HR Officer, P2, PPD, NYHQ (Temp Appointment, 364 days)

Contract

This is a P-2 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 2 years of experience, depending on education.

Salary

The salary for this job should be between 108,633 USD and 147,551 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, Results

How can you make a difference?

This position will be located in the PPD’s System, Analytics, Planning and Operations (SAPO) section. Under the overall guidance of the Finance Manager, PPD the HR Officer reports to the DHR’s Human Resources Specialist (HRBP), responsible for PPD, for day-to-day supervision and management. Working closely in collaboration with the HR team and key stakeholders across UNICEF, the incumbent will contribute to the implementation and execution of HR services through applying knowledge of theoretical HR models, as well as an understanding of organizational HR policies and procedures and will also serve as HR Focal point for the Division. The focus will be on managing a heavy recruitment workload. The goal will be to ensure the best employee experience for all staff in line with UNICEF's revised approach and practices to integrated talent management.

Summary of key functions/accountabilities:

Business Partnering

• With the support and guidance of the HR Business Partner, manage the implementation of the Recruitment Plan for the Division.
• Provide support to recruitment, job classification, organization of panel interviews, and background checks and takes ownership of managing the heavy recruitment needs for the PPD Division.
• Promote the organizational goals and targets for gender equity and cultural diversity. Through the research of policies and analysis of data, provide support to the HR Business Partner in advising their clients on HR-related needs and developing subsequent plans of action.
• Provide accurate and timely advice to clients on HR processes and policies, ensuring the highest level of client orientation.
• Proactively advise clients on the resolution of human resources issues ensuring equitable and transparent solutions that protects both the staff and the organization’s interests in accordance with policies, regulations, and procedures.
• Provide support to career development, performance management, data analytics and learning & development to help HRBP in implementing efficient client services that help either attract, retain, and/or motivate staff of the highest caliber.

Onboarding/offboarding support

• Provide onboarding and offboarding support o PPD staff and orientation briefing to new staff.
• Learning and Capacity Development
• In collaboration with business owners, support the design and delivery of learning plans for staff.
• Contribute to the mapping of competencies for all staff included in the assigned client portfolio, assisting in developing a comprehensive framework in support of the talent pipeline development.
• Research 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 onboarding/offboarding support and orientation briefing to new staff.

HR Data Analytics

• Collect, interpret, and analyze HR data to help inform decision-making on HR processes and strategies, including workforce planning and for preparation and implementation of Office Management Plans.
• Support the development and implementation of data collection systems to optimize data quality.

Other Projects: -

• Provide administration support as HR local focal point and will also support other special projects as assigned by the supervisor. This is an interim measure pending the roll-out of the CSC pilot which is supposed to consolidate HR LFP functions.

HR LFP functions include the following and will provide assistance with:

• G-4/G-5 Visa Application: review and certify applications for staff members, family members, children above 21, and secondary dependents for new applications and renewals by DHR.
• Grounds Pass Applications: review applications for all NYHQ Staff on initial appointments, reassignments, renewals, retirees, spouses, ASG/USG, and get it certified by responsible DHR staff
• US Permanent Residents (Green Card Holders) and I-508 Review: review soft-copy of form and provide guidance on requirements for registering with USUN, Tax, GSSC upon newly obtained green card or conversion from G-4.
• Work Permit Review and get it certified by responsible DHR staff: Review soft-copy and get it physically signed/sealed for staff members and family members by DHR.
• Registration/de-registration of staff and dependents:
• Review and submit documents for staff members and family members during different events of a staff member's cycle: onboarding, life event (e.g. the birth of a child), change in the contract, change in residential address, return from long-term teleworking
• Approval of entitlement-related travel as well as raising trip requests for newly appointed staff, incl. obtaining security clearance for newly appointed staff without access to UNDSS/UNICEF systems.

Leave and attendance:

• Absence/Attendance Management: review CSL requests and record them in the system
• Absence/Attendance Management: for UNCS spouses, coordinate absence records to ensure leave and entitlements are used in line with policy
• Absence/Attendance Management: Run Separation staff report for Division before the separation date to reconcile any discrepancies in leave data for individual staff members

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

• A first-level university degree (Bachelor's) in Business Management, human resources, business administration, international development, or related fields; is required. Master’s Degree in HR Management is desirable.
• A minimum of two (2) years of relevant experience in human resources, including generic experience in talent management-related functions is required;
• Relevant experience in Human Resources System Management and recruitment management with a broad view of an information system environment in an international setting or large corporation is required;
• Relevant experience in the development and delivery of learning, capacity building, and transfer of knowledge strategies, plans, and training programs (including training materials) is desirable;
• Relevant system administrator experience in navigation and working with user records and reports and knowledge of industry best practices to design and/or implement system improvements is desirable;
• Relevant experience in data analytics and reporting is required.
• Prior experience working in the UN System or other international development organizations is desirable;
• Fluency in English (written & verbal) is required. Knowledge of another official UN Language (Arabic, Chinese, French, Russian, Spanish) is considered 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…

Core Competencies

• Nurtures, Leads and Manages People (1)
• 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)

Functional Competencies:

• Analyzes and integrates potentially conflicting numerical, verbal and other data from several sources.
• Demonstrates good skills and relevant knowledge in own area.
• Ensures that the team or department follows relevant company policies and procedures.
• Sets clearly defined objectives and plans activities for self, own team or department.
• Makes people feel at ease and builds good working relationships with them.
• Communicates effectively to varied audiences, including during formal public speaking.
• Sets high values of quality and productivity for self.
• Able to work effectively in a multicultural environment.

Technical

• 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.

Interpersonal and Communication

• Ability to communicate effectively in a diverse organization tailoring language, tone, style, and format to match audience.
• Ability to empathize with client managers, supervisors and staff while advocating for consistent and equitable applications of promulgated HR regulations and rules.

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 including 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 promoting 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:

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

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.