The International Solar Alliance (ISA) gives you a unique opportunity to work in a vibrant work environment where you will be encouraged to participate in developing the young organization in a dynamic, multicultural way. You will be contributing towards collectively addressing the key common challenges to the scaling up of solar energy in line with member country's needs. ISA is striving to achieve gender parity at all levels and women candidates are strongly encouraged to apply for all positions within the organization. ISA also strives to obtain a staff reflecting its geographical representation and diversity.
Grade levels of positions and salaries of staff members shall be fixed by the Director-General in conformity generally with the United Nations common system standards.
Candidates selected for international professional positions may expect to receive the following allowances, as applicable, in addition to the salary:
- Dependency allowances (for eligible spouse and up to 2 children)
- Settling in grant as per ISA rules
- Rental subsidy as per ISA rules
- Education grant (for up to two school aged children) as per ISA rules
- Annual and sick leave (annual leave accredited at 2.5 days per month)
- Health insurance premium contribution as per ISA rules
- Pension contributions (the ISA will contribute a lump sum payment equivalent to UN common system rates (15.8% of net salary).
- Income tax reimbursement (the ISA provides for national income tax reimbursement upon proof of payment).
Candidates selected for national positions may expect to receive the following allowances, as applicable, in addition to the salary:
- Dependency allowances (for eligible spouse and up to 3 children)
- Annual and sick leave (Annual leave accredited at 2.5 days per month)
- Health insurance premium contribution as per ISA rules
- Pension contributions (ISA will contribute a lump sum payment equivalent to UN common system rates (15.8% of net salary).
- Income tax reimbursement (the ISA provides for national income tax reimbursement upon proof of payment).
Further details on benefits and allowances will be provided to selected candidates upon appointment.
Internationally recruited Professional staff
Staff members in these categories are normally internationally recruited and primarily nationals of one of the ISA member countries. Internationally recruited staff under this category are required to have advanced degrees and they serve in either supervisory, programmatic or technical posts and are required to perform analytical, conceptual functions and may also be required to engage in negotiations, communications and/or have substantive expertise and/or managerial and leadership ability. Remuneration is based on internationally established salaries and benefits (as established by the International Civil Service Commission and in conformity with United Nations common system standards).
ISA will also recruit staff locally within the duty station who are nationals of the host country and normally recruitment is for individuals who reside within commuting distance of the HQ. These individuals may be recruited for positions at either the National Officer Level (NO) or General Service (GS) level.
National Officer positions are considered professional level and require university degrees similar to the international professional staff and may be assigned similar functions. General Services positions consist primarily of support and administrative functions. The positions may be in support of administrative processing functions, but also the more senior GS positions may be technical in nature and may also include some supervision of more junior staff.
General Services positions consist of primarily support and administrative functions. The positions may be in support of administrative processing functions, but the more senior GS positions may be technical in nature and may also include some supervision of more junior staff.
Remuneration for the National Officer and General Services categories are separately established and are based on the average of the best prevailing comparable wages in the local area and in conformity with the United Nations common system standards.
Secondment Scheme
Deputation Policy and Regulations
Technology & Solar Specialist (P3*)
- Level Technology & Solar Specialist
- Application period 25.02.2023 - 25.03.2023
Chief of Unit, Knowledge Management & Capacity Building Specialist (P4*)
- Level Chief of Unit Knowledge Management & Capacity Building Specialist
- Application period 25.02.2023 - 25.03.2023
For career opportunities keep visiting the ISA website
At ISA We Consider Talent Acquisition a Privilege, So We Take It Seriously…
Welcome to our “Recruitment & Selection Process @ ISA Page”
At ISA, Talent Acquisition (TA) gives us the rare opportunity of opening a door for your career while helping ourselves. Not everyone gets to do that, so we take it seriously.
However, we recognise this is no small a feat! At ISA, we appreciate that this is a cross-functional, resource-intensive process. When we hire a new employee, we deploy a multi-step exercise to identify the organisational needs, the team’s needs, and then to assess potential candidates. We hope you find this information helpful in providing a simple, high-level view of our TA process.
We will evaluate every candidate consistently and fairly, while doing so we will also account for the different priorities we have for a role. We hire for careers and not for jobs! So, we will hire motivated, flexible, and talented people capable to lasting careers with ISA.
The Stages of ISA’s TA process:
- 1. Identify ISA’s talent needs based on our strategic mandates and long-term goals
- 2. Ensure all our ducks are in a row (including compliance)
- 3. Advertise our vacant positions (normally on our website and or other job search engines and talent search partner websites – if applicable)
- 4. Initial screening is conducted - identifying applicants who appear from the information provided on their application to be best suited to the role’s requirements (as advertised). A blind sift process may be deployed – if deployed, personal details are removed at this stage and are only made available to the panel once a decision has been made on which persons should be invited to the next round of the selection process.
- 5. Preliminary rounds are conducted, and they could be virtual/ telephonic or in-person
- 6. Based on success from the above stages, candidates may be invited for a Written/Presentation/Psychometric/Cognitive/ Aptitude testing as and if relevant
- 7. Personal Interviews with the Panel.
- 8. Reference and any other relevant background checks (as deemed appropriate by ISA)
- 9. Final meetings with the leadership, site visits and or other relevant stakeholders where relevant
- 10. Offer of appointment is made following the successful completion of all required stages set by ISA
D&I @ISA
ISA is strongly committed to the D&I principles – an organisation that is being sculpted by its people with varying points of view, a diverse thinking, that comes from variegating backgrounds. Our perspectives are manifold, and we continue to scale our presence with the strength, unified through multiple sources (race, gender, sexual orientation, age, nationality, culture, life’s experience, education, and professional background).
Visit ISA Linkedin Page to view more on Life at ISA