HR Manager (Change Management), P4, TA (364 days), DHR, New York, USA

Contract

This is a P-4 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 7 years of experience, depending on education.

Salary

The salary for this job should be between 171,387 USD and 220,969 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, Hope!

How can you make a difference?

UNICEF is embarking on multiple change processes that are impacting General Services (GS) level staff in NYHQ and require an HR strategy and change management support. These changes include the Headquarters Efficiencies Initiative (HQEI) launched in 2021, which is one of the biggest change management initiatives the organization has embarked on. The HQEI envisions that by end of 2025, UNICEF’s headquarters resources and capacities are positioned across teams, functions and geographies to maximize both costs and non-financial efficiencies in accelerating and sustaining results for children. The relocation of International Professionals (IP) posts from New York to 7 other Global Office locations as part of the HQEI impacts the workload of the support functions in NYHQ Divisions. And for greater efficiencies, the HQEI has initiated the centralization of locally dependent operations, HR, finance/admin services currently being provided in the respective NYHQ Divisions and Offices in a Central Services Centre (CSC) in NYHQ.

In parallel, the OneHR function is undertaking a large transformation, and implementing a new OneHR strategy and Global Delivery Model. As part of the implementation of the OneHR strategy, there are several ongoing HR change initiatives which DHR is spearheading such as the establishment of the global Recruitment Administrative Services (RAS) hub and centralizing all recruitment transactions in Global Support Services Centre (GSSC) in Budapest; the implementation of the ’Special Projects and Innovation’ workstream of the new Global Delivery Model, changing the consultancy contract management, the centralization of NYHQ travel, etc. In addition GS profile review is also commissioned to review the current roles of GS staff. All these projects require dedicated attention and support to effectively manage change and mitigate potential impact on staff involving several teams across DHR,DFAM,GSSC and the OneHR community.

The Staff Support Unit (SSU) was established by the Division of Human Resources (DHR) as part of the HQEI Staff Support Strategy to manage the impacts of this change, to serve as a central resource for staff during the HQ transition to more cost-effective locations. SSU functions as a referral service and advisory unit to staff affected by the HQEI in NYHQ, Geneva and other HQ outposted locations. It does not cater to all the other inter-linked change processes.

The Human Resources Manager (Change Management) will report to the Chief HRBP Team and be involved in all these projects and will work with the SSU team to ensure best practices in managing changes related to HQEI relocation, transition to NYHQ Recruitment Administration Hub and the Central Services Centre (CSC), GS staff review implications etc. under the close guidance of the Chief, HRBP Team. This work will be done in close cooperation with several Divisions in NYHQ and Geneva (PFP), GSSC, staff support network, DHR CoEs, HQEI project team and other governance bodies of the HQEI initiative.

Key functions, accountabilities and related duties/tasks

The incumbent will be responsible for the change management component of DHR-led projects related to the implementation of the OneHR strategy:

• Maps the different change initiatives and identifies the impact on GS staff as a result of the changes.
• Develops and implements change management strategies and plans with specific focus on GS staff support strategy.
• Identifies and assesses potential risks and obstacles to change.
• Creates and maintains a change management roadmap for DHR.
• Develops a communication strategy and plan in collaboration with DHR communication specialists in order to communicate changes effectively and managing resistance.
• Monitors and evaluates progress of the different change initiatives.
• Ensures alignment of change efforts with larger organizational goals.

Staff Support Unit (SSU):

Provides leadership to SSU Change Management Initiatives

• In alignment with the existing staff support strategy, develops specific plans, tools and guidance to support the GS staff.
• Manages changes through facilitation and guidelines, working collaboratively with HRBPs in identifying specific support for GS staff.

• Identifies and assesses risks in the initiatives and supports the introduction of effective and efficient mitigation measures in all aspects of implementation – including risk to business continuity.

  Representation in governance bodies of HQEI

• Works closely with the HQEI project team and the governance bodies. Reports and consults regularly on evolving issues related to the change.

• Participates in relevant working groups related to HQEI and other ongoing DHR change projects.
• Works with HQ Divisions to help identify the synergies and dependencies between changes across business areas, and across ongoing organizational improvement efforts.

Coordination and knowledge management

• Establishes a knowledge sharing and management system to provide consistent information and ensure actions taken for agile learning.
• Promotes the organizational values around gender, diversity, equity and inclusion.
• Works closely with HQEI project team to understand issues emerging from different locations’ working groups.

Recruitment hub:

• Supports transition of HR roles and contributes towards the establishment and scaling of the capacity of HR post recruitment hub.
• Works closely with communication team in addressing the business case for recruitment hub.
• In partnership with GSSC contributes to comprehensive change management strategy to support the transition to recruitment hub.
• Represents change management in various forums related to RAS management and leadership committees.
• Partners communication at various levels of change co-ordination and enables the new ways of recruitment administration for UNICEF.

Central Services Centre (CSC):

• Represents DHR in the CSC project working group to identify change impact.
• Develop specific staff support strategy for GS staff impacted by CSC.
• Works closely with HRBPs to support divisions in the CSC implementation plan.

GS Staff Review:

• Works closely with HRBPs to support divisions in transitioning to the recommendations of GS staff review to minimize impact on staff and mitigate risks.

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

• An advanced university degree (Master’s or higher) in Public Administration, International Relations, Business Administration, or related discipline. Formal education or training in change management is an asset.
• A minimum of eight years of relevant professional HR and managerial experience at national and international levels in management, planning, development operations, or other related fields.
• Demonstrated experience in managing large-scale organizational change across multiple teams in a complex international environment is required.
• Experience developing people-centric change management approach is desirable.
• Developing country work experience and/or familiarity with emergency is considered an asset.
• 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 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…

• 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:

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.

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