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 Champion

Niger is a landlocked Sahelian country of 24 million population predominantly by young and rural people (81.3%). Children aged 0-14 is 51% of the total population and 20% for those aged 15-24. Nearly half of the population is poor, despite reductions in the poverty rate over the past decade and the country ranked last on the 2019 Human Development Index. UNICEF Niger operates from the capital city, Niamey, as well as from 4 zonal offices, Agadez, Maradi, Diffa and Tahoua.

Reporting to the UNICEF Niger Representative, the Human Resources Manager, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives.

If you are qualified and passionate about the field of human resources and want to join the UNICEF team in Niger, this opportunity is for you!

How can you make a difference?

1. Summary of key functions/accountabilities:
   1. Management of Unit
   • Support the Chief of Section in establishing 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.
   2. Technical HR Leadership:
   • Provide technical leadership in one or more HR specialty areas with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
   • Develop, implement and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole.
   3. Business Partnering
   • Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle
   • Work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
   • 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.
   4. Strategic Human Resources
   • Liaise with the HQ Divisions, regional and country offices 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 implement best and cutting edge practices in HR management and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.
   • Responsible for strategic human resources forecasting for his/her clients including identifying future human resource requirements in terms of numbers, types and levels of staff, and identifying emerging trends in profile requirements.
   • Helps design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.
   5. Implementation of assigned Human Resources Services 
   • Provide support to various or one specific HR occupation (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help their supervisors in implementing efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
   • When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
   6. Learning and Capacity Development
   • In collaboration with business owners, design and deliver learning plans for staff to enhance their knowledge and build skills in new areas.
   • Contributes to the mapping of 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.
   • Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
   • Provide orientation briefings to new staff.
   • Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions)
   7. HR Data Analytics 
   • Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.
   • Develop data collection systems to optimize data quality.
   • Coordinate with country offices and partners to provide assistance in their HR information management.

If you would like to know more about this position, please review the complete Job Description here: 

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

Minimum requirements:

• Education:An Advanced University Degree in human resource management, business management, international relations, psychology or another related social science field is required.
• Work Experience: At least 8 years of relevant work experience in human resource management in an international organization and/or large corporation is required.
• Ability to express clearly and concisely ideas and concepts in written and oral form.
• Very good analytical and negotiating skills.
• Language Requirements: Fluency in French and good working knowledge of English is required

Desirables:

• Prior experience working in a UN system will be considered an asset.
• Familiarity with HR tools and systems will be an asset.

• Developing country work experience and/or familiarity with emergency.

Niamey is a non-family duty station with a “Rest & Recuperation” cycle every 8 weeks.

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 candidates 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.