Job Opening

Posting Title: Project Director & Team Leader, Peer-2-Peer Project [TJO], D2 (Temporary Job Opening)
Department/Office: Office for the Coordination of Humanitarian Affairs
Duty Station: GENEVA
Posting Period: 15 July 2020 - 13 August 2020
Job Opening Number: 20-Humanitarian Affairs-OCHA-138380-J-Geneva (X)
Staffing Exercise N/A
United Nations Core Values: Integrity, Professionalism, Respect for Diversity
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Org. Setting and Reporting

The Peer-2-Peer project was established in 2013 (previously called STAIT - Senior Transformative Agenda Implementation Team) by the Inter-Agency Standing Committee (IASC) Emergency Directors’ Group (EDG) to provide peer support to Humanitarian Coordinators (HCs) and Humanitarian Country Teams (HCTs) in field operations. In recognition of the critical work of the Projects, in January 2019 the IASC Principals endorsed a reformed IASC structure which includes the Peer-2-Peer project.

The Project aims to contribute to a ‘culture shift’ in the way humanitarian actors work together to enable a more effective, accountable and timely humanitarian response. Its primary focus is to support Humanitarian Coordinators (HCs) and Humanitarian Country Teams (HCTs) to strengthen collective humanitarian response in field operations. To this end, it conducts missions with teams of senior UN and NGO peers that use a bottom-up and participatory change management approach to identify specific HCT actions that will strengthen the collective response in support of the most vulnerable populations. The missions are also an opportunity to support the HCs and HCTs in delivering on the main pillars of the HC and HCT Compacts, namely protection, accountability to affected people (AAP), Gender Based Violence (GBV) and Protection from Sexual Exploitation and Abuse (PSEA).

The Peer-2-Peer project has a secondary focus on learning. In this area, the Project shares practical examples between HCs and HCTs from different field operations, of how complex humanitarian challenges have been tackled. Learning tools take various forms including organizing webinars and/or workshops around priority areas of concern to the HCs; briefing the EDG and the Operational Policy and Advocacy Group (OPAG) on persistent systemic issues that require strategic discussions and decisions to facilitate humanitarian action; preparation of short explanatory notes or a case studies for cross-learning and capturing of lessons learned and best practices; among others.

The post is located in the IASC’s Peer-2-Peer Support Project based in Geneva and is administered by the Inter-Agency Support Branch in OCHA). This is a project limited position and funded by external budgetary resources. The Project Director/Team Leader reports to the Emergency Relief Coordinator via the Emergency Directors Group. The Project Director also regularly reports to the Projects Advisory Group.


Within delegated authority, the Director of the Peer-2-Peer project will be responsible for the following duties and responsibilities:

Provide strategic leadership for Peer-2-Peer Project and ensure sound project management. Specifically, she
/ he will:
-Establish priorities, goals and objectives for the team; and ensure the formulation and timely implementation of the Peer-2-Peer Project workplan.
-Ensure effective allocation and utilization of resources, in line with UN secretariat financial rules and regulations.
-Ensure timely and accurate reporting to the ERC, the Emergency Director Group (EDG), and the Project Board.
-Ensure strategic engagement with key IASC structures (including the OPAG and the IASC secretariat) for cross-learning and to influence discussions and decisions.
-As administrative manager, ensure reporting on financial issues to the Inter-Agency Support Branch.

Lead the overall coordination, planning and execution of Peer-2-Peer field support missions. Specifically, she / he will:
-Consult with EDG and HCs in the field and establish a priority list of countries requiring support.
-Lead the execution of Peer-2-Peer field support missions, linking with Humanitarian Coordinators (HCs) and Humanitarian Country Teams (HCTs) at the country level and bringing on board senior leadership as members of Peer-2-Peer inter-agency support missions.
-Capitalize on the missions to reinforce the main pillars of the HC and HCT Compacts, namely protection, accountability to affected people (AAP), Gender Based Violence (GBV) and Protection from Sexual Exploitation and Abuse (PSEA).
-Facilitate a retreat at the end of the missions where the HCT develops a tailor-made action plan (the HCT Action Plan) that focuses on addressing the main challenges in the operation that they have identified through the mission and ensure follow-up as appropriate.

Lead and supervise the development and implementation of a resource mobilization strategy in support of the Project’s activities.
-The Project is administered by the Inter-Agency Support Branch of OCHA. The Project relies exclusively on voluntary earmarked contributions from donors and in-kind support from OCHA. It has received financial support from Australia, the European Commission, Germany, the Netherlands, Norway, Sweden, the United Kingdom, Switzerland and the United States of America. It has also received in-kind staff contributions from the standby rosters of the Danish Refugee Council (DRC) and the Norwegian Refugee Council (NRC) in its earlier years of existence.
-The Director will build on the existing donor support and mobilise the resources required to support the Project’s vision for 2020 and beyond.

Lead on engagement with the Inter-Agency Standing Committee (IASC) organisations, subsidiary bodies, and other project stakeholders to promote and strengthen the concept of partnerships and working together in humanitarian crises to effectively deliver assistance. Specifically, she / he will:
-Represent the Peer-2-Peer project at international and regional meetings.
-Oversee external engagement of the Peer-2-Peer team in work groups, meetings, conferences, consultations with other agencies and partners in humanitarian and emergency relief-related matters.
-Deliver briefings to senior leadership, member states and humanitarian donors on the findings and required support to field operations following Peer-2-Peer support missions.

Lead Knowledge building and management. Specifically, she / he will:
-Provide leadership and overall supervision to the development and implementation of a learning strategy that captures in-country learning that can be shared with HCs and HCT members and inform future Peer-2-Peer missions, webinars, and humanitarian policy and practice at the global level.
-Provide leadership and oversight in the development and implementation of a series of online webinars and workshops on relevant issues that HCs and HCTs are regularly confronted with, and face difficulties in addressing, in the field.
- Facilitate webinars and provide substantive direction to elicit core messages as field guidance and implementation.
- Lead an analysis component of the project which collates information from all Peer-2-Peer missions to provide a global overview of common issues faced by HCs and HCTs. Utilise the research and analysis of this component of the project to inform and influence humanitarian practice and policy at the global level, including through regular engagement with the IASC’s OPAG.


PROFESSIONALISM: Knowledge of the substantive field of work in general and of specific areas being supervised. Shows ability to produce reports and papers on technical issues and to review and edit the work of others. Ability to engage with other agencies, donors and other stakeholders and forge productive working relationships. Demonstrate a high-level of understanding of issues affecting the effectiveness and accountability of humanitarian operations highlighted in the Transformative Agenda and post- World Humanitarian Summit (WHS), and particularly how it relates to field operations. Ability to efficiently handle and share information and knowledge. Shows ability to apply UN rules, regulations, policies and guidelines in work situations. A good understanding of the IASC coordination system, the roles played by different stakeholders at field level (UN and NGOs), as well as operational issues faced by NGOs;Shows pride in work and in achievements; demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and achieving results; is motivated by professional rather than personal concerns; shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

COMMUNICATION: Speaks and writes clearly and effectively; listens to others, correctly interprets messages from others and responds appropriately; asks questions to clarify, and exhibits interest in having two-way communication; tailors language, tone, style and format to match audience; demonstrates openness in sharing information and keeping people informed.

ACCOUNTABILITY: Takes ownership of all responsibilities and honours commitments; delivers outputs for which one has responsibility within prescribed time, cost and quality standards; operates in compliance with organizational regulations and rules; supports subordinates, provides oversight and takes responsibility for delegated assignments; takes personal responsibility for his/her own shortcomings and those of the work unit, where applicable.

LEADERSHIP: Serves as a role model that other people want to follow: empowers others to translate vision into results; is proactive in developing strategies to accomplish objectives; establishes and maintains relationships with a broad range of people to understand needs and gain support; anticipates and resolves conflicts by pursuing mutually agreeable solutions; drives for change and improvements; does not accept the status quo; shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

MANAGING PERFORMANCE: Delegates the appropriate responsibility, accountability and decision-making authority; makes sure that roles, responsibilities and reporting lines are clear to each staff member; accurately judges the amount of time and resources needed to accomplish a task and matches task to skills; monitors progress against milestones and deadlines; regularly discusses performance and provides feedback and coaching to staff; encourages risk-taking and supports creativity and initiative; actively supports the development and career aspirations of staff; appraises performance fairly.


Advanced university degree (Master's degree or equivalent) in business or public administration, finance, accounting, law, social sciences or related area is required. A first level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Work Experience

Minimum of 15 years of progressively responsible professional experience in the fields of humanitarian affairs, relief coordination, disaster management and response, complex emergencies and natural disasters, rehabilitation and development, inter-agency coordination, resource mobilization and advocacy is required.
Relevant professional experience must include a minimum of 10 years of experience at the international level.
At least 6 years of experience in support of humanitarian operations, with experience in leadership roles in inter-agency humanitarian coordination at field level e.g. Humanitarian Coordinator, UN agency or international NGO Country Representative/Director, Deputy Humanitarian Coordinator, or an equivalent position of seniority is required.
Extensive field experience in emergency situations (e.g. complex emergency, natural disaster etc.) with United Nations funds, agencies, or an international NGO is required


English and French are the working languages of the United Nations Secretariat. For this post, fluency in English (oral and written) is required. Knowledge of French is desirable. Knowledge of Arabic is desirable. Knowledge of another United Nations official language is desirable.


Evaluation of qualified candidates may include an assessment exercise which may be followed by competency-based interview.

Special Notice

-The appointment/assignment is for a duration of 364 days with the possibility of extension, subject to availability of funds and mandate extension. The selected candidates are expected to start as soon as possible. Please NOTE that the selected candidate may be requested to work remotely (due to Covid-19 restrictions) for a short initial period upon onboarding.
- The contract of the selected candidate will be administered through United nations Development Programme.
- A current staff member who holds a fixed-term, permanent or continuing appointment may apply for temporary positions no more than one level above his or her current grade. However, a current staff member who holds an appointment at the G-6 or G-7 level may also apply to temporary positions in the Professional category up to and including the P-3 level, subject to meeting all eligibility and other requirements for the position. A staff member holding a temporary appointment shall be regarded as an external candidate when applying for other positions, and may apply for other temporary positions at any level, subject to section 5.7 below and staff rule 4.16 (b) (ii). Therefore, a staff member holding a temporary appointment in the General Service or related categories may only apply to positions within those categories. For full information on eligibility requirements, please refer to section 5 of ST/AI/2010/4Rev.1 on Temporary Appointments. In its resolution 66/234, the General Assembly further "stressed that the Secretary-General should not recur to the practice of temporarily filling posts in the Professional and higher categories with General Service staff members who have not passed the General Service to Professional category examination other than on an exceptional basis, and requests the Secretary-General to ensure that temporary occupation of such posts by the General Service staff shall not exceed a period of one year, effective 1 January 2013…" Consequently, eligible candidates in the General Service or related categories for temporary job openings in the Professional category that have not
passed the competitive examination may be selected only on an exceptional basis endorsed by the Office of Human Resources Management where no other suitable candidate could be
- Upon separation from service, including, but not limited to, expiration or termination of, or resignation from, a fixed-term, continuing or permanent appointment, a former staff member will be ineligible for re-employment on the basis of a temporary appointment for a period of 31 days following the separation. In the case of separation from service on retirement, a former staff member will be ineligible for re-employment for a period of three months following the separation. This equally applies, mutatis mutandis, with respect to a former or current staff member who has held or holds an appointment in another entity applying the United Nations Staff Regulations and Rules and who applies for a temporary position with the
- Retirees above the mandatory age of separation who wish to be considered for the current temporary job opening must indicate the reason for their last separation as "retirement." Such retirees shall not be employed by the Organization, unless (a) the operational requirements of the Organization cannot be met by staff members who are qualified and available to perform the required functions; and (b) the proposed employment would not adversely affect the career development or redeployment opportunities of other staff members and represents both a cost-effective and operationally sound solution to meet the needs of the service.
- While this temporary assignment may provide the successful applicant with an opportunity to gain new work experience, the selection for this position is for a limited period and has no bearing on the future incumbency of the post. An external candidate selected for this position is bound by the prevailing condition of the staff selection system under ST/AI/2010/3, as amended, and ST/AI/2010/4/Rev.1. A staff member holding a temporary appointment who is recruited in the Professional and above categories on a temporary appointment, and placed on a position authorized for one year or longer may not apply for or be reappointed to his/her current position within six months of the end of his/her current service. This provision does not apply to staff members holding temporary appointments and placed on positions authorized for one year or more in duty stations authorized for peacekeeping operations or special political missions.
- The expression "Internal candidates", shall mean staff members who have been recruited after a competitive examination under staff rule 4.16 or after the advice of a central review body under staff rule 4.15.
- Please note that candidates will be required to meet the requirements of Article 101, paragraph 3, of the Charter as well as the requirements of the position. The United Nations is committed to the highest standards of efficiency, competence and integrity for all its human resources, including but not limited to respect for international human rights and humanitarian law. Candidates may be subject to screening against these standards, including but not limited to whether they have committed, or are alleged to have committed criminal offences and/or violations of international human rights law and international humanitarian law.
- For information on special post allowance, please refer to ST/AI/1999/17. For more details on the administration of temporary appointments please refer to ST/AI/2010/4/Rev.1.
- The Staff Regulations, Staff Rules and administrative issuances governing staff appointments can be viewed at:
- Staff members of the United Nations common system organizations who will reach the mandatory age of separation or retirement within the duration of the current temporary need period are not eligible to apply.
- Staff members are not eligible to apply for the current temporary job opening if they are unable to serve the specified duration of temporary need before reaching the mandatory age of separation. Submitting an application or selection for the current temporary job opening does not delay or increase the mandatory age of separation.

United Nations Considerations

According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee


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