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, a bright future

The Human Resources Business Partner (HRBP) team works closely with partners and stakeholders to strategically align HR with business needs. HRBPs invests their holistic knowledge of HRM to guide leadership, management and staff and provide them with sound, tailored, and coherent HR solutions. They address HR related needs and proactively advise their partners on appropriate strategies and measures. The HRBP team also collaborates with DHR Centers of Expertise, Regional HR teams and GSSC to support the rollout and implementation HR Reform, policies, practices, tools, and much more. Staff on these positions require an in-depth understanding of the HR function and how it relates to supporting the organization’s business objectives and works in close partnerships with respective stakeholders.

How can you make a difference?

Under the joint supervision of the HR Manager in PG and the HRBP for DAPM, EO & GORaF, The HR Specialist executes HR services through applying knowledge of theoretical HR models, as well as understanding of organizational HR policies and procedures. Furthermore, the HR Specialist will be responsible for providing strategic and process improvement support to HR Business Partnering including recruitment and talent management:

• Proactively collaborate with clients to help fulfill their business goals through anticipating HR-related needs and presenting subsequent plans of action.
• When assigned casework in the relevant area on either a routine or non-routine basis, analyze issues and interpret established HR guidelines to recommend solutions and further actions required.
• Collaborate effectively with other DPC sections and centers of expertise to provide coherent solutions for clients.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organization’s interests.

Working under the supervision of the HR Manager Programme Group the HR Business Partner is responsible for supporting an assigned portfolio of clients on a broad range of HR services responsibilities. 

• 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.
• Ensures all ongoing recruitments are completed within the timelines and in compliance with UNICEF policy. Provide advice on adequate solutions to fill staffing needs and promote diversity and inclusion principles across PG various locations.
• Ensure timely follow-up and provision of adequate support to management and staff involved in the mobility exercise.
• Provide day-to-day advice on various HR areas to staff and management according to requests received and redirect to relevant stakeholder as necessary. Provide timely support to enable clients to perform their duties responsibly and efficiently.
• Contribute to going PGHR initiatives, such as Talent Management, Strategic Plan process and implementation plan for PG and Workplace Culture initiatives.
• Contribute to division’s efforts in managing change implication for staff due to the HQEI, CSC, and restructuring /repurposing roles etc
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

Working under the supervision of a HR Manager DAPM, the HR Business Partner is responsible for supporting an assigned portfolio of clients on a broad range of HR services responsibilities for the Office of the Evaluation.

• Contribute to Evaluation office goals and action plans on organizational culture, performance management, and talent management, and support with internal communication of Evaluation Office HR ongoing initiatives and achievements.

• Support HR initiatives that support organizational culture change, improve results, and staff development and explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
• Contribute to division’s efforts in managing change implication for staff due to the HQEI, CSC, and restructuring /repurposing roles etc.
• Providing support to the HR Cone Lead for creating and implementing Talent Management Strategy for Data Evidence Functions/RPME function, including support with proactive mobility and carer development of both DAPM, EO and GORaF divisions.

complete Job Description here:  JD_Human Resources Specialist (P-3) PGEO.pdf

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

Minimum requirements:

• An Advanced University Degree (Masters) in human resource management, business management, international relations, psychology, or other related social science field is required.
• A minimum of five (5) years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
• Strong technical knowledge of the principles and concepts of HR management.
• Demonstrated ability of providing technical and strategic leadership to staff as an HR business partner in designing and implementing successful strategies.
• Strong analytical skills and ability to identify and analyze systemic issues, formulate opinions, and make conclusions and recommendations to resolve same.
• Ability to innovate, think critically and engage in creative problem solving on a wide range of HR issues.
• Able to embrace and manage change and able to take calculated risks when necessary.
• Excellent knowledge of organizational and HR information technology systems and tools.
• Excellent communication and interpersonal skills with a proven ability to take initiatives and build strong, productive relationships.
• Language Requirements: Fluency in English is required.

Desirables:

• Developing country work experience and/or familiarity with emergency.
• Knowledge of another official UN 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.

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.

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.