Human Resources Manager (Learning and Development), Fixed Term, P4, Geneva, Switzerland

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 168,113 USD and 216,746 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.

UNICEF has three Geneva-based entities, the Division of Private Fundraising and Partnerships (PFP), the Regional Office for Europe and Central Asia (ECARO), and the Geneva office of Emergency Programmes (EMOPS).

The Human Resources Manager (Learning & Development) forms part of the Geneva Common Services (CoS) Human Resources team that provides support to the 3 Geneva-based entities.

For every child, dedication

Under the leadership and guidance of PFP Chief of HR, supervising a GS6 HR Associate, the Human Resources Manager (Learning & Development) is responsible for:

• Developing an L&D strategy to support the strategic objectives and priorities of PFP and implementing a comprehensive annual learning plan for PFP staff, including a learning curriculum for the global fundraising community. This is needed to ensure that PFP staff have relevant and up-to-date skills in order to achieve results and maximize income.
• In close collaboration with ECARO and considering the broader EMOPS learning plan including NY and Geneva, extend the applicable elements of the PFP L&D strategy to the overall population of staff in Geneva as part of the yearly learning calendar.
• Supporting the delivery of PFP specific initiatives (e.g. change management & culture transformation initiatives; individual, team, and managerial capabilities strengthening initiatives, etc.). Contributing to a subset of L&D initiatives for UNICEF National Committees (NatComs).
• Rolling out DHR Global L&D initiatives in PFP and GVA based entities in collaboration with the relevant learning focal points of ECARO and EMOPS and providing extended support through facilitating targeted ECA region-funded learning offerings whose skill-building scope is transferable to PFP staff.

How can you make a difference?

1. Learning and Development for all GVA entities and extended support to ECARO

Work closely with PFP’s Learning and Training Committee (LTC) and Senior Management in PFP, ECARO, and EMOPS, to see that the L&D needs of the three Geneva-based entities are identified and those appropriate activities are implemented. This includes, but is not limited to:

• Designing an L&D strategy/training plan, creating the annual training calendar, conducting periodic L&D needs assessments with business, & adapting the L&D offerings accordingly.
• Supporting staff and managers for career development, including providing a framework for career conversations and meetings. Providing and organizing career coaching services.
• Designing, delivering, and co-facilitating workshops in line with UNICEF’s global L&D strategies including PM, competencies, development planning, career development, etc.
• Developing and implementing a training curriculum for the global fundraising community, ensuring the sourcing and/or development of high-quality training materials and promoting systematic uptake of training opportunities by fundraisers from all UNICEF offices.
• Working with appropriate parties to ensure that high quality, relevant training programs are designed, developed, sourced and rolled out to staff. Taking the lead on defining requirements, internally designing & developing or sourcing external vendors for learning activities, managing the relationships with vendors.
• Researching best and cutting-edge practices in L&D and making recommendations to management.
• Providing extended support through facilitating targeted ECA region funded learning offerings which skill building scope is transferable to PFP staff.
• Monitoring, evaluating and improving L&D interventions. Monitoring L&D expenditure. Reporting back to LTC and relevant ECARO and EMOPS Geneva learning committees as applicable and management periodically.

• Culture transformation initiatives:

• Implement tools, initiatives and training to support staff in embracing CRITA values. Integrate CRITA values into training programmes.

• Manage the implementation of innovative ways to support staff in learning the behaviours related to CRITA values and help build a feedback and recognition culture.

2. Delivery of PFP specific initiatives

• Change management initiatives

• Facilitate change management sessions and retreats for teams to help them through change process.

• Enable the provision of Team Leadership foundational training and team interventions to help build trust & a collaborative and change agile team culture.

• Individual, team and managerial capabilities strengthening initiatives

• Work closely with HR & business to provide support and tailored coaching to individual cases. Coordinate with teams and managers to develop and implement tailored approaches (learning/coaching/team retreats) to strengthen teams and develop into high performing teams.

3. Support National Committees (NatComs)

• Contribute to initiatives that strengthen the links & understanding between NatComs, PFP, &Country Offices, including NatCom Staff Onboarding activities led by the Country Relation steam. When possible, extend UNICEF’s learning and coaching offerings to the NatComs and share knowledge through the NatCom HR Network.

4. Learning Knowledge Management and Sharing

• Draft and update guidelines for staff related to training and development activities. Design and see that the learning pages on the Geneva CoS HR SharePoint are kept up to date. Maintain and cross check the PFP Agora-based learning platform and the one for ECAR so that common offerings are crosschecked and accessible to Geneva-based staff.
• See that programs and materials align with and facilitate the delivery of organizational priorities (aligned with the Strategic Plan and PFP priorities), and that cross-cutting elements are appropriately incorporated, including best practices, lessons learnt and feedback.
• Provide regular updates on L&D activities to GOMT and to PFP LTC, management and staff. Actively promote learning initiatives to staff.
• Contribute to appropriate coordination and partnerships with learning focal points & networks (internally and externally) to share best practices & evolving trends, as well as prevent gaps, overlaps and duplication of efforts.

To qualify as a Champion for every child you will have…

Education:

• An advanced university degree in Psychology, HR Mgmt., Org Development, Social Sciences, or related field is required.
• Alternative, a first level University Degree in a relevant field combined with qualifying professional experience may be accepted in lieu of the advanced university degree.
• Professional recognized certification, group facilitation, organizational learning design and/or distance learning in competency-based and soft skills relevant areas is an asset.
• Career counseling and/or coaching training are required.

Experience:

• A minimum of eight (8) years of professional work experience in learning and development in a global/international organization is required.
• Experience in staff and management coaching, as well as career counseling, is desirable.
• Experience and strong skills in facilitation and needs assessment are required.
• Experience in curriculum design, course design, and development is required.
• Experience in change management and in developing and sourcing learning programmes is required.
• Understanding of UNICEF programmes, National Committees’ needs and their impact on learning strategy is desirable.
• Demonstrable understanding of adult learning (including the ability to develop effective training/learning curricula for adults), and of individual and cultural differences in learning, is required.
• Knowledge of group and organizational psychology, instructional design, and curriculum development are desirable.
• Experience of UNICEF and UN is an asset.

Language requirements:

• Fluency in English is required. Excellent verbal and writing skills are required.
• Knowledge of another official UN language (particularly French) is considered an asset.

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA)

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)
• Drives to achieve impactful results (2)
• Manages ambiguity and complexity (2)

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 PFP-Geneva is currently reviewing organizational changes; therefore, the exact future location of the post is still under consideration/to be determined. Candidates may be asked to commence duties remotely. Should the selected candidate be assigned and relocate, they may later be asked to relocate and be assigned to another location during the initial contract or assignment period.

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

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