Human Resources Business Partner (EMOPS), (P-4), EMOPS New York, USA #128251

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, Protection

UNICEF is the leading humanitarian and development agency working globally for the rights of every child. Child rights begin with safe shelter, nutrition, protection from disaster and conflict and traverse the life cycle: pre-natal care for healthy births, clean water and sanitation, health care and education. UNICEF has spent nearly 70 years working to improve the lives of children and their families. Working with and for children through adolescence and into adulthood requires a global presence whose goal is to produce results and monitor their effects. UNICEF also lobbies and partners with leaders, thinkers and policy makers to help all children realize their rights—especially the most disadvantaged.

In an effort to measurably improve UNICEF’s ability to deliver better results for children, and to also support the Human Resources reforms, the Division of Human Resources (DHR) is embarking on a transformational process in a number of key areas, including streamlined and efficient talent acquisition, strategic HR business partnering, and results-focused performance management and career development. DHR will partner more closely with line managers and share ownership and accountability for people management on the basis of clearly defined roles and responsibilities. HR client service will as a result be more client-facing, thus ensuring closer alignment with business needs.

HR Business Partner’s at the P4 level are lead experts in the field of human resources. These positions are not only responsible for the execution of client services, but are also responsible for regularly supporting senior management in policy direction and design. Subsequently, it is expected that they are able to – on a regular basis – develop original and innovative strategies to help advance the client’s business objectives and also tackle highly complex HR matters that do not follow established patterns.

How can you make a difference?

Under the direct supervision of the Director of the Office of Emergency Operations (EMOPS) and the technical oversight of the DHR Chief of HR in Humanitarian Action (Business Partnering and Response), the HR Business Partner serves as the lead HR expert to EMOPS offices and staff in New York, Istanbul and Geneva on all human resources matters to help enhance its capacity in delivering business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans of action that align HR management strategies, plans and actions with EMOPS strategic objectives. As part of the role, the HRBP maintains an effective level of business literacy on UNICEF and emergency operations and short and long-term objectives, challenges and general working culture.

Summary of key functions/accountabilities:

I Strategic Business Partnering

• Proactively collaborate with EMOPS DMT and staff to fulfill its goals through anticipating HR-related needs and presenting subsequent plans of action.
• Analysis case work (routine or non-routine basis) issues to distill facts, potential causes and interpret established HR guidelines to recommend solutions and actions required.
• Collaborate effectively with other DHR 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.

II Technical HR Leadership and Policy Advice

• Provide technical leadership in implementing the UNICEF HR Strategies and contribute to the further enhancement of polies and strategies and developing a culture of understanding within the Organization of HR Management mechanisms, standards and operating procedures and tools underpinned by a people centric approach.
• Develop, implement, and oversee the interpretation and implementation of new human resources policies, practices, and procedures specific to Humanitarian Action. This includes defining the organisation’s stance on HR policies within the humanitarian context and deciding how rules and regulations should be applied to particularly sensitive or contentious individual cases that may impact other HR systems and UNICEF’s mandate.
• Enhance and execute a strategic staffing and succession planning approach to support longer term HR talent planning.
• Equity, transparency and consistency are demonstrated in the interpretation, implementation and administration of HR policy, procedures, and guidelines on HR.
• Continuously review, assess, HR policies, guideline and processes to ensure effective and efficient HR delivery.
• Participate in the review of different policies affecting staff in emergencies and humanitarian contexts.
• Provide policy and procedural advise to HR staff in country offices and on mission as appropriate.

III Change Management

• Partner with the EMOPS Director team to lead organizational and the division’s change management process. Support the design of a communication strategy specifically on HR mitigation including career support etc.
• Consult with HR management on communicating to client management and staff current and planned changes in HR strategy, policies, regulations and rules.
• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
• Champions and promotes HR initiatives that support organizational culture change, improved results and staff development. Explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
• Promote the organizational goals and targets for Diversity, Equity and Inclusion including gender equity, disability and cultural diversity.

IV Employee Championing

• In collaboration with business owners, help design and deliver learning solutions for staff to enhance their knowledge and build skills in new areas.
• Contribute to the mapping of skills, competencies for all staff in assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.
• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, and disciplinary actions).
• Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.

V Relationship Management

• Maintain and enhance relationships with centers of expertise, the global shared services center and global staff association.
• Attend on a needs basis, HR networking events – both within the UN system and the private sector.

VI Management of Unit

• Support the Chief Human Resources in Humanitarian Action (Business Partnering & Response) to establish and implement the annual work plan, setting priorities/targets and performance measurements.
• 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 team to perform their duties responsibly and efficiently.
• Provide coaching and mentoring to junior level staff within the business partnering team to help enhance knowledge and skills for career advancement.

 VII HR Data Analytics

• Ensures appropriate data collection systems is in place to support reporting to promote decision-making and learning. Oversees up-to-date information gathering and monitoring system on uptake of learning activities, surge and ensures regular information sharing on lessons learnt.
• Leads efforts on information and knowledge sharing on HR by analyzing data. Ensures dissemination of key data, information and reports to promote organizational learning and effectiveness and inform strategic decision-making on processes and strategies.

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

The following minimum requirements:

• Education: An Advanced University Degree in human resource management, business management, international relations, psychology or other related social science field is required.

• Work Experience: A minimum of eight years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.

• Prior work experience in capacity development is considered an asset.
• Demonstrable knowledge and understanding of how an HR function operates in humanitarian settings is required.
• Prior experience working in the UN System or other international development organisations is highly desirable.
• Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability and willingness to travel to locations where EMOPs staff are based is required.

• Language Requirements: Fluency in English is required.  Knowledge of another official UN language is an asset.

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 benefits to our staff, including paid parental leave, breastfeeding breaks, 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.

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

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.