Human Resources Manager, P-4, East Jerusalem, State of Palestine # 90236 (revised and extended)

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 150,010 USD and 193,406 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, dedication

UNICEF in the State of Palestine works to uphold the rights of children to access services and protection, from early childhood through to adolescence. Our objective is to ensure that every child in the State of Palestine (Gaza, West Bank, including East Jerusalem), irrespective of background or circumstance, has an equal chance to fulfil their potential.

UNICEF in Gaza: UNICEF chief on the 'devastating situation' for children across Gaza

How can you make a difference?

The Human Resources Manager reports to Deputy Representative Operations (Level 5) for guidance and general supervision. The HR Manager, within their area of responsibility, is accountable for implementing HR services that enhance the capacity of their clients to deliver on their business goals and objectives. In doing so, the incumbent demonstrates the ability to anticipate HR-related needs and develop subsequent plans and solutions that align HR management with organizational, regional and country office objectives. In addition to general HR functions, the position will be dedicated to the Level 3 Emergency response in the country.

Summary of key functions/accountabilities

Management of Unit

• Establishing the annual work plan, setting priorities/targets and performance measurements.

• Establish clear individual performance objectives, goals and timelines; and provide timely guidance to enable the team to perform their duties responsibly and efficiently.

Technical HR Leadership

• Provide technical leadership in the Recruitment, Learning and Performance Management areas 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.

• Develop, implement, and monitor the interpretation and application of new human resources policies, practices and procedures in area of specialization to meet the evolving needs of the organization including formulating the position of the organization on policies in area of HR specialization and determining the appropriate application of rules and regulations to highly sensitive or contentious individual cases having implications for other HR systems and UNICEF as a whole.

Business Partnering

• Serve as the single point of contact for his/her client portfolio on advice pertaining to all aspects of the employment life cycle.

• Work with clients to help fulfill their goals through advising on how to attract, retain and motivate staff of the highest caliber.

• 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 organizations interests in accordance with policies, regulations, and procedures.

• Promote the organizational goals and targets for gender equity and cultural diversity.

Strategic Human Resources

• Liaise with the HQ Divisions, and regional office to support the local implementation of global initiatives and priorities. Provide feedback and make recommendations on the establishment and improvement of HR systems, policies and processes locally, regionally and globally.

• Keep abreast of, research, benchmark, and implement innovative practices in HR management for the country office and contribute to the development of global initiatives by sharing of best practices and knowledge learned.

• Help design optimal organizational, staffing structures and levels, and, in consultation with senior management develops standards and benchmarks staffing norms.

Implementation of assigned Human Resources Services

• Provide support to various staff and management on various HR areas (recruitment, job classification, career development, performance management, data analytics, learning & development etc.)

• When assigned casework in the relevant area on either a routine or non-routine basis, analyze and synthesize issues and problems, and interpret established, formal guidelines to address and recommend solutions or further actions required.

Learning and Capacity Development

• In collaboration with the local Learning and f Development Committee (LDC) , design and deliver learning plans for staff to enhance their knowledge and build skills in new areas aligning local individual and group learning plans with relevant global and regional learning priorities.

• Recommend efficient and cost-effective learning products which strengthen staff capacity to contribute effectively to business goals.

• Participate as a resource person in capacity building initiatives to enhance the competencies of clients/stakeholders and provide orientation briefings to new staff.

• Provide day-to-day performance and talent management guidance to line management (e.g., coaching, counseling, career development, career conversations, and disciplinary actions)

HR Data Analytics

• Interpret and analyze HR data to help inform strategic decision making on HR processes and strategies.

• Develop data collection systems to optimize data quality.

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

• An advanced university degree (Master’s or higher) in human resource management, business management, international relations, psychology or another related field is required. *A first University Degree in a relevant field combined with 2 additional years of professional experience may be accepted in lieu of an Advanced University Degree.
• A minimum of eight (8) years of relevant professional experience in human resource management in an international organization and/or large corporation is required.
• Developing country work experience and familiarity with emergency contexts is considered essential.
• Fluency in English is required. Knowledge of Arabic is an asset.

For every Child, you demonstrate...

UNICEF's core values of Care, Respect, Integrity, Trust, Accountability, and Sustainability (CRITAS).

Core Competencies

• 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)

To view our competency framework, please visit here.

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. Qualified female candidates are highly encouraged to apply.

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:

IMPORTANT: The post is currently based in Jerusalem, which is now under family restrictions.

Special Note: In light of the L3 emergency context, current IP staff members on Fixed Term, Continuing and Permanent appointments are eligible to apply without having met the minimum tour of duty (TOD) in their current assignment.

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.

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 may also be 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.

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.