HR Officer – P2

The UNICEF OneHR function is undertaking a large transformation and implementing a new OneHR strategy and Global Delivery Model. As part of the implementation of the OneHR strategy, there are several ongoing HR initiatives that the Division of Human Resources (DHR) is spearheading such as the Management Support Programs, Integrated Talent Management, establishment of the global Recruitment Administrative Services (RAS), and the new performance management system. All these projects require dedicated attention and coordination among HR Business Partners (HRBPs) who support the implementation through respective divisions. In this context, the HR Officer will be assigned to the Project Team in the HR business partner section to support the project team in ensuring consistency and efficiency in the design, development, implementation and monitoring of different initiatives and projects for the HRBP team and to support the implementation of the One HR Strategy.

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, dedication!

How can you make a difference? 

OneHR function is undertaking a large transformation and implementing a new OneHR strategy and Global Delivery Model. As part of the implementation of the OneHR strategy, there are several ongoing HR initiatives that the Division of Human Resources (DHR) is spearheading such as the Management Support Programs, Integrated Talent Management, establishment of the global Recruitment Administrative Services (RAS), new performance management system, reviewing and launching policies, Talent Management System (TMS) changes etc. In addition, the Headquarters Efficiencies Initiative (HQEI) has initiated the centralization of locally dependent HR operations, in a Central Services Centre (CSC) in NYHQ. All these projects require dedicated attention and coordination among HRBPs who support the implementation through respective divisions.

Purpose and Context of Assignment

The purpose of the HR Business Partner Team within DHR is to champion strategic partnership with all stakeholders and build a coherent ecosystem to share consistent and efficient HR solutions that optimize results for children. The HR Officer function will be assigned to the Project Team in the HR business partner section. The project team ensures consistency and efficiency in the design, development, implementation and monitoring of different initiatives and projects for the HR Business Partner (HRBP) team to support the implementation of the OneHR Strategy.

The incumbent helps execute a broad variety of HR services by applying organizational HR policies as well as interpretation and analysis of quantitative and qualitative information. In partnership with all internal stakeholders, the incumbent will coordinate and support HRBPs in supporting different project requirements.

Key Duties and Tasks

Lead, manage and leverage multiple projects aimed towards streamlining, integrating and enhancing the HRBP operational model:

• Research best practices, tools and technologies to support HR initiatives to address bottlenecks and challenges in existing processes and policies.
• Support ongoing projects pertaining to HQEI initiatives, such as the roll-out of the Global Recruitment Hub, Central Services Center (CSC) in New York, and GS change management, as needed.
• Inform HRBP Team of new initiatives and learning programmes for divisional dissemination and implementation.
• Maintain HRBP Team SharePoint website that includes all relevant change management resources and information relevant to HRBP role.
• Support any other upcoming project as needed.

 Support to the HRBP section

• Support Chief HRBP with coordinating and organizing meetings with various stakeholders pertaining to HQEI projects and with drafting concept notes.
• Facilitate coordination of the bi-annual United Nations Joint Staff Pension Fund (UNJSPF) disability review in close collaboration with HRBPs and HR Policy, Employee Relations and Support, Compensation and Social Benefits (PERCS).
• Through research of policies and analysis of data, provide support to the HR Business Partner (HRBP) section in New York Headquarters (NYHQ) on advising their clients on the interpretation and application of HR policies and procedures.
• 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 protect both the staff and organizations interests in accordance with policies, regulations and procedures.
• Be the focal point for New York Headquarters (NYHQ) in coordinating different initiatives with Center of Expertise (CoEs), Global Shared Services Center (GSSC), and CSC to ensure information sharing and timely input to various requests.

Strategic Human Resources

• Liaise with the HQ Divisions, PERCS, CSC, and GSSC 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 introduce best and cutting-edge practices to senior HR Business Partners.
• Provide support to various HR related topics to reinforce excellent delivery of client service partnering with internal and external stakeholders.
• Liaise with CoEs for new initiatives and further dissemination to HRBP team.
• Collaborate and coordinate dissemination of global learning programmes and capacity building initiatives in line with CoEs and Learning Team objectives.
• Coordinate and carry out Regional Learning Focal point responsibilities for global learning initiatives, such as Management Master Class (MMC), Aspire, Manager Support Programme (MSP), etc. via collaboration with the CoEs and Global Learning team.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.

HR Data Analytics

• Collect, interpret and analyze HR data to help inform decision making of Business Partner’s.
• Support the development and implementation of data collection systems to optimize data quality.

Knowledge Management and Planning

• Enhance knowledge management to capture good practices and build lessons learnt exercises.
• Based on the needs of the Section, organize learning sessions for topics of interest, design and deliver refresher learning programs, and consult with other DHR sections to ensure that the HRBP team is aware of most important updates and policy changes.
• Support the transition of HR roles and contribute towards the establishment and scaling of the capacity of HR post-recruitment hub. Represent change management in various forums related to Recruitment Hub
• Continuously provide support to the HRBP Team on special measures and act as a focal point with PERCS, CSC and with GSSC on policy and entitlement-related matters.

Qualifications and Competencies

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

Minimum requirements:

• Education: A university degree in human resource management, business management, international relations, psychology or other related social science field is required.
• Work Experience: At least two (2) years of relevant work experience in human resource management in an international organization and/or large corporation is required.
• Strong interpersonal skills to establish rapport and trust with clients and colleagues at all levels.
• Strong presentation skills, innovative thinking and open mindset.
• Language Requirements: Fluency in English is required. Knowledge of another UN language will be considered an asset.

Desirables:

• Developing country work experience and/or familiarity with emergency.
• Familiarity with UNICEF/UN HR policies and procedures is an advantage.
• Knowledge of UNICEF/UN HR systems is an asset.
• Project management experience will be considered 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?

• Builds and maintains partnerships (1)
• Demonstrates self-awareness and ethical awareness (1)
• Drive to achieve results for impact (1)
• Innovates and embraces change (1)
• Manages ambiguity and complexity (1)
• Thinks and acts strategically (1)
• Works collaboratively with others (1)

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.

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.

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