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, Hope

How can you make a difference?

Under the general guidance of the Regional Chief of Human Resources, the Learning and Development Manager will be responsible for the planning, design, implementation, monitoring and evaluation of organizational learning and development programmes, in alignment with West and Central Africa Regional Office’s key strategic priorities. S/he will work closely with the WCARO Senior Management, Country Offices Human Resources, and the Regional Human Resources Development Committee (RHRDC), as well as other relevant stakeholders, to conduct needs assessments and prepare learning and development strategies/plans to meet the region’s current and evolving programmatic/operational needs. This includes building internal/external partnerships to design and implement state-of-the-art learning and development programmes, including innovative approaches to learning and development, as well as designing learning programmes and curricula. S/he will also oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in WCARO’s annual learning plan.

Key functions, accountabilities and related duties/tasks:

1.         Learning and Capacity Development:

• In close collaboration with the Senior Management, Country Office Human Resources Leads, and the Regional Human Resources Development Committee (RHRDC), as well as other relevant stakeholders, conduct needs assessments and prepare learning and development strategies/plans in line with the RHRDC and WCARO’s key strategic priorities to meet current and evolving programmatic/operational needs;
• Build partnerships with academic institutions, external experts, INGOs, CSOs and other UN agencies to design and implement state-of-the-art learning and development programmes (in-person and online), including innovative approaches to learning and development; and share best practices on evolving trends on learning and development;
• Oversee the timely implementation, monitoring and reporting of global/regional learning/training activities included in WCAR’s regional annual learning menu and plan;
• Work closely with Management, Country Office Human Resources Leads, and Learning Focal Points to ensure an effective coordination of learning/development investments, thus preventing gaps, overlaps, duplication of efforts, and ensure that expenditures are in line with approved budgets;
• Oversee the evaluation of learning/training programmes to ensure compliance with desired quality standards; that they contribute to meeting desired outcomes, and that lessons learned/best practices are reflected in the development of new strategies and plans. Submit/present periodic learning and development programme reports to the RHRDC and the Regional Management Team (RMT);
• Provide expert advice/guidance and support to managers/supervisors and individual staff members in determining appropriate resources/programmes to fill specific competency/skill gaps. This may include 360-degree assessments, tailored support, coaching support etc. within the limit of available resources/budget;
• In collaboration with Senior Management, Section Chiefs, and under the guidance of the Regional Chief of HR, develop and implement capacity building initiatives supporting Regional Office and Country Offices’ internal succession plan. Compile and analyze data on high potential employees in support of WCAR’s succession management plan;
• Oversee the selection and supervise external technical resources, including experts and consultants (individual and institutional) to design and/or deliver specific learning/training programmes;
• Contribute to drafting (or draft as needed) internal guidance documents and/or standard operating procedures for the efficient, effective, consistent and fair administration of learning and development activities;
• Facilitate and/or coordinate the delivery of training/workshops/staff retreats, as appropriate; and train others to deliver training as and when needed;
• Design learning programmes to support staff’s career and in line with the Region’s needs and priorities;
• Advise managers and staff members on the effective application of learning policies/guidelines, and the use of various learning pedagogies, methodologies and tools to achieve desired organizational/individual needs;
• Provide career support/counselling to staff members and/or, when appropriate, guide to/advise on available corporate resources available at Regional or Global levels.

2.         Management of Unit

• Support the Regional Chief of Human Resources in establishing the annual work plan, setting priorities/targets and performance measurements using a result-based management approach;
• 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 learning and development team to perform their duties responsibly and efficiently.

3.         Technical HR Leadership

• Provide technical leadership and sound guidance/advice in all aspects of learning and development; ensuring compliance with principles and concepts, policies, regulations and rules;
• Implement and monitor the interpretation and application of new human resources policies, practices and procedures in learning and development to meet the evolving needs of the Region, including formulating the position of the region on policies; and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and the Organization as a whole.

4.         Strategic Human Resources

• Liaise with the relevant HQ Sections 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 of new research, benchmarks, standards, as well as best and cutting-edge practices in learning and development and evaluate their applicability/adaptability in WCAR context;
• Establish partnerships with leading academic institutions and organizations to design/develop innovative learning and development solutions to meet the evolving needs of WCAR, and with the potential of scaling them up within the Region or the Organization;
• Contribute to the design of organizational and staffing structures, including the evaluation of capacity building and change management initiatives required for their effective implementation.

5.         HR Data Analytics

• Compile, interpret and analyze data/reports to help inform decision making on learning and development strategies;
• Develop data collection systems to optimize the quality of metrics, analytics and report.

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

Minimum requirements:

• Education: An Advanced University Degree in human resource management, business administration, organizational development, social sciences, international relations, psychology or another related field is required.
• Professional certification/additional training in the field of learning and development or related field is desirable.

• Work Experience: At least 8 years of relevant work experience in in learning and development in a global/international organization is required.
• Strong facilitation skills and track records in learning needs assessment and in the design and implementation of learning and development strategies, including learning impact assessment is required.
• Good understanding of how adults acquire and use knowledge, including individual and cultural differences in learning; and the ability to develop effective training/learning curricula for adult learners, especially for organizational development and behavior change is an asset.
• Experience in change management and in developing and sourcing learning programmes for Human Resources is an asset.
• Knowledge of group and organizational psychology is an asset.
• Prior experience in executive coaching is desirable.
• Practical experience in HR Information Systems and e-Learning

Language Requirements: Fluency in French and English, especially excellent writing skills, is required. Knowledge of Spanish and/or Portuguese is considered an asset.

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

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.

UNICEF’s active commitment to diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable female 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.

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.

Special Notice on UNICEF office relocation:

UNICEF and other UN Agencies will be moving soon to the new United Nations House in Diamniadio, 30 kilometers from downtown Dakar. The name of the duty station for this position will remain Dakar, Senegal.