Regional Chief of Human Resources

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Description

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• Promote management excellence in the office by ensuring accountability in all areas of HR and by demonstrating a high level of skills in the management of staff resources including staff selection based on merit and the needs of the organization, staff aspiration and counselling, systematic, respectful and equitable performance management, and staff development and learning activities.
• Effectively manage the human and financial resources (budget planning, management and monitoring) of the office and ensure both are optimally utilized in a transparent manner.
• Monitor compliance with all systems and procedures and ensure management integrity and accountability with high quality standards in all activities in HR; ensure the implementation of agreed audit recommendations; advise on preventive and corrective measures to be taken and establish relevant internal controls.  

• Serve as a role model for transformation and capacity for leading change and innovation.
• Use a solid knowledge of information technology to analyze and promote the co-creation of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to be part of change.
• Manage change in an inclusive and participative manner, through consultations with UNICEF senior management, HR management and colleagues and outreach to client management, supervisors and staff to establish and maintain collaborative, open and regular communications pertaining to current and planned changes in HR strategy, policies, regulations and rules.
• Guide and explain the scope and ramifications of proposed HR initiatives, promoting understanding of their purpose and functional advantages.
• Liaise with the senior management of HQ Divisions, regional and country offices to develop corporate HR strategy formulation and global implementation.
• 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.
• Leads the design of optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms and procedures

• Internally, provide expert advice to senior management on a range of HRM questions and have the authority to negotiate solutions on sensitive or complex HR problems with client managers and staff representatives.
• Establish contacts with heads of HR units in other organizations of the common system for the purpose of obtaining information on HR policy approaches within the framework of the UN Reform.
• Build and strengthen relationships with inter-agency bodies such as ICSC, CEB, etc. on matters of importance for UNICEF and present UNICEF’s policy position on HR issues.

• Create a culture within their team where HR professionals work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.
• Provide strategic advice to clients, including senior management, on HR processes and policies, ensuring the highest level of client-orientation.
• Establish a culture of proactively advising clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and organizations interests in accordance with values, policies, regulations and procedures.
• Promote the organizational goals and targets for gender equality and cultural diversity. 

• Manage professionals in their execution of HR functions (recruitment, job classification, career development, performance management, data analytics, learning & development etc.) to help create efficient client services that help either attract, retain and/or motivate staff of the highest caliber.
• Create a culture, where HR professionals analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.
• Collaborate effectively with other DHR section heads and centers of expertise to provide coherent HR solutions for clients.

• In collaboration with business owners, lead the design and delivery of learning solutions for staff to enhance their knowledge and build skills in new areas.
• Map competencies for all staff in assigned client portfolio, developing a comprehensive framework in support of the development of the talent pipeline.
• Create 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, mediation, and disciplinary actions).

• Spearhead the development of data collection systems to optimize data quality and consistency.
• Interpret and analyze HR data to help inform strategic decision making on HR processes, policies and strategies.
• Coordinate with country offices and partners to provide assistance in their HR information management.

• An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.    
• A minimum of ten years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
• Developing country work experience, experience in Latin America and Caribbean and/or familiarity with middle-income and upper-income countries (MICs and UMICs), with complex economic and political culture contexts, and with critical humanitarian/emergency situations, is an asset.
• Fluency in both English and Spanish is required. Knowledge of French and/or Portuguese is an asset.

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