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, Impact

This temporary assignment is established in the Division of Global Communication and Advocacy to support the implementation of the 2024 PBR outcomes resulting from the Headquarters Efficiency Initiative (HQEI). More specifically, the Division has over 25 positions to fill by end of Q1 2025, and over 15 individuals and teams directly impacted by HQEI who need to be closely guided and supported through this time of change.

In addition, the results of the 2023 Global Staff Survey have brought out insights around HR projects to be prioritized to address the areas of concerns related to Learning and Career Development, as well as in the Culture Change portfolio.

With the creation of this temporary opportunity, the HR team will be able to further enhance its ability to contribute even more adequately to the design and implementation of befitted interventions that will further address the people management needs of the Division.

How can you make a difference?

Under the overall supervision of the Chief of Operations, the HR Officer will report directly to the Human Resources Manager for close guidance, supervision and capacity building. The incumbent will provide support to the supervisor and colleagues in the unit by executing strategic and tactical HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures.

More specifically, this temporary post is expected to cover a broad range of HR functions around the employee-life cycle with greater depth in the areas of Recruitment, Learning and Development, Change and Project Management. Potential additional functions not mentioned in the job profile will be made clearer in work plans and/or individual performance plans.

A key focus of the temporary assignment will be to support in overseeing and managing GCA’s recently launched internal efficiency and change management processes that linked to the global HQ Efficiency Initiative and PBR outcomes.

GCA as part HQEI and PBR process has identified a set of measures to improve efficiencies and effectiveness within GCA that will be implemented over the next few months. These changes were initiated after a detailed analysis of GCA functions and capacities by a senior external consultant and subsequent recommendations. At present GCA is in the process of implementing a change management plan through a consultative process that covers several areas that go beyond the adjustments to GCA structure that were proposed to the PBR.

The incumbent will be expected to support the before-mentioned change management process working closely with key internal and external stakeholders, to name a few: the Division and Deputy Directors, sections Chiefs, the Chief of Operations, Human Resources Manager, Staff Representatives, DHR, ICTD Operations / HR Team, GSSC, etc.

Summary of key functions/accountabilities:

 1. Business Partnering

• Manage the end-to-end recruitment processes and plan to support the implementation of the HQEI PBR and regular posts vacancies. Partner with hiring managers and provide support as need be. Track progress, monitors KPIs and provide report to the Operations Management Team
• Partner with internal and external staff to support the implementation of the PBR outcomes in terms of managing the end-to-end tale of recruitment processes or plan.
• Act as GCA focal person with DHR Staff Support Unit, ICTD Operations/HR teams, GSSC, to facilitate the relocation of staff on “lift and shift” basis as well as the newly appointed staff in Valencia.
• Monitor the implementation of Division’s Staff Support Strategy and Plan. Track progress and provide statistics update. Manage the engagement with the service provider the GCA Coach, track progress and provide reports.
• Through research of policies and analysis of data, provide support to the Human Resources Manager 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

• Through the Human Resources Manager, liaise with the Division’s Leadership and Management teams 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, career development, data analytics, learning & development, change management, 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 and Capacity Development

• Support the newly established Learning Committee with the implementation of the approved Division Learning Plan.
• In collaboration with the newly established learning committee, support the formulation of the annual divisional learning plan taking into account the identified priorities. Support the design and delivery of learning plans for group and individual 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.  Specifically, support to skills mapping and gaps analysis
• 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.

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

• Education:

A University Degree in human resource management, business management, international relations, psychology or another related field is required.

• Work Experience:

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

Technical

Advanced knowledge of the principles and concepts of human resources management.

Ability to identify issues, conduct rigorous research, and make conclusions and recommendations.

Strong research, planning and organizational skills.

Excellent knowledge of information technology systems and tools.

Proven project management experience

Strong written and verbal communication skills

Interpersonal and Communication

Ability to communicate effectively, with tact, 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

• 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

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.

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable candidates irrespective of their race/ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic are encouraged to apply.

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.

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.