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, innovate

The Human Resources Office is dedicated to empowering UNICEF’s mission by strategically managing and nurturing our most valuable asset—our people. The Human Resources Officer works to create a dynamic and inclusive workplace where talent is continuously developed, and diverse perspectives are harnessed to drive impactful results for children. Through proactive talent acquisition, comprehensive workforce planning, and fostering a culture of continuous learning, The Human Resources Officer ensures that our staff are equipped to meet the challenges of achieving the Sustainable Development Goals (SDGs) for children. The office engages with internal and external partners to attract top talent, optimize workforce capabilities, and build a resilient organization that is agile, innovative, and deeply committed to delivering on UNICEF’s mission.

How can you make a difference?

Under the supervision of the Human Resources Business Partner (HRBP), the Human Resources Officer is responsible for providing essential support across a broad range of HR functions within the organization. This role ensures the efficient and effective management of talent acquisition, employee relations, and HR administrative processes. The Human Resources Officer must demonstrate a strong understanding of UNICEF’s HR policies and practices, ensuring compliance and alignment with organizational standards. The role requires a proactive and detail-oriented individual who can work independently, address complex HR issues, and recommend improvements to enhance HR service delivery. By supporting both strategic and operational HR functions, the Human Resources Officer plays a crucial role in fostering a productive and positive work environment.

Summary of key functions/accountabilities:

1. Business Partnering

• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client-orientation.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with policies, regulations, and procedures.
• Promote the organizational goals and targets for gender equity and cultural diversity.

2. Strategic Human Resources

• Liaise with the HQ Divisions to support and contribute to corporate HR strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes.
• Keep abreast, research, benchmark, and implement best and cutting-edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Support to Implementation of assigned Human Resources Services

• Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required

4. Learning & Capacity Development

• In collaboration with business owners, support the design and delivery of learning plans for staff.
• Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefing to new staff.

5. HR Data Analytics

• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
• Support the development and implementation of data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.

If you would like to know more about this position, please review the complete Job Description here:  Human Resources Officer Level 2.pdf

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

Minimum requirements:

• Education: A University Degree in human resource management, business management, international relations, psychology or another related field is required.
• Work Experience: At least two years of professional experience in human resource management in an international organization and/or large corporation is required.
• Language Requirements: Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset
• Technical skills:
  • Advanced knowledge of human resources management principles and concepts, particularly in the context of fast-paced and dynamic environments.
  • Ability to identify HR-related issues, conduct in-depth research, and make data-driven conclusions and recommendations, especially in areas requiring innovative solutions.
  • Strong research, planning, and organizational skills, with a proven ability to manage multiple projects simultaneously and adapt to shifting priorities.
  • Proficiency in leveraging information technology systems and tools, including HR analytics platforms, to optimize HR processes and decision-making.
  • Familiarity with agile methodologies and the ability to apply these principles to HR functions, ensuring flexibility and responsiveness in talent management.
• Interpersonal and Communication skills:
  • Ability to communicate effectively within a diverse and innovative organization, adjusting language, tone, style, and format to resonate with a variety of stakeholders, including those in creative and technical fields.
  • Capacity to engage with client managers, supervisors, and staff empathetically while advocating for innovative, yet consistent and equitable, application of HR policies and regulations.
  • Strong facilitation and negotiation skills to drive collaboration across multidisciplinary teams and support a culture of innovation and continuous improvement.
  • Ability to inspire and motivate staff by promoting a culture of inclusion, creativity, and shared purpose, aligned with the organization’s mission to drive innovation for children.

Desirables:

• Developing country work experience and/or familiarity with emergency.

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

Core Values

• Care
• Respect
• Integrity
• Trust
• Accountability
• Sustainability

The UNICEF competencies required for this post are…

(1) Builds and maintains partnerships (2)

(2) Demonstrates self-awareness and ethical awareness (2)

(3) Drive to achieve results for impact (2)

(4) Innovates and embraces change (2)

(5) Manages ambiguity and complexity (2)

(6) Thinks and acts strategically (2)

(7) Works collaboratively with others (2)

(8) Nurtures, leads and manages people) for a supervisory role (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.

In case of any questions, contact us at swe-ooi-recruitments@unicef.org