Human Resources Manager (Digital Tools for People), P4, Fixed Term, DHR, Budapest, Hungary

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 90,970 USD and 117,287 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 over 190 countries and territories to save children’s lives, defend their rights, and help them fulfill their potential, from early childhood through adolescence.

At UNICEF, we are committed, passionate, and proud of what we do. Promoting the rights of every child is not just a job – it is a calling.

UNICEF is a place where careers are built: we offer our staff diverse opportunities for personal and professional development that will help them develop a fulfilling career while delivering on a rewarding mission. We pride ourselves on a culture that helps staff thrive, coupled with an attractive compensation and benefits package.

Visit our website to learn more about what we do at UNICEF.

For every child, innovation!

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 — will not only 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.

How can you make a difference?

Strategic office context

Under the overall guidance of the Chief, Human Capital Intelligence and Technology, the HR Manager (Digital Tools for People) oversees the Digital Tools for People portfolio. The Digital Tools for People team aims to contribute to the HR Digital Transformation of UNICEF by equipping the organization with user-friendly, reliable and high-performing people management tools and systems, enhancing people digital experience across the organization from the time of application through the entire employee lifecycle and, ultimately, UNICEF delivery for children.

Job organizational context

The incumbent provides strategic and technical guidance to multiple stakeholders within and outside of the Division of Human Resources, and oversees people management Digital Tools and systems globally, including the talent management and performance management systems, recruitment tools and other digital people management tools and systems introduced in support to the implementation of the OneHR strategy and the improvement of UNICEF People experience. The HR Manager manages the Digital Tools for People team as part of the Human Capital Intelligence section.

Purpose of the job

The HR Manager (Digital Tools for People) is accountable for developing, implementing, and supporting current and new people management system and tools as part of the overall HR Digital Transformation of the organization. The incumbent is also expected to drive capacity building in HR digital tools and systems among the OneHR community and other users, in close collaboration with the Talent Development Section of DHR and the Global Learning Center in the GSSC.

Summary of key functions/accountabilities:

Management of Unit

• Supports the Chief, HCI in establishing the annual work plan, setting priorities/targets and performance measurements for the Digital Tools for People Unit.
• Monitors work progress and ensure results are achieved according to schedule and performance standards.
• Establishes clear individual performance objectives, goals and timelines; and provides timely guidance to enable the team to perform their duties responsibly and efficiently.
• Establishes and maintains a team culture aligned with UNICEF values; encourages team members to grow professionally, provides timely feedback and fosters two-way communication where team members feel psychologically safe and empowered to express their views and carry out their functions.

Technical HR Leadership & Strategic Human resources

• Contributes to the design of the HR Digital Transformation, to the development of the strategy and overall project plan and leads parts of its implementation.
• Provides technical leadership in People management Digital tools and systems with responsibility for reviewing the work of other Professional and General Service staff for compliance with principles and concepts, policies, regulations and rules as well as for soundness of judgement and conclusions.
• Develops, implements, and monitors the implementation of new people management digital tools and systems to meet the evolving needs of the organization, in close collaboration with Information and Communication Technology Division (ICTD), the Global Support Services Center (GSSC) and other key stakeholders. Manages HR technology projects including planning, resource allocation, implementation, monitoring and timelines.
• Represents the Division of Human Resources for all matters related to people management systems and digital tools.
• Liaises with the HQ Divisions, regional and country offices to gather business requirements and propose people management digital tools to enhance organizational performance and employee experience across UNICEF.
• Keeps abreast, research, benchmark, and implement best and cutting-edge practices in people management digital tools and systems, leveraging innovation through sharing of best practices and knowledge learned.
• Researches and proposes partnerships, with the focus on new technologies including on the use of AI/generative AI in people and talent management.

Enhancing UNICEF HR digital experience

• Oversees access and user support on people management digital tools, including the talent management and performance management systems.
• Oversees quality assurance on people management digital tools and systems, ensuring the accuracy of data and the right levels of access based on the different users’ business needs.
• Leads the identification of business requirements, proposes business enhancements and coordinates with internal and external stakeholders on enhancement to existing and new people management tools and systems, to meet evolving organizational needs.
• Oversees the assessment and testing of new or enhanced people management digital tools and systems to ensure the tools meet the business needs and are user-friendly.
• Collaborates closely with ICTD and the GSSC to trouble-shoot technical issues, optimize the efficiency of existing systems through automation and improvement of business processes.

Capacity Building in People management digital tools

• Leads capacity-building initiatives, in collaboration with the Talent Development section in DHR and the Global Learning Center in GSSC, on digital dexterity for people management tools and systems.
• Leads capacity-building on AI/Generative AI for the OneHR community.
• Designs and maintains a comprehensive learning portfolio for administrative and end-users on people management digital tools within portfolio, including the design of global and customized webinars, interactive material and other technical guidance. Continuously update/upgrade technical guidance, toolkits and learning material to meet the different users’ needs.
• Participate as a resource person in other capacity building initiatives to enhance the competencies of clients/stakeholders in people management digital tools and systems.
• Provide orientation briefings to new staff.

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

Minimum requirements:

• Education: Advanced university degree (master's or higher) in human resource management, business or public administration, international relations, Information Technology, Computer Science, or another related field is required.
• Work Experience: At least eight (8) years of relevant work experience in human resource management in an international organization and/or large corporation is required.
• Two years of experience focusing on HR/people management digital tools or HR Information Systems is required.
• Skills:
• Managerial
• The ability to allocate appropriate time and resources for successful achievement of goals and foresee risks and allow for contingencies when planning.

• Ability to implement clear goals that are consistent with agreed strategies, identify priority activities and assignments, adjust priorities as required.

• Strategic

• Experience and ability to help design and implement targeted and innovative human resources strategies to address clients’ people-related needs.
• Ability to help design and implement innovative digital solutions within a fast paced, evolving, and wide organizational setting.

• Ability to manage large-scale projects across multiple stakeholders.

• Technical

• Authoritative technical knowledge of the principles and concepts of human resources management and human resources information systems (HRIS).
• Capacity to translate policies, approaches and models to system-related requirements to meet emerging needs.
• Ability to identify and analyze systemic issues, formulate opinions and make conclusions and recommendations to resolve same.

• Excellent knowledge of organizational and HR information technology systems and tools.

• Interpersonal and Communication

• Demonstrated 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.
• Ability to navigate easily between technical and non-technical audiences when it comes to the translation of HR visions and strategies into technical solutions.

• Ability to pro-actively engage multiple stakeholders both technical and non-technical, internally and externally.

• Language Requirements: Fluency in English language is required.

Desirables:

• Developing country work experience and/or familiarity with emergency.
• Experience working in the United Nations or in a comparable international organization is an asset.
• Knowledge of another official UN language (Arabic, Chinese, French, Russian or Spanish) or a local language is an asset.
• Two years of experience managing multi-stakeholders’ HR technology projects.
• Experience in change management.

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

The 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)

Familiarize yourself with our competency framework and its different levels.

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 measures to include a more diverse workforce, such as paid parental leave, time off for breastfeeding purposes, and reasonable accommodation for persons with disabilities. UNICEF strongly encourages the use of flexible working arrangements.

UNICEF does not hire candidates who are married to children (persons under 18). 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 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.

UNICEF appointments are subject to medical clearance. Issuance of a visa by the host country of the duty station is required for IP positions and will be facilitated by UNICEF. Appointments may also be 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 canceled.

Remarks:

As per Article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity.

Government employees who are considered for employment with UNICEF are normally required to resign from their government positions 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.

UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.

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

All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.

Additional information about working for UNICEF can be found here.