Management of Unit

• Supports the Chief, HCI in establishing the annual work plan, setting priorities/targets and performance measurements for the Digital Tools for People Unit.
• Monitors work progress and ensure results are achieved according to schedule and performance standards.
• Establishes clear individual performance objectives, goals and timelines; and provides timely guidance to enable the team to perform their duties responsibly and efficiently.
• Establishes and maintains a team culture aligned with UNICEF values; encourages team members to grow professionally, provides timely feedback and fosters two-way communication where team members feel psychologically safe and empowered to express their views and carry out their functions.

Technical HR Leadership & Strategic Human resources

• Contributes to the design of the HR Digital Transformation, to the development of the strategy and overall project plan and leads parts of its implementation.
• Provides technical leadership in People management Digital tools and systems with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
• Develops, implements, and monitors the implementation of new people management digital tools and systems to meet the evolving needs of the organization, in close collaboration with Information and Communication Technology Division (ICTD), the Global Support Services Center (GSSC) and other key stakeholders. Manages HR technology projects including planning, resource allocation, implementation, monitoring and timelines.
• Represents the Division of Human Resources for all matters related to people management systems and digital tools.
• Liaises with the HQ Divisions, regional and country offices to gather business requirements and propose people management digital tools to enhance organizational performance and employee experience across UNICEF.
• Keeps abreast, research, benchmark, and implement best and cutting-edge practices in people management digital tools and systems, leveraging innovation through sharing of best practices and knowledge learned.
• Researches and proposes partnerships, with the focus on new technologies including on the use of AI/generative AI in people and talent management.

Enhancing UNICEF HR digital experience

• Oversees access and user support on people management digital tools, including the talent management and performance management systems.
• Oversees quality assurance on people management digital tools and systems, ensuring the accuracy of data and the right levels of access based on the different users’ business needs.
• Leads the identification of business requirements, proposes business enhancements and coordinates with internal and external stakeholders on enhancement to existing and new people management tools and systems, to meet evolving organizational needs.
• Oversees the assessment and testing of new or enhanced people management digital tools and systems to ensure the tools meet the business needs and are user-friendly.
• Collaborates closely with ICTD and the GSSC to trouble-shoot technical issues, optimize the efficiency of existing systems through automation and improvement of business processes.

Capacity Building in People management digital tools

• Leads capacity-building initiatives, in collaboration with the Talent Development section in DHR and the Global Learning Center in GSSC, on digital dexterity for people management tools and systems.
• Leads capacity-building on AI/Generative AI for the OneHR community.
• Designs and maintains a comprehensive learning portfolio for administrative and end-users on people management digital tools within portfolio, including the design of global and customized webinars, interactive material and other technical guidance. Continuously update/upgrade technical guidance, toolkits and learning material to meet the different users’ needs.
• Participate as a resource person in other capacity building initiatives to enhance the competencies of clients/stakeholders in people management digital tools and systems.
• Provide orientation briefings to new staff.

Requirements:

Minimum requirements:

• Education: Advanced university degree (master’s or higher) in human resource management, business or public administration, international relations, Information Technology, Computer Science, or another related field is required.
• Work Experience: At least eight (8) years of relevant work experience in human resource management in an international organization and/or large corporation is required.
• Two years of experience focusing on HR/people management digital tools or HR Information Systems is required.
• Skills:
• Managerial
• The ability to allocate appropriate time and resources for successful achievement of goals and foresee risks and allow for contingencies when planning.
• Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.
• Strategic
• Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability to help design and implement innovative digital solutions within a fast paced, evolving, and wide organizational setting.
• Ability to manage large-scale projects across multiple stakeholders.
• Technical
• Authoritative technical knowledge of the principles and concepts of human resources management and human resources information systems (HRIS).
• Capacity to translate policies, approaches and models to system-related requirements to meet emerging needs.
• Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.
• Excellent knowledge of organizational and HR information technology systems and tools.
• Interpersonal and Communication
• Demonstrated ability to communicate effectively in a diverse organization tailoring language, tone, style and format to match audience.
• Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.
• Ability to navigate easily between technical and non-technical audiences when it comes to the translation of HR visions and strategies into technical solutions.
• Ability to pro-actively engage multiple stakeholders both technical and non-technical, internally and externally.
• Language Requirements: Fluency in English language is required.

Desirables:

• Developing country work experience and/or familiarity with emergency.
• Experience working in the United Nations or in a comparable international organization is an asset.
• Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
• Two years of experience managing multi-stakeholders’ HR technology projects.
• Experience in change management.