Senior Human Resources Manager

<!–

Description

–>

How can you make a difference?

The Senior HR Manager will be pivotal in shaping and driving UNICEF’s People and Culture strategy for the Programme Group, ensuring alignment with its goals and values. This role encompasses overseeing the HR function, including strategic talent management, managerial capacity building and staff development, performance management, diversity and inclusion, and staff wellbeing and engagement across all PG locations and offices. The incumbent will collaborate with senior leadership to cultivate a high-performance, inclusive culture that attracts and retains top talent, fostering an environment where staff are motivated and empowered to excel. By creating an environment where HR staff anticipate needs and develop plans and solutions, the Senior HR Manager ensures that HR management aligns seamlessly with business objectives..

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

Management of Section

• Foster management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic and equitable performance management, and staff development and learning activities.
• Efficiently oversee the human and financial resources of the section, ensuring their optimal utilization. Ensure compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; advise on corrective measures to be taken and establish relevant internal controls.
• Establish annual work plan for the section and set priorities/targets and performance measurements, as well as individual performance objectives, goals, and timelines; and provide timely guidance to enable the HR team to perform their duties responsibly and efficiently.

Strategic Human Resources Leadership

• Drive initiatives for PG on Strategic Talent Management, Workplace culture and staff well-being, Performance Management and Learning and Development.
• Actively facilitate change management initiatives within the division and serve as a role model for transformation and capacity for acceptance of change.
• Advise PG’s Senior leadership on HR-related matters, providing strategic input on organizational development, culture, and change management.
• Act as a role model for transformation and capacity for acceptance of change.
• Facilitate change through consultations with UNICEF senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules.
• Clarify the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
• Collaborate with the senior management of HQ Divisions, regional and country offices to develop corporate HR strategy formulation and global implementation.
• Lead the design of optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.

Networking and Partnerships

• Internally, provide expert advice to senior management on a range of HRM questions and have the authority to negotiate solutions on sensitive or complex HR problems with client managers and staff representatives.
• Develop and nurture strategic partnerships within Programme Group leadership to align HR strategies with organizational goals and priorities.
• Lead initiatives that foster collaboration and innovation within PG to advance workforce development, employee engagement, and organizational culture initiatives aligned with HR priorities.

Business Partnering

• Cultivate a team culture where HR professionals collaborate closely with clients to support their objectives, offering guidance on attracting, retaining, and motivating top-tier talent.
• Offer strategic advice to clients, in particular senior management, on HR processes and policies, ensuring the highest level of client-orientation.
• Champion a proactive culture of proactively advising 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 organizational goals for gender equity and cultural diversity, integrating these principles into HR practices to foster an inclusive and supportive workplace environment.

Leadership and Design of assigned Human Resources Services

• Manage professionals in their execution of HR functions (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help create efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
• Promote a culture, where HR professionals analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions needed.
• Collaborate closely with PG Operations Team, DHR section heads, and centers of expertise. This collaboration aims to deliver cohesive HR solutions that align with client needs and organizational objectives.
• Liaise and coordinate with NYHQ Central Services Centre, HR team of relevant outposted HQ locations and DHR HRBP team for coordinated and consistent approaches to people management.
• Actively contribute to OneHR community, OneHR strategy and DHR special projects as the senior HR Business Partner. 

Learning and Capacity Development

• Collaborate with business leaders to design and implement learning initiatives that enhance staff knowledge and skills in emerging areas..
• Develop a comprehensive framework to map competencies for all staff within the assigned client portfolio, supporting the talent pipeline’s development.
• Design efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Act as a resource person in capacity building endeavors aimed at enhancing the competencies of clients and stakeholders.
• Provide ongoing support to line management in areas such as coaching, counseling, career development, performance reviews, and disciplinary actions, ensuring alignment with HR policies and practices.

HR Data Analytics

• Utilize HR data analytics to interpret and analyze data, providing insights that support strategic decision-making in HR processes and strategies.
• By leveraging analytics, provide evidence-based recommendations to senior management leading the recommendations guide strategic initiatives related to talent management, organizational development, workforce planning, and staff engagement.

The following minimum requirements:

• An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
• Ten years of professional experience in human resource management, human resources business partnering, talent management, organizational development, performance management, and strategic HR planning in an international organization and/or large corporation is required.
• Demonstrated ability to lead and inspire a diverse team of HR professionals towards achieving organizational goals.
• Proven experience in developing and implementing HR strategies aligned with business objectives.
• Track record of successfully managing organizational change initiatives through effective communication, stakeholder engagement, and proactive change management strategies.
• Experience in fostering a positive workplace culture and promoting diversity, equity, and inclusion initiatives.
• Ability to partner effectively with senior leadership and key stakeholders to influence decision-making and drive organizational change.
• Experience in advising and coaching senior management on HR matters.
• Fluency in English is required. Working knowledge of another UN language (Arabic, Chinese, French, Russian and Spanish) is considered an asset.

Source: https://jobs.unicef.org/en-us/job/573880/senior-human-resources-manager-hrbp-p5-pg-human-resources-new-york-hq-00099767

<!—

<!–

–>