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, Partnerships …

UNICEF is a leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care, and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers, and policymakers to help all children realize their rights—especially the most disadvantaged.

Under the overall guidance and direction of the Public Partnerships Division (PPD) Director, the HR Manager is accountable for the implementation and execution of the talent management strategies for all the Global PPD offices. The incumbent will provide authoritative technical guidance; and ensure operational support to clients on all matters about human resource planning, outreach, recruitment and selection, performance management, career development, and succession planning ensuring compliance with UNICEF Human Resources regulations and policies, whilst promoting a strong client-based culture. The incumbent will have a matrix line to Chief HRBP who will provide technical guidance and support.

As accountable for staff administration and wellbeing, the post holder leads on efficient business processes and innovative approaches to timely and accurate staff administration and support. The HR Manager within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR -related needs and develop subsequent plans and solutions that align HR management with business objectives.

How can you make a difference?

The HR Manager, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals, objectives and the global delivery model. In doing so, the incumbent demonstrates the ability to anticipate -related needs and develop subsequent plans and solutions that align HR management with business objectives.

Summary of key functions/accountabilities:

Management of Unit

• Support the PPD Directorate in establishing the annual work plan, setting priorities/targets and performance measurements coordinating with the Section Chiefs.
• Monitor work progress and ensure results are achieved according to schedule and performance standards.
• Establish clear individual performance objectives, goals, and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently.

Strategic Talent Management

• Proactively collaborate with business units to discuss strategies and approaches to attract, onboard, retain, transition, and develop talent within PPD.
• Proactively identify staffing gaps within PPD and develop workforce plans and outreach strategies in advance to minimize vacancy gaps and to ensure diverse talent is in place on time.
• Actively engage in global talent management of partnerships function; review and advocate for proactive mobility to support career development and succession planning.
• Provide authoritative technical support in guiding clients tough the recruitment process, ensuring compliance with the UNICEF staff selection policy.

Technical Leadership

• Provide technical leadership in one or more HR specialty areas 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.
• Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other function systems and UNICEF as a whole.

Business Partnering

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle.
• Work with clients to help fulfill their goals tough advising on how to attract, retain and motivate staff of the highest caliber.
• Provide accurate and timely advice to clients on 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.

Strategic Human Resources

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate  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 tough sharing of best practices and knowledge learned.
• Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging trends in profile requirements.
• Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.
• Work collaboratively with NYHQ  business partners in ensuring best practices, knowledge sharing and actively contributing to the common special projects and initiatives.

Implementation of assigned HR 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.

Learning and Capacity Development

• In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
• Contributes to the mapping of competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefings to new staff.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions)

Influencing Organizational Culture and Change Management

• Drive change management efforts including restructuring, transitions, and other transformational projects.
• Develop and support organizational culture initiatives that promote psychological safety, inclusiveness and accountability for UNICEF’s diverse staff, promoting equity, non-discrimination and belonging.
• Strengthen the capacity of managers to be important partners in supporting the mental health of employees, to prevent burnout as well as protect and support employees experiencing it.
• Oversee the scope of work of the assigned Staff Counsellor to PPD and collaborate with Peer Support Volunteers.
• Facilitate  dialogue series on topics of interest to staff in general.
• Organize initiatives that facilitate the integration of all staff including staff in out-posted teams in different locations.

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision-making on HR processes and strategies.
• Develop data collection systems to optimize data quality.
• Coordinate with country offices and partners to assist in their  information management.

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

Education: An Advanced University Degree in human resource management, business management, international relations, psychology, or another related field is required.

Experience: Eight years of professional experience in human resource management in an international organization and/or large corporation is required.

Managerial: The ability to allocate appropriate time and resources for the successful achievement of goals, foresee risks, and allow for contingencies when planning.

Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, and 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  programs within a fast-paced, evolving, and wide organizational setting.

Technical: Authoritative technical knowledge of the principles and concepts of human resources management.

Capacity to adapt policies, approaches, and models 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  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  regulations and rules.

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.

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…

(1) Builds and maintains partnerships

(2) Demonstrates self-awareness and ethical awareness

(3) Drive to achieve results for impact

(4) Innovates and embraces change

(5) Manages ambiguity and complexity

(6) Thinks and acts strategically

(7) Works collaboratively with others

(8) Nurtures, leads and manages people

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.

In this role, you will collaborate with colleagues across multiple locations. For effective collaboration, we encourage flexible working hours that accommodate different time zones while prioritizing staff wellbeing.

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.