practical guidance that help personnel reflect on career aspirations, development priorities and possible learning pathways.
• Analyse learning data and participant feedback and prepare reports, lessons learned and practical recommendations to improve the relevance, accessibility and effectiveness of learning and career-management programmes.
• Support the design and coordination of manager-capability initiatives, including practical guidance, briefings and peer-learning activities for managers. Support employee engagement activities, including surveys, focus groups and related action planning, and consolidate the results and recommendations for HR and management.

3. Partnership and outreach
• Build and maintain working relationships with various units in CO and relevant external partners, including universities, professional associations, talent networks, service providers and other UN entities, as applicable.
• Coordinate partnership and outreach activities that expand access to diverse talent, strengthen employer visibility and support learning or career-development opportunities.
• Maintain complete and accessible records of partnership activities, commitments, deliverables, contacts and follow-up actions.
• Support the implementation of UNDP's Employer Value Proposition (EVP) and employer-branding initiatives to strengthen UNDP's positioning as an employer of choice, attract and retain priority talent, and promote an inclusive and positive employment experience.
• Prepare audience-specific EVP and outreach content, campaign materials, briefing notes, presentations and digital communications, and monitor implementation and feedback in collaboration with communication team.

4. Workforce Planning, HR Analytics and Delivery Coordination
• Support workforce planning exercises by collecting, validating and organizing workforce data, staffing needs, skills requirements, vacancy information and planned organizational changes.
• Coordinate integrated workplans, dashboards and action trackers, risks, ensuring that key priorities, milestones and deadlines are regularly monitored and followed up with relevant stakeholders in coordination with HR Associate.
• Analyze HR data, workforce trends and delivery information to identify emerging issues, patterns, risks and areas requiring management attention, and provide practical recommendations to support HR planning and decision-making.
• Prepare accurate reports, presentations, standard operating tools, templates, checklists, guidance notes and knowledge products that support consistent delivery and continuity of work.
• Identify delivery risks, delays, process gaps and quality concerns early, recommend practical corrective action to ensure compliance with prevailing rules.
• Translate HR data and operational information into management insights and recommendations to support workforce planning, talent management and continuous improvement of HR services.
• Perform other duties within the functional profile as required for the efficient functioning of the Office and the assignment.
The incumbent performs other duties within their functional profile as deemed necessary for the efficient functioning of the Office and the Organization
Supervisory/Managerial Responsibilities: N/A

Institutional Arrangement
The Talent and People Development Associate will work under the direct supervision of the HR Analyst and will provide substantive coordination, analytical and implementation support for workforce planning, talent attraction, employee development and engagement initiatives. The incumbent will manage assigned activities and deliverables, coordinate with relevant stakeholders, analyze workforce and talent information, prepare practical tools and recommendations, monitor progress and risks, and ensure complete documentation and timely follow-up. Supporting UNDP's portfolio approach, the incumbent will collaborate with Country Office, project, and UN agency teams, and works across multidisciplinary networks to foster horizontal cooperation and ensure consistent, high-quality HR service delivery.

Competencies

Core
Achieve Results:
LEVEL 1: Plans and monitors own work, pays attention to details, delivers quality work by deadline

Think Innovatively:
LEVEL 1: Open to creative ideas/known risks, is pragmatic problem solver, makes improvements

Learn Continuously
LEVEL 1: Open minded and curious, shares knowledge, learns from mistakes, asks for feedback

Adapt with Agility
LEVEL 1: Adapts to change, constructively handles ambiguity/uncertainty, is flexible

Act with Determination
LEVEL 1: Shows drive and motivation, able to deliver calmly in face of adversity, confident

Engage and Partner
LEVEL 1: Demonstrates compassion/understanding towards others, forms positive relationships

Enable Diversity and Inclusion
LEVEL 1: Appreciate/respect differences, aware of unconscious bias, confront discrimination

Thematic Area	Name	Definition
HR - People strategy and planning	Workforce planning	Knowledge of tools to analyse the current workforce, determine future needs, identify capability gaps, and support talent acquisition and development responses.
HR - Talent acquisition	EVP management and marketing	Ability to create and manage an employer value proposition aligned with organizational and workforce needs.
HR - Talent acquisition	Talent sourcing and outreach	Ability to develop and implement strategies, mechanisms and platforms for outreach to relevant labour-market segments and candidate communities.
HR - Talent management	Career management and support	Ability to support career-management frameworks, processes, programmes and resources that help individuals assess aspirations and development options.
HR - Talent management	Employee engagement	Knowledge of tools, techniques and processes to strengthen engagement, measure its drivers and support regular dialogue on workplace matters.
Business Management	Partnerships Management	Ability to build and maintain partnerships with wide networks of stakeholders in line with organizational strategy and policies.
HR - People strategy and planning	Workforce planning	Knowledge of tools to analyse the current workforce, determine future needs, identify capability gaps, and support talent acquisition and development responses.

Required Skills and Experience

Min. Academic Education	Secondary education is required. A university degree (Bachelor’s degree) in human resources management, organizational psychology, business administration, Human Resource Management, or another field relevant to the assignment will be given due consideration, but is not a requirement.
Min. yearsof relevant Work experience	Minimum seven (7) years of relevant experience with secondary education, or four (4) years with a bachelor’s degree, in human resources/ workforce planning, or other related areas.
Required skills	Proven experience using digital or AI-enabled tools to support HR data analysis or reporting or other people-related activities. Experience analysing information and preparing reports or presentations or other materials to support planning/ decision-making.
Desired skillsin addition to the competencies covered in the Competencies section	Experience with employer branding, employee value proposition (EVP), recruitment marketing or talent outreach. Experience maintaining talent pipelines or supporting recruitment, candidate engagement or onboarding processes. Experience supporting workforce planning, organizational capability assessment or people analytics. Experience coordinating learning, career development, mentoring or manager capability initiatives. Experience developing or coordinating partnerships with universities, professional associations, talent networks, service providers, development partners or United Nations entities. Prior experience with UNDP, another United Nations entity, an international organization or a donor-funded programme is an asset.
RequiredLanguage(s) (at working level)	Fluency in English and Bahasa Indonesia in both writingand speaking is required.
Professional Certificates	Chartered Institute of Personnel and Development (CIPD) or other HR professional certification would be highly desirable

Equal opportunity

As an equal opportunity employer, UNDP values diversity as an expression of the multiplicity of nations and cultures where we operate and, as such, we encourage qualified applicants from all backgrounds to apply for roles in the organization. Our employment decisions are based on merit and suitability for the role, without discrimination.

UNDP is also committed to creating an inclusive workplace where all personnel are empowered to contribute to our mission, are valued, can thrive, and benefit from career opportunities that are open to all.

Sexual harassment, exploitation, and abuse of authority

UNDP does not tolerate harassment, sexual harassment, exploitation, discrimination and abuse of authority. All selected candidates, therefore, undergo relevant checks and are expected to adhere to the respective standards and principles.

Right to select multiple candidates

UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.

Use of AI by candidates

Applicants are invited to read UNDP’s guidance for candidates on using AI responsibly in UNDP recruitment and selection

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