Human Resources Manager (Social Benefits and Compensation), P4, PERCS, DHR, Istanbul #90445

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

For every child, 

The Social Benefits pillar focuses on ensuring coordination between DHR, New York and UNICEF’s Global Shared Services Centre (GSSC), and between DHR and the UN common services that are ‘serving’ UNICEF, such as the Division of Healthcare Management and Occupational Safety and Health (UN DHMOSH), the Advisory Board on Compensation Claims (ABCC), the Headquarters Life and Insurance Committee, the Pension Fund and the Headquarters Salary Steering Committee, and on managing the Medical Insurance Plan (self-funded insurance plan for locally recruited staff members), UNICEF’s medical evacuation programme/policy and on the various insurance provisions for non-staff personnel. In essence, the pillar deals with a broad range of policy and operational matters, advising (in individual cases) and providing information on medical entitlements (including, complex sick leave cases, applications for disability and compensation for malicious acts and service-incurred injuries, medevacs and medical insurances etc.) as well as pensions, life insurance, special needs allowances and local salary surveys. The pillar also supports the Chief in performing as the UNICEF focal point for all Occupational Health and Safety (OSH) matters as well as serving as an ad-hoc member of various inter-agency committees, including, the Health & Life Insurance Committee.

The Human Resources Manager heads the Social Benefits pillar by overseeing the provision of policy, regulatory, procedural and operational advice and assistance to the efficient implementation of a broad range of Human Resources functions in the area of Social Benefits including medical entitlements.

How can you make a difference?

Under supervision of the Chief PERCs/DHR, the Human Resources Manager is responsible for overseeing and managing a portfolio of Human Resources activities in the area of Social Benefits including medical entitlements in accordance with the UN Staff Regulations and Rules and UNICEF’s policies and procedures. This includes handling complaints from staff on the various services and issues under the portfolio, and managing escalated complex sick leave/disability cases.  In addition, the Human Resources Manager is responsible for managing UNICEF’s medical insurance plan (MIP) for locally recruited staff, UNICEF’s medical evacuation programme and UNICEF’s insurance for non-staff – these includes developing and maintaining close cooperation with Third Party Administrator/s of insurance plans, Air Ambulance Service providers, UN Medical Services (DHMOSH), the UN Health & Life Insurance Section (HLIS), the UN Advisory Board on Compensation Claims (ABCC), the UNJSPF (Pension Fund), the Global Staff Association, UNICEF Global Shared Services Center (GSSC), and other entities.

Under the supervision of the Chief, PERCs/DHR and in cooperation with the heads of the other two pillars of PERC, the Human Resources Manager shall be responsible for the following functions:

1. Represent UNICEF in various fora relating to Social Benefits and medical entitlements, including where appropriate, the HLIC; UN interagency MIP/Regional Areas of Care (RAC) Committee; ABCC; the interagency Occupational Health and Safety Forum and ad hoc committees, as convened.
2. Manage the UNICEF Medical Insurance Plan (MIP) for locally-recruited staff, including:
   • Management of the MIP Policy and schedule of benefits, in consultation with other UN organizations, DHMOSH and the Third Party Administrators (TPAs);
   • Management of the MIP contract with the TPA, including, approval of hardship cases, convening of a yearly Stewardship meeting, contract extensions, handling complaints and regular reporting;
   • In collaboration with DHMOSH, Management of the RACs, including approval of ad-hoc RACs;
   • Consultation with the TPA, DHMOSH and other UN entities on plan design, benefit enhancements, systemic and operational matters.
3. Management of UNICEF’s ABCC cases, including guiding on an operational level Regional/Country Offices with the submission of ABCC cases, and liaising with the ABCC Secretariat and UN Medical (DHMOSH) on pending cases.
4. Management of UNICEF’s commercial contract with the external provider of medical evacuation services, as well as the provision of direct assistance to Regional/Country Offices with escalated medical evacuation cases in consultation with DHMOSH and the TPAs.
5. In collaboration with DHMOSH, support and guide Regional/Country Offices in managing complex long term sick leave cases for timely submission to the UN Pension Committee for a determination of a disability benefit.
6. Act as focal point for UNICEF staff members who are parents of children with special needs/disabilities in connection with the special education grant and special dependency (child) allowance and liaise with UN Medical (DHMOSH) on escalated cases.
7. In collaboration with the Policy pillar and GSSC, review and propose solutions on systemic and operational matters, including simplification of HR business processes, as well as update and develop HR policies and guidance and prepare submissions for various reporting mechanisms in the area of Social Benefits.

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

• Advanced university degree in Human Resources, Law, Business Administration, International Relations, Social Sciences, Psychology or related areas.
• Eight (8) years of progressively responsible professional experience, including in Human Resources departments in UN common system organizations, including (oral and written) representation in (high-level) committees and working groups. A high degree of technical skills is required, including, understanding, and applying a regulatory framework and policies, contract management skills and professional maturity in assessing complex sensitive cases to find a solution in line with Organizational policies and duty of care principles.
• Fluency in English is required. Proficiency in additional UN languages 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

UNICEF competencies required for this post are…

i) Core Values

• Care
• Respect
• Integrity
• Trust
• Accountability
• Sustainability

ii) Core Competencies (For Staff with Supervisory Responsibilities)

• Nurtures, Leads and Manages People (2)
• Demonstrates Self Awareness and Ethical Awareness (2)
• Works Collaboratively with others (2)
• Builds and Maintains Partnerships (2)
• Innovates and Embraces Change (2)
• Thinks and Acts Strategically (2)
• Drive to achieve impactful results (2)
• Manages ambiguity and complexity (2)

During the recruitment process, we test candidates following the competency framework. Familiarize yourself with our competency framework and its different levels: competency framework here.

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 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 promote the protection and safeguarding of all children. 

Remarks:

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

UNICEF’s active commitment towards diversity and inclusion is critical to deliver the best results for children. For this position, eligible and suitable HR Managers are encouraged to apply.

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

UNICEF appointments are subject to medical clearance.  Issuance of a visa by the host country of the duty station, which will be facilitated by UNICEF, is required for IP positions. Appointments are also 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 cancelled.

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.

Government employees that are considered for employment with UNICEF are normally required to resign from their government 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.