Chief Human Resources (P-5, Fixed-term) - Copenhagen, Denmark

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UNICEF - United Nations Children's Fund

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Application deadline 11 months ago: Wednesday 12 Apr 2023 at 21:55 UTC

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Contract

This is a P-5 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 10 years of experience, depending on education.

Salary

The salary for this job should be between 203,001 USD and 254,406 USD.

Salary for a P-5 contract in Copenhagen

The international rate of 110,869 USD, with an additional 83.1% (post adjustment) at this the location, applies. Please note that depending on the location, a higher post adjustment might still result in a lower purchasing power.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

More about P-5 contracts and their salaries.

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, an Education

The fundamental mission of UNICEF is to promote the rights of every child, everywhere, in everything the organization does — in programs, in advocacy and in operations. The equity strategy, emphasizing the most disadvantaged and excluded children and families, translates this commitment to children’s rights into action. For UNICEF, equity means that all children have an opportunity to survive, develop and reach their full potential, without discrimination, bias or favoritism. To the degree that any child has an unequal chance in life — in its social, political, economic, civic and cultural dimensions — her or his rights are violated. There is growing evidence that investing in the health, education and protection of a society’s most disadvantaged citizens — addressing inequity — not only will give all children the opportunity to fulfill their potential but also will lead to sustained growth and stability of countries. This is why the focus on equity is so vital. It accelerates progress towards realizing the human rights of all children, which is the universal mandate of UNICEF, as outlined by the Convention on the Rights of the Child, while also supporting the equitable development of nations.

Strategic office context:

UNICEF is a reference in the United Nations system for management of supply chains and procurement. From 2018 to 2020, total procurement for goods and services exceeded US$11.78 billion. Supply Division (SD) manages critical supply chains for children, most notably in vaccines and medicines, but also in education, nutrition and WASH, which along with its market shaping, product innovation, system strengthening and financing, drive access to supplies and services that are essential for the world’s children to survive and thrive. From 2022 to 2025, SD will build on progress made and make critical contributions to the achievement of results in child health, nutrition, education, water, sanitation and hygiene and in disability-and gender-integrated programming, striving to bring access to essential supplies to the forefront of child right’s realization.

UNICEF’s Supply Community counts more than 1,300 colleagues across all regions. The diverse and extensive skill set, team spirit and togetherness, is a result of strategic investments over more than a decade in knowledge exchange, learning and capacity building. In the next strategic period, SD will continue to invest in the Supply Community and contribute to the results of the People and Culture strategy as a key enabler of UNICEF’s Strategic Plan.

How can you make a difference?

Reporting to the Deputy Director, Operations, and having a matrix reporting to the Director, Supply Division, the HRC Chief advises the Director, Deputy Directors and all Centre Chiefs on human resource planning and management. Directs and manages a wide range of strategic human resource services (recruitment, compensation and classification, personnel administration, recruitment career management, competency development, employee relations, training and staff development) performed in the Human Resources Centre. Ensures an effective and efficient workforce of an average 550 staff in Supply Division as well as global supply community in order to achieve Supply Division’s strategic goals and objectives. Advises, contributes and plans to building a modern, agile, diverse, and connected Supply Community that is multidisciplinary and fit for an evolving landscape and the 2030 agenda and embedded in UNICEF values. Contributes to maintaining and nurturing a dynamic, highly motivated and skilled workforce and to modernize the Supply Function to be fit to rise to current and future challenges. Building on the lessons learned from the COVID-19 pandemic, contributes to the continued development of staff well-being, ensuring that staff are motivated, mentally healthy and that the Supply Community remains anchored in its core values.

You will be accountable for:

Management of HR Centre

  • Promote strengths-based management in the division 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 and equitable performance management, and staff development and learning activities.
  • Effectively manage the human and financial resources (budget planning, management and monitoring) of the centre and ensure both are optimally utilized.
  • 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 corrective measures to be taken and establish relevant internal controls.

Strategic Human Resources

  • Advice and liaise with the senior management of Supply Division, regional advisors and country offices to develop corporate HR strategy formulation and global implementation for Supply Community.
  • 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.
  • Champions and leads the Division’s organization development and culture change Agenda including creating a strengths based enabling environment that fosters individual and organizational growth.
  • In coordination with the Staff Counsellor, Well-being Champions and PSVs, and the JCC, designs and implements a holistic Staff Well-being Framework. Leads associated change management and transformation initiatives.
  • Lead and Manages change through consultations with Supply Division 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.

Business Partnering

  • 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 Supply Division leadership and Management team, particularly Director’s office, Centre Chiefs, on HR processes and policies, ensuring the highest client-orientation level.
  • 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 policies, regulations and procedures.
  • Promote the organizational goals and targets for gender equity and cultural diversity.
  • Maintains open, transparent, and healthy working relationship with staff consultative associations and bodies to ensure a healthy working and professional work environment.

Leadership and Design of assigned Human Resources Services

  • 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 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.
  • Establishes /sets appropriate systems, policies, and procedures to suit local conditions while preserving framework and intent of globally establish rules, policies, procedures and systems.

Learning and Capacity Development

  • In close coordination with other Chiefs of Centres, Regional Advisors and Suenior management – Supply, formulates strategic staff learning and development plans to ensure relevant human resources skills and competencies to SD and the supply community’s current and future needs.
  • Develops and directs career management for all categories of staff in SD. Ensures/undertakes career counselling and communicate ideas and opportunities to nurture career development.
  • Provide day-to-day performance and talent management guidance/coaching to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions)

HR Data Analytics

  • Spearhead the development of data collection systems to optimize data quality.
  • Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.

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

Education

Advance university degree in human resources management, public or business administration or a related field.

A first University degree in human resources management, public or business administration or a related field may be considered in lieu of a Master degree in conjunction with two additional years of relevant work experience.

Work Experience

Ten to twelve years of progressively responsible professional work experience at national and international levels in human resources management, especially in the areas of human resources, planning and management, and relevant programme or business experience at the senior level.

Languages

Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) 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: https://uni.cf/UNICEFValues

The core competencies required for this post are:

  • Builds and maintains partnerships (III)
  • Demonstrates self-awareness and ethical awareness (III)
  • Drive to achieve results for impact (III)
  • Innovates and embraces change (III)
  • Thinks and acts strategically (III)
  • Manages ambiguity and complexity (III)
  • Works collaboratively with others (III)
  • Nurtures, leads and manages people (II)

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

Functional/Technical Competencies:

  • Leadership and managerial skills to direct, guide and motivate team and partners.
  • Sensitivity to human issues, empathy and sense of fairness in a multicultural and diverse working environment.
  • Proven skills, in manpower planning and management of human resources.
  • Ability to conceptualise, plan and execute new ideas and directions.
  • Ability to transfer knowledge and skills.
  • Ability to communicate clearly ideas, concepts and information in writing as well as orally.
  • Ability to resolve conflicts and complex issues resulting in a win-win situation.
  • Computer skills, including internet navigation, and various office applications.

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. All selected candidates will, therefore, 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.

Remarks:

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

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

UNICEF only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU) / United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed at: http://www.whed.net/

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). 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.

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

Added 11 months ago - Updated 11 months ago - Source: unicef.org