UNICEF works in over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, innovation!

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

How can you make a difference?

Strategic office context

Under the overall guidance of the P4 HR Manager (Digital Tools for People), the HR Officer is responsible for activities associated with the current and upcoming HR Digital Tools. The incumbent will provide strategic and technical advisory support to users and projects on system enhancements and performance management-related initiatives. He/she will coordinate the testing of any ongoing system improvements and proposed business enhancements, including delivery of training sessions. He/she will collaborates to the design and maintenance of a comprehensive learning portfolio and HR analytics reports.

Purpose for the job

The incumbent of this post will support the Digital Transformation of the Human Resources function (HR DX), which is a broad change initiative to digitalize people and talent management functions… The goal will be to ensure the identification and deployment of the most efficient digital solutions and the best client support service to all staff in the use of current and new HR systems and digital tools.

Key functions, accountabilities and related duties/tasks

• Carry out the assigned activities associated with the current Talent Management System and other digital HR tools, including management and maintenance and ongoing configuration.
• Provide technical advisory support to users and projects on initiatives related to the talent management system or other digital HR tools, manage the user support help desk and team, collect best practices in line with UNICEF’s talent management policies and guidelines, and the experience with the current talent management system.
• Coordinate/support the testing of system improvements and proposed business enhancements; serve as a liaison between UNICEF HR, UNICEF ICTD and the external system provider; troubleshoot ongoing technical issues with both UNICEF ICTD and the external system provider.
• Implement digital solutions that align with UNICEF HR Policy, guidelines, best practices and compliance standards.
• Collaborates to the design and maintenance of a comprehensive learning portfolio related to the talent management system and other digital tools for all staff, including end-user materials, global and customized webinars, capacity building sessions for HR colleagues.
• Continuously update relevant SharePoint sites with best practices, tips and relevant communication material.
• Any other duties as assigned by the supervisor.

To qualify as an advocate for every child you will have…

Minimum requirements:

• Education: A first-level university degree (Bachelor’s) in human resource management, business management, international relations, psychology, computer science or another related field is required. Master’s Degree in HR Management or IT is desirable.
• Work Experience: At least two (2) years of relevant experience in human resources in technology, including generic experience in talent management related functions is required.
• Relevant experience in Human Resources System Management with a broad view of information system environment in an international setting or large corporation is required.
• Relevant experience in project management is required.
• Language Requirements: Fluency in English (written & verbal) is required.

Desirables:

• Proven experience as a Business Analyst with a focus on the development of HR digital solutions and tools is desirable.
• Relevant experience in the development and delivery of learning, capacity building and transfer of knowledge strategies, plans and training programmes (including training materials) is desirable.
• Relevant system administrator experience in navigation and working with user records and reports and knowledge on industry best practices to design and/or implement system improvements is desirable.
• Relevant experience in data analytics and reporting is desirable.
• Developing country work experience and/or familiarity with emergency.
• Knowledge of another official UN Language (Arabic, Chinese, French, Russian, Spanish) is considered an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust and Accountability and Sustainability (CRITAS) underpin everything we do and how we do it. Get acquainted with Our Values Charter: UNICEF Values

The UNICEF competencies required for this post are…

• Demonstrates Self Awareness and Ethical Awareness (1)
• Works Collaboratively with Others (1)
• Builds and Maintains Partnerships (1)
• Innovates and Embraces Change (1)
• Thinks and Acts Strategically (1)
• Drives to Achieve Impactful Results (1)
• Manages Ambiguity and Complexity (1)

Familiarize yourself with our competency framework and its different levels.

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. The UNICEF family is committed to include everyone, irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

We offer a wide range of measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. UNICEF is committed to promoting the protection and safeguarding of all children. All selected candidates will undergo rigorous reference and background checks and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid). Should you be selected for a position with UNICEF, you either must be inoculated as required or receive a medical exemption from the relevant department of the UN. Otherwise, the selection will be canceled.

Remarks:

As per 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.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions before taking up an assignment with UNICEF. UNICEF reserves the right to withdraw an offer of appointment, without compensation, if a visa or medical clearance is not obtained, or necessary inoculation requirements are not met, within a reasonable period for any reason.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.