Chief of Human Resources (People Management), P-5, Fixed Term, Sana’a, Yemen

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 147,567 USD and 184,934 USD.

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.

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, Care

Under the guidance of the Country Representative, the Chief of Human Resources is accountable for leading and managing a team of HR professionals that implement HR services which enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to create an environment in which his/her staff anticipate HR-related needs and develop subsequent plans and solutions that align HR management with business objectives. In addition, this position serves as a key strategic advisor to the leadership of their office in helping spearhead UNICEF’s global HR transformation.

How can you make a difference?

Summary of key functions/accountabilities:

1. Management of Section

• 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 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.

• 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.

2. Strategic Human Resources

• Serve as a role model for transformation and capacity for acceptance of change.

• Use a solid knowledge of information technology to analyze and promote acceptance of new methods of work and effective communication skills to persuade and influence managers, supervisors and staff to adopt change.

• Manage change 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.

• 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.

3. Networking and Partnerships

• 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 representatives with heads of HR units in other organizations of the common system for the purpose of obtaining information on HR policy approaches.

• 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.

4. 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 clients, in particular 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 policies, regulations and procedures.

5. 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 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.

6. Learning and Capacity Development

• 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 Page 4 of 7 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

• 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.

• 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…

• An Advanced University Degree in human resource management, business management, international relations, psychology or another related field is required.
• A minimum of 10 years of increasingly responsible professional experience in human resource management in an international organization and/or large corporation is required.
• Fluency in English is required. Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.

For every Child, you demonstrate…

UNICEF’s Core Values of Care, Respect, Integrity, Trust, 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...

(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)

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

UNICEF is here to serve the world’s most disadvantaged children and our global workforce must reflect the diversity of those children. A diverse and inclusive workforce is part of UNICEF’s DNA

| UNICEF Careers, irrespective of their race\ethnicity, age, disability, gender identity, sexual orientation, religion, nationality, socio-economic background, or any other personal characteristic.

We offer a Compensation, benefits and wellbeing | UNICEF Careers including parental leave, breastfeeding breaks and UNICEF provides reasonable accommodation for job candidates and personnel with disabilities | UNICEF Careers, UNCIEF 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 candidates from industrial countries are encouraged to apply.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

“This position is classified as “rotational” which means the incumbent is expected to rotate to another duty station upon completion of their tour of duty.”

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

The role is based in a non-family duty station. Successful candidate for this emergency recruitment MUST be available to commence work within 31 days of receiving an offer.

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 may also be 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.