Human Resources Officer – P2

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! 

How can you make a difference?

Purpose for the Job

The HR Officer (P2) reports to the HR Specialist (P3) to provide support in the development, planning, implementation and execution of UNICEF’s Global Rotation Exercise in order to enhance and facilitate geographical movement of talent within UNICEF. The incumbent will provide technical inputs, guidance and recommendations throughout the process to facilitate the achievement of results on staff mobility and rotation which helps to support the creation of a workforce that is versatile in experience and adaptable to different contexts. Further to enhancing staff mobility, as a part of overall talent management, the incumbent will also contribute to the design of career development plans for staff participating in the mobility exercise.

 

Key Functions and Accountabilities

1. Business Partnering

• Through research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on mobility related needs and develop subsequent plans of action.
• Provide accurate and timely advice to clients on mobility related processes and policies, ensuring the highest level of client-orientation.
• Proactively advise clients on the resolution of mobility 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.

2. Developing a strategic and proactive mobility approach

• Liaise with the HQ Divisions, regional and country offices to support and contribute to corporate mobility strategy formulation and global implementation. Provide feedback and make recommendations on the establishment and improvement of systems, policies and processes related to mobility.
• Keep abreast, research, benchmark, and implement best and cutting-edge practices in mobility and contribute to the development of global policies, procedures and introduce innovation through sharing of best practices and knowledge learned.

3. Learning and Capacity Development

• In collaboration with business owners, support the design and delivery of development needs for staff on mobility.
• Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in the development of a comprehensive framework in support of the development of the talent pipeline.
• Research on efficient and cost-effective learning products which enable staff to develop their skills and competencies.
• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders.
• Provide orientation briefing and updates on mobility to staff on mobility.

4. Mobility related Data Analytics

• Collect, interpret and analyze HR data to help inform decision making on HR processes and strategies.
• Support the development and implementation of data collection systems to optimize data quality.
• Coordinate with country offices and partners to provide assistance in their HR information management.

 

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

The following minimum requirements:

• Education: A first university degree (equivalent to a Bachelor’s) from an accredited institution is required in human resource management, business management, international relations, psychology or another related field.

• Work Experience: At least two years of relevant work experience in human resource management in an international organization and/or large corporation is required.

• Skills: 

• Advanced knowledge of working with MS office, including PowerPoint and Excel
• Proficiency in advanced drafting skills is a vital prerequisite for applicants seeking to excel in this role, as this is critical for the creation of compelling corporate communications essential for effective engagement and communication within the organization
• Advanced knowledge of the principles and concepts of human resources management.
• Ability to identify issues, conduct rigorous research, and make conclusions and recommendations.
• Strong research, planning and organizational skills.
• Excellent knowledge of information technology systems and tools.

 

Language Requirements: Fluency in English is required.

 

The following desirables:

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

• Language: Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language.

 

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…

• Demonstrates Self Awareness and Ethical Awareness (1)
• Works Collaboratively with others (1)
• Builds and Maintains Partnerships (1)
• Innovates and Embraces Change (1)
• Thinks and Acts Strategically (1)
• Drive to achieve impactful results (1)
• Manages ambiguity and complexity (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 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:

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.

 

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