HR Specialist (Learning Oversight, Quality Assurance and L&D Section Support), P-3, DHR- NYHQ, 364 days

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UNICEF - United Nations Children's Fund

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Application deadline 2 years ago: Tuesday 6 Jul 2021 at 03:55 UTC

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Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 140,639 USD and 184,155 USD.

Salary for a P-3 contract in New York

The international rate of 74,649 USD, with an additional 88.4% (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-3 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, learning

The United Nations Children's Fund (UNICEF), with headquarters in New York City, provides long-term humanitarian and developmental assistance to children and mothers in developing countries. UNICEF's work is carried out in 192 countries through country programmes and National Committees. Some 88 percent of the organization's posts are in the field. There are 36 National Committees, eight regional offices and country offices worldwide, as well as a research centre in Florence, a supply operation in Copenhagen and offices in Tokyo and Brussels.

To measurably improve UNICEF’s ability to deliver better results for children, the Division of Human Resources (DHR) will continue its transformational process in several key areas, particularly in the areas of capacity building and learning and development. DHR will now work consistently to ensure that all staff are adequately equipped with core, management and leadership skills to perform effectively in their respective roles, and that staff capacity continues to grow across all regions and countries.

The Global Learning Strategy highlighted the need for strengthened oversight of the learning function, through Governance and Coordination bodies, to ensure that learning investments are prioritized to support Organizational priorities (the Strategic Plan, Action plans following the ITF report) and are monitored accordingly on investment against impact. Learning should also be supported by the evolution of innovative learning approaches to support effective learning implementation in a global, highly decentralized organization.

The ITF recommendations highlighted the need for continuous enhancement of the people management capacities of managers across the organization, so that they can be part of the culture change process, leading towards an enhanced, enabling and empowering UNICEF culture for its staff. Other priorities include the implementation of the new UNICEF competencies and values into key global learning programmes .

Programmes managed by the L&D team include 360 assessments and coaching for all staff in the SSR Cadre, the Strengthening of Personal Leadership and Managerial Capacities, Leadership Transitional Coaching, Deputy Representative Leadership Initiative, Management Mastercalss, IMPACT+, Aspire, Mentoring etc. In addition, existing Language programmes and capacity building efforts for HR staff are ongoing e.g. the CIPD accredited programme etc.

Given the need to provide secretariat functions to the newly established Governance and Coordination bodies, and the support needed to strengthen key L&D functions, this TOR seeks the services of an HR Specialist to provide key support to key identified activities.

How can you make a difference?

Under the supervision and overall guidance of the Chief of Learning and Development in DHR, and in close collaboration with the Chief of Policy DAPM and HR Managers in DHR and identified Learning Focal persons, the incumbent will support the oversight, quality assurance, monitoring, evaluation and reporting functions delivered through the established Governance and Coordination bodies and secretariat functions, as well as identified activities in the learning and development Team highlighted below.

The incumbent shall cover and deliver on the following activities:

  1. Global Learning and Coordination Activities

  2. Equip the Global Learning Board to perform its Strategic leadership and Oversight functions

Coordinate with the Associate Director, Chief Learning and Development, DHR and Chief Policy DAPM (the Secretariat) and Executive Manager, DED Management to support the secretariat functions of the Global Learning Board:

  • Agenda is developed through a consultative process and minutes of the previous meeting and other necessary documents are prepared and disseminated to participants prior to the meeting
  • Documentation for meetings are provided in a user friendly and easily absorbed format
  • Minutes of the Board Meetings are captured and disseminated through the Associate Director, DHR
  • Expenditures against budget allocation is monitored, collated / captured and reported on through Associate Director, Chief Leaning and Development DHR and Chief Policy DAPM
  1. Support the secretariat functions for the Learning Governance and coordination bodies

The Chiefs Policy of the Division of Analytics, Planning & Monitoring (DAPM) and the Chief of Learning and Development in the Division of Human Resources (DHR) are supported in the Secretariat functions of the Global Learning Board as follows:

  • Proposals for learning initiatives are analyzed to support the quality assurance of all learning to ensure: i) alignment with organizational priorities (SP, ITF etc), ii) duplication avoided in ongoing activities iii)
  • Systems for monitoring progress and effectiveness of initiatives are utilized through a consultative process with a view of reporting on impact and return on investment.
  • monitoring and analysis of learning events investments through learning focal persons, for progress and impact and info collated and presented in report format (qualitative and quantitative) and reviewed by the Secretariat for submission to the board.
  • Draft agenda and minutes are prepared for Global Learning Board, Coordination Group and Secretariat meetings the and agreed actions are tracked.
  • Annual report of activities is prepared for the Board. Reports on activities are developed and presented in user-friendly format incorporating graphical / visual aids to support appreciation of content and understanding. Reports cover participant uptake including demographics - grade levels, duty stations, gender, etc.
  • Audits, Governance and Quality Assurance: Support the focal person handling queries, from the Joint Inspection UNIT, OIAI etc. Provide timely feedback to questions around UNICEF’s Learning structure etc. Monitor the implementations of the recommendations.
  1. DHR Activities

  2. Support DHR with maintaining organizational tools for evaluation of centrally funded learning activities

Support the design and implementation of the learning programmes evaluation mechanism. Review recommended toolkits and advise on the incorporation into the evaluation of other programmes

  • Tools and templates to support impact evaluation of learning activities are developed
  • Institutions are made available on Long - Term Agreements to support the evaluation of learning activities and impact on behaviours
  • Reporting standards, occasions and formats are implemented with service providers
  • Consolidated report on learning evaluation prepared for key decision-makers
  • Conduct midterm and post programme reviews for global learning programmes such as the MMC. This includes devising questionnaires, monitoring responses and the provision of comprehensive and trend reports
  1. Support learning Innovations and knowledge management functions - monitoring, and reporting
  • The tools for monitoring and reporting on progress on learning activities are adopted and are in use by all Units
  • Units in the L&D team supported in utilizing a schedule for formal reporting on Learning & Development activities
  • Findings from monitoring and evaluation reports for DHR activities are distilled and presentation on key findings provided to strengthen management decisions and lessons learnt
  • Consolidated monitoring and evaluation reports are provided incorporated information harnessed from all units and presented as a draft to Chief of L&D
  • Reports are developed and presented in user-friendly format incorporating graphical / visual aids to support appreciation of content and understanding. Reports cover participant uptake including demographics - grade levels, duty stations, gender, etc.
  1. Support learning Programmes including Administration 360 Assessments
  • Support administration of 360s for participants attending Management MasterClass. This includes setting key dates, sending the launch email, monitoring participant progress, and sending regular follow up emails, to ensure full completion of the 360 process
  • Focal person for all general 360 enquires from MMC participants and non MMC participants, including Regional requests, which involve meetings, email responses and clear guidance
  • Work closely with the provider TI, to continue to improve the product and inform them of new cohort dates, including providing lists of participants
  • Handle all billing and invoicing for TI and cross reference charges with activities
  • NY Orientation - Support the design process, coordination, organizing and evaluation of a virtual NY Orientation session.
  • Support the development of additional learning tools for centrally managed learning programmes e.g. the global mentoring framework etc . Create online learning paths and other generic resources from LinkedIn courses, etc to facilitate just-in-time learning.

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

  • Advanced University degree in Human Resources Management, Education, Business Administration, Statistics, International Relations or a relevant field. A University degree would be accepted combined with years of relevant experience.
  • The individual should be highly proficient in a range of PC/web applications, including but not limited to: MS Word, MS Excel, MS PowerPoint, MS Outlook etc. Sound knowledge in research, design and layout of learning materials and websites or related areas
  • At least five years relevant work experience including a time spent working in learning and development.
  • Proven ability is managing HR transformational projects. Experience in managing L&D projects will be an advantage.
  • It is preferable that the individual has experience with, or in, multilateral and development institutions. Knowledge of UN common practices in HR is required. Knowledge of UNICEF context will be an advantage.
  • Knowledge of human resources policies, practices and procedures and ability to apply them in an organizational setting. Ability to identify issues, formulate opinions, make conclusions and recommendations. Demonstrates professional competence and mastery of subject matter; is conscientious and efficient in meeting commitments, observing deadlines and meeting results.
  • Strong organizational, planning, and analytical and reporting skills is essential,
  • Excellent written and verbal communication in English.
  • Good judgment, initiative, high sense of responsibility, tact and discretion.
  • Demonstrated cultural sensitivity and ability to establish harmonious working relations in a multicultural environment.

  • Fluency in English is required. Knowledge of an additional UN Language (French, Arabic, Chinese, Russian and Spanish) is considered an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

To view our competency framework, please visit here.

Click here to learn more about UNICEF’s values and competencies.

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.

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 also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. 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 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/.

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

“DHR may re-locate during 2022, the exact location and timing is not yet determined. Interested candidates should be aware that the plans for relocation may affect this position and should only apply if they are flexible to accommodate possible changes.”

Added 2 years ago - Updated 2 years ago - Source: unicef.org